Multicultural competence can be seen as a way of understanding of cultural influences in the workplace and cultural adaptation skills. Identify and explain FOUR key skill areas with examples that are critical to improving a manager’s ability to function effectively in a multicultural environment.
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Multicultural competence can be seen as a way of understanding of cultural influences in the workplace and cultural adaptation skills. Identify and explain FOUR key skill areas with examples that are critical to improving a manager’s ability to function effectively in a multicultural environment.
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- 1) Explain the four examples of cultural differences for managers. Which of the four might be the most important and why? 2) Discuss in detail the four essential skills needed for cultural diversity in the workplace. Which skill is the most important? Why is this skill the most important? 3) Explain in detail Replacement Theory. What is this theory? Who created Replacement Theory? Why was the theory created? 4) What are stereotypes? Why are they so problematic? What is an example of a stereotype? 5) Explain "dominant" and "nondominant" groups. How are the groups different? How do each influence our social identity?What points resonate with you regarding leadership when it comes to Cultural Diversity Managing the Changing Workforce, Conflict and Confrontation, Employees with Problems, Managing Difficult EmployeesA joint venture between American and Chinese home appliance manufacturer opened a factory in Shanghai that called upon US expatriates to work together with Chinese managers and workers. Over time, both Americans and Chinese believed they struggle tremendously to collaborate effectively with the each other in integrating cultural outlooks and workplace procedures. Ultimately, poor performance was attributed to the difficulty and which of the following dimensions of the management process. A) lifetime employment B) teamwork C) developing products and services D) union-management relationships E) organizational structure
- How does an organization accurately identify the elements of its own culture? How does it go about promoting critical awareness of culture among its personnel? Does cultural awareness play a role in organizational success? Is a global organization, in the 21st century, obligated to provide opportunities for its employees to become more culturally sensitive or increase their cultural awareness through an understanding the cultural system of values, assumptions, and symbols? What do they stand to lose if they don’t?“Culture has emerged as one of the dominant barriers to effective integrations. Companies with different cultures find it difficult, if not impossible, to communicate and operate effectively.” ~Deloitte M&A Institute A highly successful company in Germany acquired a distressed company with its headquarters in the USA which operates in the USA, China and Brazil. This acquisition resulted in the “new” company having employees in multiple states and countries. There were many differences in these two companies including HR practices, markets served and leadership philosophies. The CEO quickly saw the issues and brought in help. He implemented an approach to address the critical aspects of the shift within their culture. ● He started by developing the mission, vision, values and behaviors reflective of this “new” company. ● At the same time, a needs assessment was done with employees to get their concerns. Not surprisingly, a perceived lack of communication was the top issue. ● From…“Culture has emerged as one of the dominant barriers to effective integrations. Companies with different cultures find it difficult, if not impossible, to communicate and operate effectively.” ~Deloitte M&A Institute A highly successful company in Germany acquired a distressed company with its headquarters in the USA which operates in the USA, China and Brazil. This acquisition resulted in the “new” company having employees in multiple states and countries. There were many differences in these two companies including HR practices, markets served and leadership philosophies. The CEO quickly saw the issues and brought in help. He implemented an approach to address the critical aspects of the shift within their culture. He started by developing the mission, vision, values and behaviors reflective of this “new” company. At the same time, a needs assessment was done with employees to get their concerns. Not surprisingly, a perceived lack of communication was the top issue. From there,…
- “Culture has emerged as one of the dominant barriers to effective integrations. Companies with different cultures find it difficult, if not impossible, to communicate and operate effectively.” ~Deloitte M&A Institute A highly successful company in Germany acquired a distressed company with its headquarters in the USA which operates in the USA, China and Brazil. This acquisition resulted in the “new” company having employees in multiple states and countries. There were many differences in these two companies including HR practices, markets served and leadership philosophies. The CEO quickly saw the issues and brought in help. He implemented an approach to address the critical aspects of the shift within their culture. ● He started by developing the mission, vision, values and behaviors reflective of this “new” company. ● At the same time, a needs assessment was done with employees to get their concerns. Not surprisingly, a perceived lack of communication was the top issue. ● From…People are gradually becoming more tolerant of diversity due to which geographical boundaries have disappeared in workplaces. With progressive trends in India, what measures do you think companies can incorporate in order to make the transition smoother?Explain the following factors of managing multi-culture and workforce: a. Managers should respect the right of employees b. Managers should pay taxes and obey law of the host countries. c. Managers should provide equal pay for equal job. d. Corporate with local law enforcement. e. Undertake corporate social responsibility to empower stakeholders f. Provide favorable work conditions.
- The demographic mix within the twenty-first century workplace has become much more diverse, however, minorities appear to face various challenges that prevent them from achieving careers as leaders. Explain any FIVE challenges and explaination that minorities may face in securing a leadership post.Leaders are not always immediately successful in creating a diverse workplace. Explain 2 benefits and 2 challenges that leaders may face in creating and upholding diversity in the workforce.Globalization impacts the management efforts required to manage and motivate a culturally diverse workforce. 1. Discuss how culture affects the management of an organization from a global perspective.