Case Study On Managing Cultural Diversity Management Essay

Case Study On Managing Cultural Diversity guidance EssayIs variety good for business. The knowingness of benefits from managing kind is becoming more than(prenominal) and more explicit during daily human resource precaution rifle. The mixed bag caution is an important strategy of the human resource management which to win the perception, ac associationment and implementation of diversity in organization and institutions. It may survive to a common interest betwixt employers and employees.The conflict associated with diversity management is inevitable according to its principal. On the other hand such bump more or less would be regarded as a generator of new methods, viewpoints, interests, creativity and behavior of solving issues as well. Whether diversity is a potential performance obstruction or a value-added dallyion is determined by institutions policies.In the runner part of this essay, what is diversity management, why it is essential and what would benefit from by organizations testament be discussed. In the last part of the essay will psycho synopsis cultural change over computer simulation and present approaches to diversity from practical pillowcase before conclusion.The human resource forges and policies atomic number 18 designed by the management to compass some goal (Alexander Lewer, 1998), such as attracting, retaining and effectively qualification use of labor resources in all kinds of organizations, from profitable companies to knowledge facilities, from brass departments to supermarkets. As a strategy of human resource management, diversity management is a daily increasing perspective of tackling with impacts from employees with varied dry land.Diversity is delineate into deuce dimensions from peoples social and cultural identities. It refers to the expressions people differ from all(prenominal) other. The primary dimensions described as peoples fundamental characters, such as age, ethnicity, gender, forc ible abilities, race and so on. The secondary dimensions refer to persons self definition via educational background, income, marital status, religious beliefs etc. Both of the dimensions may hold the resembling status of daily cultural impact on a multicultural organization. Cultural diversity is a specific argona in diversity, which concentrate on on peoples characters labeled culturally, including gender, age, ethnicity, race, and also lifestyle, immigrant status and language facility. Cultural diversity management is aimed at taking advantage of staffs polar cultural background to increase their motivation and creativity, further to bring a successful pie-eyed to strategy.Increasing diversity management sack up be a double-edging leaf blade. Although the aw atomic number 18ness of cultural diversity in earnforce is becoming day by day better recognized by organizations, it is often effectively exceptional due to the passively abidance of legal compliance and human rights protection. ground on theory and research, inappropriate implementations can create barrier to high up performance. Firstly, diversity can increase misunderstanding and conflict among employees from different cultural background. Compargond with more homogeneous group, the former group may experience bring down levels of social attraction and competitiveness. Secondly, too much diverse leads to harassment and favouritism behaviors. As different managers hold different opinions of managing cultural diversity, different approaches can be implemented. One of the ingenuousst methods is avoiding diversity. However the reality is for most international organizations, it is non feasible. How to take advantage of cultural diversity without suffering enormous disbenefit is the important issue faced by employers.A nonher side of the diversity sword is that well managed diversity can catalyze the performance of organizations at different aspect, which means a value-added activity. Fir st of all, well implemented approaches create an experience of fairness and respect for all people which is an ideal working milieu for staff. These terms are listed in formal statements of policy in each organization in the world, but unless the lodge has effective and ongoing strategies, those clauses are just another meaningless and hopeful fairy tale without princess. Whats more, employees from different cultural background diversify solutions of problems, decision do, skills and allocation of resources (Gardner Plamer, 1992), which can exit a larger pool of ideas and experiences. The organization can draw from that pool to meet Business strategy and the customers needs more effectively. And also impart individual talents, creativity and experiences (e.g. languages, cultural understanding) from diverse culture. This may allows a company to provide a global service to customers and also improve their merchandising strategies. In addition, opinions from diverse cultural background enhance critical analysis in decision-making groups. In a serial of research studies, Charlene Nemeth found that groups subjected to minority views were better at critically analyzing decision issues and alternatives than those that were not.The essay will analysis diversity using cultural change example (Taylor Cox Jr, 2001) in the next part.Model for Cultural ChangeFigure attached reveals a model for organizational implementations to tackle the impacts of diversity (Taylor Cox. Jr , 2001). E actually instalment from this model should be considered as an effective organizational change. Following the flow of the arrows suggests, every element is influenced by the diversity and continually interacts with each other in the shape of self learning.LeadershipLeadership is a behavior that establishes an mark for avail which provides a sense of urgency and importance for the vision. The orientation of change is also called vision. Meanwhile it also generates motivatio n of others, and brings an ideal environment for exertion of the vision. At the same time, a leader should be involved in vision, establish the adequate organization design and integrate the diversity management with the companys business strategy. It is absolutely the most essential element for change.As its live role of a diversity change ride, leadership is on the fall of the list while implementing diversity. Leaders are those who save influence with other members within the organization, such as chief operating officers, heads of unites of organizations or divisions, HR staff members with diversity assignments and head of labor unions. In order to achieve richly potence of the implementations, the change should satisfy these conditions (1) leadership starts at the executive (2) it takes generations of administration to put peerless across the effort work, and (3) leadership should present directly without delegate.First of all, to be fully effective, leadership on dive rsity must start at the top. A change of presidents would produce a noticeable slow-down in progress toward the goals that were lay out for diversity excellence. Although other members of the leadership aggroup below the CEO level, including the head of the HR function and several engineering managers, continue to work on the diversity change effort, the effort lost momentum that was never recovered. Secondly, it takes many leaders to achieve the final goal. In Alcoa, for example, a unusual progress of cultural diversity owe to leaders at different levels of management chain. In 1999, the executive vice president George Bergeron included an judgment of progress on the diversity goals of the company as part of the motivator compensation formula for all managers reporting to him. Partly as a result of this action, the business units under his authority were all active in working the change model and achieved remarkable progress in the counterbalance year of work (Taylor Cox, 200 1). Eventually, unless there is someone taking the responsibility of making change, the effort made to diversity would doom to failure. query MeasurementResearch is a method of collecting data by which people conclude problems about environmental element or phenomenon (Taylor Cox Jr, 2001). In the mise en scene of organizational effort on diversity, such problems are specified as (1) gender distribution which regarded as a question about element and (2) whether an employees job performance is influenced by age is categorized as the descent between elements. Measurement indicates approaches to record the effectiveness of diversity change.This part of model explains several questions of using data, including how to create criteria to implementation with data, how to use data to improve awareness of diversity, how to evaluate the environment for diversity and how to critic progress has been made. devour Alcoa as an example, there was a significant coming upon of managing departme nt in both business unit and resource unit, which regarded as a washbasin event in leader commitment. Data presented on diversity of this meeting based on surveys and interviews at around five different locations of the organization. rough quotations were wrote down during the interviews with employees from every grade of job, and written on board and showed around the meeting room. Then the leaders walked around and read the messages, some of which sanctioned to run counter to companys elemental values and policies. This is just a simple experience of using internal data, which became a motivate activity for forming substitute of the diversity effort at Alcoa.As is shown above, research and measurement are fundamental to the diversity management process, while using data to act on improvements means using data to increase commitment, enhance training, analyze the climate for diversity and measure progress (Taylor Cox Jr, 2001). learningEducation refers to trainings and practice s of any change effort. As a core feature of mode to diversity, approaches of learning must diversified to fulfill its original purpose. Employees showed great advised of diversity during the training period, many of which would not last long by and by training procedure. In order to deliver a remarkable education on diversity and collect better return from investment on diversity training, an educating design should based on certain ingredients fill, format and logistics, participants, and facilitation.Firstly, the content of training on diversity should be critical consequently multidimensional. apiece dimension is specified into different substance, for instance, to specify the required subtopics, to indicate the birth among topics and to illustrate the type of the content. Secondly, the format and logistics of a diversity education are determined by time and approaches of the training. The effectiveness of training is not hardly influenced by the length of training peri od, but also affected by the way of using time. For example, instead of a one-day-six-hour exhausting boredom, a two hour well sequenced training program of three days is more effective and efficient. Thirdly, in the participant perspective, how large the trainee group, how many fields and levels of the employee, and the eagerness for the participants should be considered before education. For example, a two-hour diversity education practice with an design of simply understanding the business reasons of investing in diversity improvement was held by a division of General Motors. establish on a clear and narrow objective, and presented by a one-way communication, the training process was highly effective with the large group. Lastly, facilitation is the finial main element affecting education, including way to open and close the training, to handle with sensitive topic, and to create internal expertise.alinement of management formManagement system is the intermedium of managing, s uch as organizational policy, implement, regulation, or process. This covers main human resource practice, like recruitment, promotion, development, and even work conditions, or the physical design of working environment. These systems must interlink with one another as an organization is a social system. Before implementing concurrence assignment, three components time, billet and people should be considered.To start with, time operator is the time which is scheduled for the work performance. It contains length of working period, use of overtime, time-off policies (holiday, pass away and vacation), and retirement policies. What is fundamental and simple that, if a company has flexible time-off policies, it would be better to attract, retain, and motivate diverse employees. Muslim could decide whether or not work at their prayer time in a multinational company, and Chinese workers top executive enjoy their reunion with their families at Spring Festival. Whats more, space factor s have to do with the physical working surroundings, including the neatness of working place, the barriers between different individual employees and so on. Eventually the people factor could be expended as recruitment, promotion, bonus, performance measurement, and career trajectories development and succession planning. People factors are designed to retain human resource and achieve the employment outcomes.As described in this chapter, there are large amount of issues in these three areas must be considered under the change for diversity. Nevertheless, any of them should not be tackled independently.Follow-upThis factor contains adjusting the learning loop and establishing accountability for the results, so that the action processes become more and more accurate, hence the management system becomes more and more effective on diversity.In order to guard effective and reasonable follow-up while changing towards diversity, a series of specific activities should be contained in the follow-up procedure, including make use of plan reviews, keep record, provide motivation for good behavior ,and control knowledge retention and transfer. In reality, Alcoa has a motivate reward plan provides bonus besides the base salary. Like many companys, the bonus reward on job performance is yearly issued. For higher-level managers, the bonus from holding stock might generate a fortune of hundreds of thousands of dollars for a CEO. Even middle-level managers would have tens of thousands of dollars according to their performance under the whole organizational strategy. It is a very practical but extremely effective incentive.When efforts towards diversity failed, it would be of all time traced back to poor following. When the following is poor, the whole orientation would collapse.ConclusionBased on Taylors cultural change model, which indicates a process of changing effort meeting the impacts from managing cultural diversity in a company, the way towards symphonic diverse wor kplace is brambly. Efforts should be made in each turning point of the organization, from line worker to executive of division, from sales people to technical team and marketing staff, from London branch to Delhi branch.Diversity is based on certain intentions labor force is the most valuable resource, every employee should be set with respect and equality, and equal opportunities for people of all groups. In order to achieve diversity in organization or even country, it takes not exactly moral obligation to accomplish their orientation, but also generations of unremitting endeavor, hence the demand of building diversity organization is more than a demand of maximizing business performance.