Managing Cultural Diversity Management Essay

Managing Cultural Diversity Management EssayDavis (2003, p. 45) argues that heathenish residuums be usually prep bed by race-ethnicity, gender, function, and tenure among the organization factors. Difference in kitchen-gardening may result to the rise of conflicts among squad molds. This usually results to disrupted communication at heart the organization and hithertotually electr sensationgative outcomes. Therefore, it is the place of every organization and full anxiety to come up with discordant ports of managing and reducing negative effects of heathenish differences. Management in various organizations should ensure that they ar able to detect and avoid such guinea pigs from arising. Political stresss and experience be other major factors that make to heathen differences. Multi pagan police squads and differences in or so occasions generate dilemmas in the organization way. Cultural differences usually create considerable obstacles to efficient squad hold. Recognizing various underlying heathenish causes of conflicts is the main contest in managing multicultural aggroups by organizations management. It is excessively a great dispute for management to get teams back into the track as well as empowering members to manage and deal with the contends of cultural differences in future. Work-group salmagundi has become one of the about challenging issues that are facing various organizations currently. Various factors wish well demographic, cultural and legal factors have greatly changed the composition of organizations execute forces. demographic factors include multi-culturalism, equality initiatives, globalization, and declining birth rates. Therefore, this requires managers, employers, and employees to be sensitive to both intra- and intergroup differences. They are withal required to adopt practices and policies which are trenchant in coping with such changes.Managing cultural diversificationEly Thomas, (2001, p. 230 ) maintains that managers and team members preserve manage cultural differences. This is only possible if they adopt and chose the right strategies indoors their organizations. Cultural difference poses various challenges which include hindering success inside the organization. They pose as a barrier to effective communication which is a key part in whatsoever organization. Cultural difference creates differing attitudes towards authority and hierarchy in that locationfrom difference in the ship canal hoi polloi are treated. It also leads to conflicts in particular when making conclusivenesss. These challenges are a great hindrance towards success and nurture of whatever organization. Therefore, managers need to come up with various strategies and policies in ensuring cultural differences and challenges are eliminated.According to Nankervis, Compton Baird, (2002, p. 120), they are four main strategies of traffics with cultural challenges for managers and various teams in organizations. They include adaption, structural incumbrance, managerial intervention and happen. Adaption generally involves acknowledgement of cultural gaps frankly and even working around them. managerial intervention involves early setting of norms and even bringing in of high-altitude management. Structural intervention is changing of the teams shape. overhaul involves removing a team member in case the options have failed. They are some(prenominal) steps that any organizations management can adopt in dealing and eliminating cultural differences. realisation of the challenge is the key and first step in dealing with multicultural differences. Assessing the circumstances under which the differences are occurring is a nonher crucial step towards dealing with multicultural differences.Adaption is a great strategy that organizations set ahead in dealing with cultural diversity. This involves teams finding various ways of working with and around the challenge that they e ncounter. It also involves adapting practices and attitudes without necessarily making changes to the assignment of the group. Adaption works well when members of the team or organization acknowledge and even name their differences in subtlety as well as assuming their responsibilities. It also involves figuring on various ways to live with the cultural differences. Adaption has been seen as the best way of dealing with cultural diversity difference as it does not maintain on a lot of time as compared to other strategies. This is in general because members of the team take part in problem realize while nurture from the process. This kind of mind set plays a great role in ensuring there are creative in protecting their cultural differences within the organization. Organization taking this type of initiative ensures that cultural diversity does not furbish up its performance and operations among its teams. Various organizations managements have found adaption as an ideal stra tegy towards solving cultural diversity. This is mainly because it is effective and solves its proclaim problem with little input from management. Team members must be conscious(predicate) of this strategy in order for it to be successful in solving the intended problems or differences. However, negotiating a common makeing may take sometime among the team members.Structural intervention is another way that organizations are utilizing in ensuring they manage the cultural diversity. It is an intentional reorganization or reassignment that is intentional to reduce or eliminate source of conflict between people or teams. It is also intended to reduce interpersonal frictions that largely contribute to cultural diversity. The strategy works effectively when obvious subgroups separate the team. This is mainly if team members are clinging to negative stereotypes of one another or look threatened. Structural intervention also involves creating smaller working groups of diversify cultur es. This enables team members to know and even respect every team member. Various organizations give or use this strategy as it encourages reduction of cultural diversity within the organization. Structural intervention as a strategy for managing cultural diversity shields people who are not working well in a team.Managerial intervention also plays a vital role in solving organizations cultural diversity effects. Although the failure to involve team in decision making may result to a stalemate, it is of the essence(p) for managers to intervene when cultural diversity blocks the success of decision making. Managerial intervention has been used in many occasions by various organizations to solve sort out its problems effectively. Setting norms early in a team through managerial intervention take to hearts the team towards starting out effectively. Managers encourage team members to encourage each other towards ensuring everybody is appreciated and encouraged to work with each other despite cultural diversity. Managers address the issues like expression barrier and ethnic diversity directly. They encourage them on various ways to solve cultural diversity within the team and entire organization.Exit is another strategy that is utilized towards reducing the problems of cultural diversity. This is usually the withstand and infrequent strategy towards managing cultural differences. It is important for those members who are not contented with their teams to move out of the team to another team. This forget ensure there is continued delivery of efficient services. Exit of one or several members is used by organizations as a last resort. One or several members of the team or organization may be affable requested formally by management to exit. They may also exit voluntarily from the team.According to Bhatia Chaudary (2003, p. 25), managing diverse culture within an organization is not an easy task. Realizing and managing cultural diversity within an organizatio n has been on the increase. This is assisting greatly in facilitating organizational progress and success. On a broad perspective, organizations can manage cultural diversity through communication. This is creating awareness among the employees and various teams on the importance of diverse values of peers. Another way is through cultivating this is facilitating encouragement, support, and reach of any employee achievement by all other colleagues. Diverse culture can also be managed through capitalizing strategies. This involves linking diversity to every process of business and strategy such as employee development, re-engineering, succession planning, performance look backward and management.Organizations also adopt various innovative ways towards management of cultural diversity. This includes incorporating various people from different cultural backgrounds as well as acknowledging the importance of their cultural. Appreciating people cultural background usually leads to reduce d background differences. This ensures there is a common organizational diversity that does not affect the performance of various teams. Organizations have also started empowerment to all members disregarding of race or gender. dominance is crucial towards making of an effective decision making. Towards reducing culture diversity difference, organizations are encouraging free voice towards decision making processes. Utilization of empowerment in diverse organizations results to more than trust among the team members as well as higher productivity. Empowerment in an organization with diverse culture has been seen to make team members sapidity their contribution in a manner that is more worthwhile and meaningful. This assists greatly towards utility of diversity climate hence accomplishment of organization objectives.It is also crucial for various organizations to initiate diversity provision programs as illustrated by Perkins, (2006, p. 60). Leaders and managers in organizatio ns should be trained on how to manage and understand culturally diversified employees. Employees as well should be provided with adequate training on the importance of understanding people with different cultures. This will greatly assist in improving the differences that arise when people of different cultures work together. Training is crucial towards the breakdown of stereotypes as well as reducing prejudicial attitudes among the team members. Mentoring and networks are other effective ways towards improvement of the diversity climate. Mentors usually provide recognition, support, and challenge in order to assist in shaping the future for those individuals they are assisting. Mentors are in most occasions beneficial mainly because it assists in keeping minorities on the track. It also assists in keeping them focused within any culturally diversified organization. Networking is also another crucial process that assists organizations in managing the cultural diversity within the te ams. Networking acts as a source of encouragement and support to various employees with diversified cultural differences.It is also crucial for organizations to strength top-management commitment towards creating a positive diversity climate within the organization. This commitment should be distributed even to the lowest management levels. All managers at every level within an organization should openly and strongly support all policies, strategies, and practices that support the management of culture diversity. This will greatly assist towards reducing culture diversification related challenges within an organization. It will assist in improving and change magnitude the benefits associated with culture diversity.ConclusionCultural differences that face multicultural teams may not necessary attribute to diversity challenges. However, these differences underlay the problems that require to be turn to in various teams in organizations. Cultural diversity may not only have negative effects on the working of a team, but they may result to problems in management as well. If any organizations management intervenes early in any cultural challenge within the organization, this may lead to good resolution of the problem. Organizations management should set up norms structure social interaction as well as pleasant all people within the team in solving problems arising referable to cultural difference. Managing cultural diversity well has various benefits that are associated with it. efficient management of cultural diversity usually results to organizational benefits or success. Organizations with an effective managed multi-culture have a cost effective competitive edge. It also results to the furtherance of minority friendly reputation among prospective employees. Organization with good management of cultural diversity usually results to an increased flexibility and adaptability in case of any environmental changes. Effective management of culture diversity will assist in improving and increasing the benefits associated with culture diversity.