Managing Cross Cultural Diversity

Components of a Diversified Workforce
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Managing Cultural Diversity
Dimensions of Diversity
Secondary Dimensions
Marital Status
Primary Dimensions
Inborn difference Have an impact throughout ones life
Education
Secondary Dimensions
Religious Beliefs Acquired or changed throughout ones lifetime Have less impact still impact self definition
Primary Dimensions
Age Person Sexual Orientation Race
Parental Status
Gender Physical Ability
Ethnicity
Military Experience
Work Background Income
Geographic Location
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Managing Diversity
Involves recruiting, training, promoting, and utilizing to full advantage individuals with different backgrounds, beliefs, capabilities, and cultures. Understanding and deeply valuing employee differences to build a more effective and profitable organization. Valuing the connections that arise and develop between diverse employees.
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Meeting the Challenge of Diversity

Smart managers value diversity & enforce the value in decisions
Diversity in the population, the workforce, and the marketplace is a fact of life no manager can afford to ignore Managing diversity today recruiting, training, valuing, maximizing potential of people
Gender Race Age Disability Ethnicity Religion Sexual orientation Education Economic level
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Attitudes Toward Diversity

Goal for organizations seeking cultural diversity is pluralism
Ethnocentrism = belief that ones own group or subculture is inherently superior to other groups or cultures Enthnorelativism = belief that groups and subcultures are inherently equal Pluralism = an organization accommodates several subcultures
The Changing Workplace

Globalization Competition is intense Dramatic Changes in the Customer Base
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Changing Composition of Workforce There are more women, people of color, and immigrants seeking opportunities
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The Workplace & Bias

How It Shows Up
Lack of choice assignments Disregard by a subordinate of a minority managers direction
Ignoring of comments made by women & minorities at meetings

A need to become Bicultural
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Biculturalism
Socio-cultural skills and attitudes used by racial Means minorities use to deal with bias in the workplace minorities as they move back and forth between the dominant culture and their own ethnic or racial culture
1. Diversity comparison, Managing diversity
2. Ethnicity, religions, Age, Labor force, Dress codes, discrimination, Attitudes towards diversity, Training & diversity
Mind-Sets about Diversity Problem or opportunity? Challenge met or barely addressed? Level of majority-culture buy-in (resistance or support)
Organization Culture Valuing differences Prevailing value system Cultural inclusion
Challenges For Management

HR Management Systems (Bias Free?) Recruitment Training and development Performance appraisal Compensation and benefits Promotion
Education Programs Educate management on valuing differences Promoting knowledge and acceptance Taking advantage of the opportunities that diversify provides
CHALLENGES OF CULTURAL DIVERSITY
Source: Taylor H. Cox and Stacy Blake,Managing Cultural Diversity: Implications For Organizational Competitiveness, Academy of Management Executive 5, no 3 (1991), 45-56
Heterogeneity in Race/Ethnicity/Nationality Effect on cohesiveness, communication, conflict, morale Effects of group identity on interaction (e.g., stereotyping) Prejudice (racism, ethnocentrism)
Higher Career Involvement of Women Dual-career couples Sexism and sexual harassment Work-family conflict
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Uncertainty Avoidance Index (UAI)

deals with a society's tolerance for uncertainty and ambiguity; it ultimately refers to man's search for Truth. indicates to what extent a culture programs its members to feel either uncomfortable or comfortable in unstructured situations. Unstructured situations are novel, unknown, surprising, different from usual. Uncertainty avoiding cultures try to minimize the possibility of such situations by
strict laws and rules, safety and security measures, and on the philosophical and religious level by a belief in absolute Truth; 'there can only be one Truth and we have it'.
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Long-Term Orientation (LTO) versus short-term orientation:

Societys search for virtue Assesses sense of immediacy within a culture, where gratification should be immediate /deferred Include: 1. Persistence (Perseverance) 2. Ordering relationships- presence of societal hierarchies 3. Thrift: High saving rates 4. Sense of shame: leads to sensitivity in social contacts
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Indian Languages Hindi Bengali Telugu Marathi Tamil Urdu Gujarati Kannada Malayalam Oriya Punjabi Assamese Maithili other
German
languages
% 41% 8.1% 7.2% 7% 5.9% 5% 4.5% 3.7% 3.2% 3.2% 2.8% 1.3% 1.2% 5.9%
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Diversity comparison
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ethnicity
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religions
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age
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Labor force
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respondents
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questionnaire
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respondents
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Diversity problems?
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discrimination
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Attitudes towards diversity
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Dress codes
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Training & diversity
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Managing diversity
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Managing Cross Cultural Diversity

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Components of a Diversified Workforce

Managing Cultural Diversity

Gender Physical Ability

Work Background Income

Managing Cultural Diversity

Meeting the Challenge of Diversity

Managing Cultural Diversity

Attitudes Toward Diversity

The Changing Workplace

The Workplace & Bias

Lack of choice assignments Disregard by a subordinate of a minority managers direction

Ignoring of comments made by women & minorities at meetings

Managing Cultural Diversity

Organization Culture Valuing differences Prevailing value system Cultural inclusion

Challenges For Management

CHALLENGES OF CULTURAL DIVERSITY

Managing Cultural Diversity

Uncertainty Avoidance Index (UAI)

Long-Term Orientation (LTO) versus short-term orientation:

Managing Cultural Diversity

Managing Cultural Diversity

Managing Cultural Diversity

Managing Cultural Diversity

Managing Cultural Diversity

Managing Cultural Diversity

Managing Cultural Diversity

Managing Cultural Diversity

Managing Cultural Diversity

Managing Cultural Diversity

Managing Cultural Diversity

Attitudes towards diversity

Managing Cultural Diversity

Managing Cultural Diversity

Training & diversity

Managing Cultural Diversity

Managing Cultural Diversity

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