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Running Head: CHALLENGES OF CULTURAL DIVERSITY IN AN ORGANIZATION

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CHALLENGES OF CULTURAL DIVERSITY IN AN ORGANIZATION Introduction The world economy is becoming entirely competitive as well as globalised thus prompting changes in the faces of organizations by introducing cultural diversity. Cultural

diversity may be defined as the variances in culture, in a mono setting. Diversity in culture has become extremely essential in todays society as a result of a variety of cultures. Diversity in culture is tremendously advantageous to any organization. This diversity, however, poses various challenges to an organization (Cross, 2010). Nevertheless, an organization can use challenges associated with cultural diversity to its advantage. Challenges and how an organization can use them to their advantage Asides from diversity in culture in an organization presenting crucial benefits, it also presents numerous challenges that are unique and that can be utilized by the organization to its benefit. Generally, organizations whose management relies on diversity in culture must use it as an effective tool to improve the productivity of the workforce. However, if the diversity in culture is not well checked, it can cause substantial harm to an organization. On the other hand, an excellent manager can use this to the organizations advantage (Hellriegel, 2007). It must, however, be understood that challenging diverse culture is not just about acknowledging, as well as resolving variances among persons. A variety of researches has been carried out to establish why it is difficult to manage workforce that is diverse in culture. Among the identifiable challenges in cultural diversity is the issue of miscommunication. It is well known that is extremely difficult for two people to interpret a piece of information in the exact similar way. This is because they have been fashioned through a mixture of different experiences. This is mostly experienced when native, as well

CHALLENGES OF CULTURAL DIVERSITY IN AN ORGANIZATION

as non-native individuals, are required to interpret a similar message. In most cases, there is an occurrence of a slight variation in the interpretation. Nevertheless, an organization can utilize this challenge, not as a liability, but an advantage as miscommunication can also be looked at as the difference in viewpoints. The fact that people are fashioned through a blend of varying experiences, presents the organization with a range of skills, competence, as well as experience. Thus, different interpretations of a similar message by different people could be a source of different ideas on how to do a similar task in an improved way. Therefore, miscommunication, in the context of different interpretations of a similar message by different people could be a resourceful way to get varying ideas that could help the organization to perform better. Cultural biases are another key challenge that any organization with cultural diversity faces as a challenge. Mostly, traits of unfairness, as well as discrimination, are the key forms of cultural bias. Unfairness includes attitudes that are negative, and that are displayed in the direction of a certain member on the basis of identity as a discrete cultural expression. Discrimination includes all forms of behavior that cause significant effects to a certain member of a certain group for similar reasons as behind unfairness. An organization can use such challenges to promote social cohesion among the workforce. Existence of diverse culture in an organization will always cause cultural bias. Therefore, an organization will be best placed to take up the responsibility of eradicating the biases and promoting cohesion among the workmates which will be to the organizations benefit (Silvio et al, 2011). This is because, a fair and prejudice free environment will ensure that workers are motivated from within, thus enhancing their productivity. Therefore, this challenge is crucial since it will ensure that the management finds ways of promoting social

CHALLENGES OF CULTURAL DIVERSITY IN AN ORGANIZATION

cohesion, which in turn will work to its advantage. In addition, an organization that tries to fight this challenge gains a lot of affirmative reputation, which could be a competitive advantage in the market. An organization that has an excellent reputation is more likely to attract more customers, supporters, as well as partners, than an organization with a bad reputation. Therefore, an organization should, on the other hand, view this challenge as a source of competitive advantage to itself, since it increases its customer base through a brilliant reputation. Another challenge posed by cultural diversity in the workplace is the management of the diversity. Training for management of cultural diversity is nonetheless not enough. The organization must establish a diversity culture that permeates each department, as well as organizations function. An organization can, however, make this challenge work to its advantage in that it can establish strategies that can be used to handle the challenge, which would eventually lead to a successful cultural diversity management. This, on the other hand, would ensure that an organization is able to assimilate a variety of cultures. This would ensure that it deals with customers from a range of cultures. Thus, this challenge, if well managed, would ensure that the organization attracts clients from all walks of life, as its workforce can handle them well, and satisfactorily. Resistance to change is also a key challenge. Some employees will certainly not accept that the social, as well as cultural composition of the place they work is changing. They will always have the mentality of, we have always tackled it in this manner. This blocks new ideas thus preventing progress. This is a serious challenge, and that is difficult to tackle as changing the mindset of people from different cultures is extremely difficult. Nonetheless, a brilliant manager has a way of perceiving this challenge as a platform for

CHALLENGES OF CULTURAL DIVERSITY IN AN ORGANIZATION motivating employees to be creative. This can be achieved through doing the given task using a different method and ensuring better results. This will prompt employees of to think of other ideas, based on their culture, and combine them to formulate a brilliant strategy to work out a certain task. Therefore, despite having different static ideologies of

performing a specific task, which are due to cultural diversity, an organization can use it as a platform to show the importance of new ideas, to form a workable solution. Another cultural diversity challenge faced by organization is incorporating the various cultures in an organizations work plan. As a result of different cultures of people working for the organization, the organization is faced with the challenge of the building, as well as customizing that maximizes the effects of cultural diversity for the organization. For it to operate in a smooth, as well as synchronized manner, it must, therefore, come up with a work plan that does not exclude anyone due to his or her culture. This is quite some challenge (Miller, 2009). Nevertheless, an organization can use this challenge to involve employees from the diverse cultures in decision making. This is always extremely healthy for the growth of the organization, as different employees will come up with different ideas that will help formulate the work plan, and that each employee will not feel left out. This will enhance productivity as each employee, regardless of culture, will have the feeling of being part of the plan. Inclusion in decision making is motivation enough to enhance productivity, which is extremely crucial in profit making, in cases of profit oriented organizations, and mission completion, in the case of non-profit oriented organizations. Conclusion Understanding, as well as management of cultural diversity in any organization, is getting extremely essential to the viability of modern organizations. Managers, therefore,

CHALLENGES OF CULTURAL DIVERSITY IN AN ORGANIZATION

have the responsibility of adapting to leadership, as well as organizational policies, if at all they want their companies to benefit from the challenges associated with cultural diversity. Establishing change in an organization with a diverse culture is a preliminary responsibility of any manager. Managing the diverse culture is extremely critical as it could bring down any organization. Therefore, managers should be strong in their stands as role models as it is the only key to run an organization that is aiming at benefiting from these challenges. Managers, should, therefore, be extremely keen on strategies they use to convert the challenges from liabilities to benefits, as a slight mistake could lead to a total collapse of the organization, or even lead to a less motivated workforce, thus reducing productivity. All cultures are equal, and they should be treated like that. Therefore, it is extremely of significant essence to establish that, for an organization to accrue any benefits from the challenges associated with cultural diversity, it must be extremely keen on how it handles the different cultures (Mills, 2011). Nevertheless, an organization can use challenges associated with cultural diversity to its advantage.

CHALLENGES OF CULTURAL DIVERSITY IN AN ORGANIZATION

References Miller, K. (2009). Organizational communication : approaches and processes. Boston, MA: Wadsworth Cengage Learning. Silvio de Bono and Beatrice van der Heijden(2011). Managing cultural diversity. Maidenhead Graz u.a: Meyer & Meyer. Hellriegel, D. (2007). Organizational behavior. Mason, Ohio: Thomson/South-Western. Mills, S. (2011). The Difficulty with Diversity: White and Aboriginal Women Workers' Representations of Diversity Management in Forest Processing Mills. Labour / Le Travail, 6745-76.

Cross, E. Y. (2010). Managing Diversity: A Continuous Process of Change. Diversity Factor, 18(2), 13-16.

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