But today, globalisation has changed the work environment, the way we work and has increased the cultural differences. Today’s leaders must work with a diverse workforce and also ensure good relationships with clients, suppliers and colleagues from around the world. The leaders must be aware that the culture varies from person to person. In order to understand the cultural differences that exists among the teams or employees in an organisation, the leader may have study the group on the basis of the certain parameters such as a. Communication-
Additionally, have a supportive attitude, build an environment of openness, and tailor management styles to reflect the needs of the team members. Multicultural Team Multicultural teams consist of employees that are heterogeneous. The development of subsidiaries across national borders makes intercultural communication essential. Furthermore, organizations now face new challenges including emotional conflict, cross-cultural barriers, misunderstanding, loss of face to face, and non-verbal communication. Team members should be open to discussing cultural differences and constructing workarounds.
Managing cultural diversity Introduction: In the twenty first century the main challenge the leaders and the mangers may face will be managing cultural diversity in their respected organization. Today’s complex world business or organisation success is depending on how they deal with their employs and customers. They can’t focus on one culture or ethnicity. To deal with it mangers vision should be more global, they have to reach to the different cultures, different age group or different religious backgrounds to add value to the organization .
Experiential Programs Another hands-on training that help companies established greater organization solidarity and leadership initiative is the Experiential Program. In the experiential program, employees will be opened up to new perspectives and subsequently replicating the practice and evaluating the activities and relating it to real world circumstances. There are a few rules that need to be observed when conducting experiential training. First, the program must be identified or linked to a particular business concern. Secondly, the program has to be challenging enough to remove participants from their comfort zones, yet within the range that will keep their interest strong to appreciate the aim of the program.
The framework design for use in any type of business should include: A performance measurement matrix, performance measurement questionnaire, a performance pyramid system, and a balanced scorecard (Chalmeta, Palomera, & Mattila, 2012). However, a good job description can clearly explain the company’s expectations for the job performed which should include the company’s goals. Therefore, documentation must continuously be updated to reflect the current and future situations. The goals should be different from the previous times of implementing the performance management system with the focus being on fair results. However, It is critical to build a performance management process and system to reflect the culture of the organization.
As we transform to achieve our vision, our culture must keep pace with our business needs and should reflect what our customers want and expect from us. However, an identifiable gap exists between the stated culture of a company, where companies want to be and the actual culture, the behaviors employees actually display. We must rely on our leaders to help bridge that gap and drive the desired cultural shift by employing the techniques that help drive organizational culture such storeytellting and focused recognition. (Clampitt
Meaning of cultural competence: According to Wikipedia cultural competence is the requirement of organizations to have defined rules of behaviours and attitudes to be used so that they can work effectively across cultures. The reason to rising need of cultural competence is globalization. Globalization is where the businesses/organizations expand to work internationally and hence working with more people from different societies and hence different cultures. The main objective of cultural competence is erasing or reducing the biases some employees might have on a particular culture.
As stated by Carl and Olokooba (2014) “absence of a good diversity management may lead to corporate failure.” In an effort to be successful in the market, organizations must address and overcome the challenges associated with managing a diverse workplace such as language barriers and resistance to
However, the cultural environment (communications, religions, values and ideologies, education, social structure) has special importance in multinational business. Table II gives an overview of the complexity of the cultural environment in multinational business. “Culture is an integrated phenomenon and by recognizing and accommodating taboos, rituals, attitudes toward time, social stratification, kinship systems and many other components, modern managers will pave the way toward greater harmony and achievement in the country in which an multinational business operates” (Sherman et al., 1995). Different cultural environments require different managerial behaviours. Strategies, structures and technologies that are appropriate in one cultural setting may lead to failure in another.
Doing business abroad without mapping the culture may ultimately defeat the purpose of the organizations. Today’s managers need to be trained on multi culture perspectives, not only to effectively interact with the cross-border customers and suppliers, but also with their own employees, who will now be in increased numbers from different cultures of origin. Culture plays extremely important role in the
Mental health service and cultural competency play an important role in the enhancement of wellness and resilience of clients served. Multicultural competency and diversity continue to impact counselor education, training, theories and interventions. Counseling organizations must reflect cultural competency in many different ways in order to impact a wide range of clients. For this essay, Ms. Katherine Carter was interviewed. She is the director and a licensed Marriage & Family therapist at The Westminster Center.