Cultural diversity edited

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Cultural Diversity in the Workplace
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Cultural diversity in the workplace
Cultural diversity is represented by the attributes of diversity or various traditions.
Cultural diversity is predominantly referred to as learned practices that are highly affected by
values, customs, and religion common to a group of persons carried to different generations.
Importantly, cultural diversity is the reality of workers from different background scopes in a
company (Ayega et al., 2018). The research has demonstrated that workers contrast in culture.
Cultural diversity can influence the workplace in different techniques. There comes negative
development that surrounds miscommunication, barrier constitution, and dysfunctional
transformation actions. The positive developments include having a sound network base with inhouse faculty that could incorporate gentle integration of the firm into alien cultures. The
negative impacts of cultural diversity in the place of work can be witnessed through interpersonal
conflicts among employees. The employees may present many opinions, traditions, ideas,
concepts, and treasures, among other things. When put in a group to gain some objective
collectively, the culturally diverse employees, certain differences in thoughts and variables can
restrict the architect of collaboration. Accordingly, there is a declaration of more resemblance
with group cohesion as positive, whereas the differences in-group cohesion are termed negative.
The employees may demonstrate matters to entertain conflict with one another that
directly connect or may be out of work. Accordingly, a South African and an Indian worker may
pose an altercation about a cricket match that South Africa won. Similarly, employees may
present historical and regional considerations to dispute with one another. Another example is a
Japanese worker and an American worker who may contest over the Battle of Pearl Harbor. In
any circumstance, the interpersonal conflict eventually would lower performance and emotional
development among workers. Hence, this can be undesirable to an institution. Positively, cultural
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diversity in the place of work will have workers with different cultures bring on board a variety
of thoughts and help evaluate issues from different angles. Mostly, it is difficult to accomplish
when workers with the same cultural backgrounds are questioned to assess the same issue.
Notably, workers originate from different cultures and present different experiences, which may
be advantageous to the organization in the knowledge aspect. The studies by Kimanen & A
(2018) have reported from a cultural diversity institution in the UAE. Many of the employees
agree that teamwork with cultural diversity contributes to conquering cultural contrasts via
experience allocation within the group.
Currently, the cultural diversity of the people employed aids firms in transforming
business from brick-and-mortar offices to an online marketing space. The knowledge in diversity
provides an increment at a standpoint, technique, methodology, strategic ways, new product
launch, improvement of a marketing plan, innovation, new operation structure, and analysis of
new business trends (Gopalkrishnan & N (2018). Accordingly, the studies have presented
elementary strategies for handling cultural diversity in the place of work. These include cultural
dominion, cultural prevention, cultural bargaining, cultural teamwork, and cultural conformity
(Harries et al., 2019). Importantly, the preferred strategy will come with cultural teamwork,
which is captured via value placement in different cultures void of providing a personal culture.
While reflecting on cultural diversity around the workplace, the positivity is related to
institutional labor to defeat culture shock with the augmentation of enterprises across the world.
It is crucial since most modern organizations are increasing their global operations on their
business goals. Therefore, these activities have revolved around many obstructions but with no
restriction on collecting data concerning local principles and regulations across the border to
evaluate risks and putting in place structures to subdue such risks. With this knowledge in mind,
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it will be worth noting for an organization with the cultural diversity of employees to incorporate
the data of every person to meet goals and manage these arising barriers. In doing business in
India with American firms, there would be a requirement to get information from the Indian
federal and provincial laws that work in business organizations. Additionally, it explains the
insurance needed and the applicable tax laws.
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Reference
Ayega, E. N., & Muathe, S. (2018). A research agenda is a critical review of literature on cultural
diversity in the workplace and organizational performance. Journal of Human Resource
Management, 6(1), 9-17.
Gopalkrishnan, N. (2018). Cultural diversity and mental health: Considerations for policy and
practice. Frontiers in public health, 6, 179.
Harries, B., Byrne, B., Rhodes, J., & Wallace, S. (2019). Diversity in place: narrations of
diversity in an ethnically mixed, urban area. Journal of Ethnic and Migration
Studies, 45(17), 3225-3242.
Kimanen, A. (2018). Approaching culture, negotiating practice: Finnish educators’ discourses on
cultural diversity. Journal of Multicultural Discourses, 13(4), 334-347.
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