Managing Cultural Diversity – A Key to Organizational Success
Organizations around the world has been realizing the cultural diversity within organization is not a negative aspect, rather can facilitate organizational stalk for glory (Papers4you.com, 2006). However it is not an easy task to manage employees with different cultural backgrounds. Nevertheless there are many policy guidelines that can make task easy.
On a broader perspective, cultural diversity can be manage through communicating (creating awareness among all employees about diverse values of peers through communication), cultivating ( facilitating acknowledgement, support and encouragement of any employee’ success by all other workers), and capitalizing (linking diversity to every business process and strategy such as succession planning, reengineering, employee development, performance management and review, and reward systems) strategies ( Cascio, 1995).
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How To Understand Cross-Cultural Analysis
Cross-cultural analysis could be a very perplexing field to understand with many different viewpoints, aims and concepts. The origins of cross-cultural analysis in the 19th century world of colonialism was strongly grounded in the concept of cultural evolution, which claimed that all societies progress through an identical series of distinct evolutionary stages.
The origin of the word culture comes from the Latin verb colere = “tend, guard, cultivate, till”. This concept is a human construct rather than a product of nature. The use of the English word in the sense of “cultivation through education” is first recorded in 1510. The use of the word to mean “the intellectual side of civilization” is from 1805; that of “collective customs and achievements of a people” is from 1867. The term Culture shock was first used in 1940.
Tags: cross cultural, cultural education