...and personal growth, and for increase productivity and profitability. Global organizations must find ways to accommodate specialized training and explore best practices as it relates to: conflict management, effective multicultural leadership and management skills, and stress management in global environments. CONFLICT MANAGEMENT The effective management of conflict is an important competency required by leaders in globalized business environments. However, developing this skill is more difficult in multicultural team environments than in team building among individuals from the same culture. Therefore, it is essential for multi-international businesses to understand the impact of conflict management on team building and implement targeted training programs. Targeted Conflict Management Training Programs should address the following: • Differences in work styles • Integrated language • Understand how cultural influences workplace relationship building • Specific cultural barriers that could potentially impact team building • Personality Conflicts EFFECTIVE MULTICULTURAL LEADERSHIP AND MANAGEMENT SKILLS Effective multicultural leadership is the driving force of an organization and can determine the success or failure of an organization entering into global markets. Therefore, it is essential for companies to implement corporate leadership development to improve organizational behavior and financial performance, attract and...
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...Task 1 Compare and contrast different organisational structures and culture of the following 3 organizations 1) http://arcedairy.com 2) www.dairyqueen.com.ph 3) www.ue.edu.ph 1. Company Information i) Background of Company ii) Industry situation iii) Missions Statement iv) Primary Business Activities a) Why they are important and b) How they are accomplished 2. Organizational Structure of Company i) Diagram 3. Value Chain & Critical Processes i) Chart 4.0 People Management i) Why people want to work here or looking for other opportunities. Task 2 Human behavior and values are not self-generating; they are by-products of culture. TRUE or FALSE Why? Task 3 • Explain how the relationship between an organisation’s structure and culture can impact on the performance of the business. I think many human behaviors are self-generating. If they weren't then there wouldn't be variations in social norms. Many people's values seem to run independant from their stereotypical social norms. There are just as many "Moral" athiest as there are moral religious people in how they treat others. There's also an equal number of immoral or amoral individuals spanning all cultures and races. If values were completely external, then all would conform. The way individuals react to social norms is an intrinsic,...
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...percent of those employees speak limited English. Given this, hospitality managers must find ways to effectively communicate with their employees. This paper seeks to address these issues. Design/methodology/approach – The methodology employed a perspective-taking manipulation. Participants were placed in the role of an individual that does not speak the native language that is used in the workplace. Groups were measured on performance, quality, and accuracy. Groups were video-taped to measure frequency of non-verbal behaviors. Participants were surveyed to measure their levels of positivity. Findings – The results of this study identified effective non-verbal communication strategies for managers (combination of gestures, demonstrating, and pointing). When the leader used these strategies, the groups were able to complete the recipes faster. Managers who spoke another language expressed a more positive behavior towards the group. The group also expressed more positive behaviors towards each other when they had a second language leader. Research limitations/implications – A limitation is that data were collected from students and the methodology simulated an environment of limited language proficiency. Although this method has been shown to be effective, the true experiences of what non-English speaking workers might face include more complex processes. Practical implications – This research suggests that non-verbal tools are effective when communication barriers...
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...Understanding the Multicultural Workforce: Challenges, Issues and Differences Michael Widdowson Organizational Behavior November 25, 2012 Understanding the Multicultural Workforce: Challenges, Issues and Differences Multicultural workforces are becoming more prevalent in today's business environment. Businesses that make effective use of the talents of the workforce and value the differences that are present within it will certainly prosper under these conditions. Those employers who realize that diversity relates directly to the bottom line will continue to be successful. Companies must learn to lead, not simply manage their workers. Business will need to go beyond the needs and objectives of affirmative action and look at issues of non-natives and minorities. The challenges of a multicultural workforce In a multicultural workforce there are many obstacles that exist from the company's viewpoint as well as the employee's perspective. Foreign-born and minority employees face an abundance of obstacles in their day-to-day lives. By far, the biggest challenge is the language barrier. However, there are many other areas of concern including economic issues, assertiveness issues, expectations, cultural biases, feelings of isolation, family values, lifestyles, and communication to name a few. An article written by Teresa R. Hammond and Brian H. Kleiner explains several of these fore mentioned obstacles. For example, people from many cultures have been brought up to...
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...challenge (Gwynne, 2009). People despite their cultural upbringing, feel valued. By tapping into the human value of each individual, managers will gain an increased commitment and productivity, strengthen work relationships and retain the best employees. The second, benefit is business growth. Targeted audiences in a global market, come from multicultural backgrounds. Members with different multicultural background will bring ethnic authenticity (Gwynne, 2009). This means language skills, knowledge of business network and cultural sensitivity from their home countries. This is an added asset that the company can use to gain a competitive advantage into targeting a new audience. A third advantage to a multicultural team is the potential to gain new a consumer base at home. A perfect example of this is Avon Company. Once an unprofitable company, Avon was able to turn business around by placing African-American and Hispanic managers in charge of marketing (Gwynne, 2009). People from culturally diverse backgrounds not only like to work for companies with a good reputation for managing diversity, they also prefer to buy from these organizations. A final added...
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...Organizational Behavior? MULTIPLE CHOICE Importance of Interpersonal Skills 1. Over the past two decades, business schools have added required courses on people skills to many of their curricula. Why have they done this? a. Managers no longer need technical skills in subjects such as economics and accounting to succeed. b. There is an increased emphasis in controlling employee behavior in the workplace. c. Managers need to understand human behavior if they are to be effective. d. These skills enable managers to effectively lead human resources departments. e. A manager with good people skills can help create a pleasant workplace. (c; Moderate; Interpersonal Skills; p. 4) {AACSB: Analytic Skills} 2. Which of the following is most likely to be a belief held by a successful manager? a. Technical knowledge is all that is needed for success. b. It is not essential to have sound interpersonal skills. c. Technical skills are necessary, but insufficient alone for success. d. Effectiveness is not impacted by human behavior. e. Technical skills do not influence efficiency. (c; Easy; Interpersonal Skills; p. 5) {AACSB: Analytic Skills} What Managers Do 3. Which of the following would not be considered an organization? a. a church b. a university c. a military unit d. all adults in a given community e. an elementary school (d; Moderate; Organization; p. 6) {AACSB:...
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...Management of Cross Cultural Teams- Problems and Effective Management of Cross- Cultural Teams VAIBHAV MISRA Management Consultant and Ex- Lecturer Bora Institute of Management Sciences Lucknow INDIA vaibhav.misra@aol.in ABSTRACT As the world economy is globalized the companies are expanding their businesses in international markets for business profitability. The teams are recruited by these companies in the international market for the business tasks to be performed. These teams belong to different cultural background and have different values. The author will discuss about the problems faced by these cross- cultural teams. The author had also focused on the strategies to cope up with these problems of cross- cultural teams. The author will act as researcher and will use exploratory research design, i.e. the study will be based on secondary data taken from magazines, journals, internet and reports. These tools will help author to conclude the objectives of the study. The author found that there are problems among the cross-cultural teams regarding their cultural background. The different ways are also suggested to cope up with the problems faced by crosscultural teams. The author had also focused on how to create effective management of multicultural teams. RESEARCH VALUE The research may be valuable for the companies who are looking for expanding the business and also for those companies who are facing the cross- cultural team issue. workplace leads to heightened tensions...
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...Communication Competency Teamwork Competency Competency – a combination of knowledge, skills, behaviors, and attitudes that contribute to personal effectiveness Managerial Competencies – sets of knowledge, skill, behaviors, and attitudes that a person needs to be effective in a wide range of positions and various types of organizations 3 Managerial Effectiveness Self-Management Competency Planning and Administration Competency Strategic Action Competency 4 Multicultural Competency 1 11/8/2013 ?????? • to what extent we believe competencies are something we are "born with or can be learned." • So what !!!!!!!!!....... everyone can develop these competencies if we are motivated, although some competencies may "come easier" to certain individuals than to others. Do we agree? 5 What Is An Organization? A formal and coordinated group of people who function to achieve particular goals These goals cannot be achieved by individuals acting alone An organization has a structure. 6 What Is A Manager? A person who plans, organizes, leads and controls the allocation of human, material, financial, and information resources in pursuit of the organization’s goals What sets managers apart from individual employees? Managers are evaluated on how well the people they direct do their jobs 7 8 Making decisions to guide the organization through planning, organizing, leading, and controlling ...
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...Multicultural Workforce In the past American business experienced few examples of multicultural workforce. Due to globalization large companies and small businesses are experiencing a growing multicultural workforce. These cultural changes are contributing to business success and at the same time affecting teamwork and communication. A multicultural workforce is one in which a company’s workers come from various ethnic, racial, religious, and gender backgrounds. In the past business leaders in the United States had limited experience working with a multicultural workforce and little was written or taught on the subject. However, today’s business owners, managers and corporate executives recognize that culturally diverse workforces contribute to success. A diverse multicultural workforce boosts a company’s success by bringing new ideas and ways to enhance decision making, creativity and innovation, marketing to foreign and ethnic minority communities, and distribution of economic opportunity. Researchers believe that most cultural challenges arise from three basic cultural preferences; how individuals approach work, how individuals share information, and how individuals view time. The researchers believe these three preferences have an enormous impact on teamwork effectiveness. However, cultural differences can be a factor contributing to increased costs when higher turnover rates, increased interpersonal conflict and communication breakdowns occur...
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...Behrouzan E Forrest Boyd MGT/307 Organizational Behavior and Group Dynamics May 19, 2010 Organizational Behavior Terminology and Concepts Organizational culture is an idea in the field of organizational studies and management which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other." (http://en.wikipedia.org/wiki/Organizational%5Fculture) Organizational behavior is an academic discipline concerned with describing, understanding, predicting, and controlling human behavior in an organizational environment. Organizational behavior has evolved from early classical management theories into a complex school of thought—and it continues to change in response to the dynamic environment and proliferating corporate cultures in which today's businesses operate. (http://www.answers.com/topic/organizational-behavior). Diversity - The fact or quality of being diverse; difference. A point or respect in which things differ. Variety or multiformity: "Charles Darwin saw in the diversity of species the principles of evolution that operated to generate the species: variation, competition and selection" (http://www.answers.com/topic/diversity). Informal and Formal Communication are used in an organization. Informal communication: Informal communication...
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...Steven Ward Ahmed Zeedia 3/10/2015 BSAD 550 Dr. Freeman Multicultural theory Multicultural theory or multiculturalism is the theory where we can see here in America. It is the exchange of customs and culture in respect to socioeconomic status, foreign reform, as well as the differences in ethics and religions. Multiculturalism can have an effect in any institution of culture whether it involves government, education, economics, religion, or family. For the purpose of this paper we will focus on strategies and situations many businesses will face. Culture will be defined as “the pattern of shared beliefs and values that give members of an institution meaning, and provide them with the rules for behavior in their organization” (Shafritz, Ott & Jang, 2011, p. 364). We will discuss why the need arises for a business or organization to expand or change their ventures to another vicinity outside of their native culture; what problems can occur during the transition of moving from one culture to the next; and the benefits behind using multiculturalism. Multiculturalism today is met with the demand of the economy on a global scale. Capitalism or the pursuit of profits is a driving factor for businesses to relocate in the hopes of achieving higher margins in profit. The stakeholders, those who have vested both time and resource into a business or organization are persistently pushing businesses for higher profits. Businesses must consider what barriers are necessary to...
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...of the organization while trying to maintain a profitable company that takes into consideration employees, shareholders, customers and board of directors, etc. Another attribute of a great leader is managing diversity in the workplace. However, diversity includes many different issues and needs to be managed and if done properly can lead to competitive advantages for the company. Thomas A. Kochan, professor at MIT, stated “Diversity can enhance business performance only if the proper training is provided and the organizational culture supports diversity (Dubrin, 2010). Managing Cultural Diversity: Managing cultural diversity is not an easy task, however, when incorporated into the organizations core values, is makes it easier to incorporate (Dubrin, 2010). Below is a diagram that provides a breakdown of areas or issues that may need to be looked at to evaluate the possibility of creating and leading a culturally diverse organization. These areas may help to identify areas where a competitive advantage may be available in the organization. In such a culturally diverse world and as the organization makes decisions that will impact them globally, these discussions are vital for the success of the company. Whether not decisions are made to implement or not to implement decisions based on diversity within the organization, these ideas, may identify some of the organizations strengths and weaknesses. (Cox & Blake, 1991) Through this evaluation, the organization may identify...
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...of the organization while trying to maintain a profitable company that takes into consideration employees, shareholders, customers and board of directors, etc. Another attribute of a great leader is managing diversity in the workplace. However, diversity includes many different issues and needs to be managed and if done properly can lead to competitive advantages for the company. Thomas A. Kochan, professor at MIT, stated “Diversity can enhance business performance only if the proper training is provided and the organizational culture supports diversity (Dubrin, 2010). Managing Cultural Diversity: Managing cultural diversity is not an easy task, however, when incorporated into the organizations core values, is makes it easier to incorporate (Dubrin, 2010). Below is a diagram that provides a breakdown of areas or issues that may need to be looked at to evaluate the possibility of creating and leading a culturally diverse organization. These areas may help to identify areas where a competitive advantage may be available in the organization. In such a culturally diverse world and as the organization makes decisions that will impact them globally, these discussions are vital for the success of the company. Whether not decisions are made to implement or not to implement decisions based on diversity within the organization, these ideas, may identify some of the organizations strengths and weaknesses. (Cox & Blake, 1991) Through this evaluation, the organization may identify...
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...Communication Theory Amanda Gant HCS/320 April 11, 2012 Marsha Ferrer Communication Theory During the 50’s large U.S. organizations usually operated as Monolithic Organizations. This organization is dominated by white male majorities, with few women and minority men in the management jobs. Women, minority men and foreign nationals had to adapt to the organizations norms in order for them to survive. In the 60’s and 70’s these organizations transitioned away from these norms because of the civil-rights and feminists movements (Cox, 1991). In today’s society many of these organizations are becoming Multicultural rather than Monolithic. The characteristics that set multicultural organizations apart are; an absence of discrimination, low levels of intergroup conflict, and full structural integration with full integration of informal networks. The Multicultural organization is an ideal organization for the present and the future. The organization that I belonged to was that of the Multicultural aspect. Women were managers, and held the sought out highest positions in the organization. The minority men also held the positions that were considered the most financially stable. Of course there are always gender and cultural differences in every organization. It is evident that people who are similar are likely to understand each other better. We had high status caregivers giving care to poor illiterate patients. These patients status was called Socioeconomic Status (SES). The...
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...University, United Arab Emirates, P.O Box 15551 E-Mails: E-mail: aljenaibi@uaeu.ac.ae * Department of Mass Communication, United Arab Emirates University, United Arab Emirates, P.O Box 15551; Fax: +00971-37671706 Received: May 2011 / Accepted: Jun. 2011 / In Press: Jun. 2011 /Published: Jul. 2011 Abstract: Workplace diversity and multicultural teams have become a priority concern among organizations in the United Arab Emirates (UAE) today. The UAE has one of the world's largest net migration rates, and the number of workers from India, the Philippines, Indonesia, Australia, the USA, among other countries, has increased significantly in recent decades (Burns, 2005). The UAE's cross border mobility has resulted in the interaction of people with diverse customs and diverse ethnic backgrounds. From a human resources perspective, diversity has been shown to have a number of benefits, including enhanced employee creativity and competence. Organizations that fail to employ people from different cultural and racial backgrounds detract from overall organizational performance. This study critically analyzes the benefits and challenges organizations face in the diverse workplaces of the United Arab Emirates. The study used a multimethod approach combining survey data from 250 surveys with qualitative data from interviews. The research found a generally favorable view toward workplace diversity and policies promoting it. A segment of respondents expressed reservations about diversity...
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