Celebrating Cultural Diversity: Benefits and Challenges - Essay Sample

Introduction

Cultural diversity refers to a variety of cultures in a particular region or the community that respects and values each other's differences. Individuals in a given society or area acknowledge variations of cultural expressions and opinions. They encourage other people from different cultures and empower them to realize their potential by celebrating their differences. Moreover, cultural diversity can have some limitations, such as discrimination, weak interaction, and poor leadership skills. According to Landy and Conte (2016), the success of a firm requires cooperation between a team of employees and not a single individual. In any organization, people have different backgrounds, meaning cultural differences are encountered in the workplace.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

Organizational Behavior Issues

Organizational behavior mostly depends on cultural diversity as a result of globalization and changes in the economy. People in an organization usually have different ways of life, for example, religion, mode of wearing, and eating. Additionally, the participation of people, their personalities, and leadership styles differ significantly in an organization (Landy and Conte, 2016). According to goal-setting Theory, more emphasis is put into the goals of an organization (Locke and Latham, 2012). People's behavior is affected by the workplace, but the approach ignores the fact that the action, in turn, affects the goals and objectives of the organization. According to the Theory, clear and challenging goals lead to higher levels of employee productivity. The organization comprises of people of different cultures who work towards achieving a specific purpose. However, individuals have different ways of approaching the target due to their diverse cultural backgrounds. Lack of understanding about how people from different cultures approach the goal can lower the participation rate, which in turn affects the organization adversely. Additionally, according to the assimilation model, there is not any benefit to a diverse organization.

Moreover, according to equity theory, the essence of satisfaction of workers is highly emphasized. If an organization can ensure that all members are treated equally, for example, in the assigning of duties, then there would be an increase in productivity (Landy and Conte, 2016). However, most managers in organizations are narcissists, and they mostly favor some of the employees neglecting the rights of others. Cultural differences in an organization are the root cause of narcissism in the most business institution where some employees become arrogant to others whom they do not share their culture. In organizations, some workers have psychopathy. They do not have concern for others and are never guilty when they harm colleagues. Cultural differences in an organization can easily cause psychopathy. Some workers are not remorseful when they cause harm to individuals, especially to those of different cultures.

Strategies to Improve Work Performance

Training of staff is an effective method to enhance the performance of an organization. Managers and staff should be trained on cultural diversity in an organization. They should be encouraged to avoid discrimination of employees as a result of cultural differences. Managers should be encouraged to reward employees who work tirelessly towards the goals of an organization; hence through this, the goal-setting Theory would be utilized efficiently. Moreover, according to Maslow's Hierarchy of Need, there is a need to bond with other human beings so that one can feel accepted and appreciated (Hale et al., 2019). The workers can have a sense of belonging towards the organization if managers show love and care to them. They should provide employees with a conducive environment where they can work with minimum supervision.

Additionally, integrating the objectives of the organization with employees' goals can also improve the performance of the firm. All workers have certain expectations, like enhancing their skills and also developing from being dependent to independent. Moreover, organizations have goals of increasing productivity. Utilizing Self-determination Theory is highly beneficial to both the organization and employees since the approach emphasizes the growth of individuals (Ryan and Deci, 2017. If the organization and people's goals are integrated, then the organization will improve its performance, increasing productivity (Landy, and Conte, 2016). Moreover, when individuals achieve their goals, it would be difficult for them to practice cultural discrimination.

Encouraging the use of technology would improve the performance of an organization. Two-Factor Theory suggests that hygiene factors should always be maintained in the workplace (Sanjeev and Surya, 2016). The hygiene factors, in this case, are those that satisfy the welfare of employees. It calls for the essence of creating a favorable environment for workers so that they can promote ethical behavior. It is, therefore, essential to utilize the use of technology to increase productivity. The use of technology creates a conducive environment for workers to maximize their skills in an organization fully. The use of technology in an organization promotes effective design. Moreover, the use of technology minimizes interpersonal conflicts and roots out bias and cultural discrimination.

Topical Organizational Behavior issues

Organizational behavior issues can include discrimination. In an organization, different cultures among individuals can lead to disagreements due to their different opinions and views. The root cause of differences and discrimination is usually prejudices and misinformation. Need Theories, for example, Maslow's Hierarchy of Needs and Two-Factor Theory, promote the importance of creating a suitable environment for workers. The Two-factor approach requires an organization to implement policies that favor the workers. Maslow's Hierarchy of needs requires the management to employ factors that encourage the workers so that they can feel like part of the organization and work hard towards achieving the goals and objectives of the firm. Discrimination, for instance, can be avoided by enhancing the suitability of the background of the organization.Moreover, the assimilation model addresses cases of diversity clearly in an organization (Landy and Conte, 2016). It encourages training and motivating employees for them to share similar values and cultures. Cultural discrimination can be minimized through workers sharing the same values and also lifestyle.

Additionally, the weak interaction is also another organizational behavior issue. Workers from different backgrounds usually have cultural differences-misconceptions and misunderstandings of specific cultures damage communication, which later leads to weak interaction among employees. Organizations should maximize the use of the protection model, which emphasizes the protection of the disadvantaged groups. However, the model creates debate on the issue of justice and fairness, which later makes members unsatisfied. It eventually leads to a decrease in the commitment of the employees. It is essential to ensure there is diversity training for all workers in an organization.

Managers of an organization might also practice the exclusion of some employees. Elimination occurs, especially when some members are denied chances of making decisions and suggestions. However, through the value model, the organization should respect every diverse element from employees for what it decently brings to the organization. Moreover, the goal-setting Theory assumes that employees work towards one configuration and goal. The approach should be put into practice to ensure no member is excluded in making decisions for them to work towards the purposes of the organization.

Conclusion

Cultural diversity in an organization has advantages and disadvantages. Some of the limitations, such as discrimination, can lead to adverse effects, especially to the disadvantaged groups. However, it can promote learning since individuals from different cultures share their opinions and ideas for the well-being of the firm. It is essential to maximize the use of the protection model, which protects the disadvantaged groups in the workplace. Indeed, cultural diversity should be used to promote oneness and unity in an organization.

References

Landy, F.J., and Conte, J.M., 2016. Work in the 21st century: An introduction to industrial and organizational psychology. John Wiley & Sons. https://www.wiley.com/en-us/Work+in+the+21st+Century%3A+An+Introduction+to+Industrial+and+Organizational+Psychology%2C+5th+Edition-p-9781118976272

Hale, A.J., Ricotta, D.N., Freed, J., Smith, C.C. and Huang, G.C., 2019. Adapting Maslow's Hierarchy of needs as a framework for resident wellness. Teaching and learning in medicine, 31(1), pp.109-118. https://www.ncbi.nlm.nih.gov/pubmed/29708437

Locke, E.A., and Latham, G.P., 2012. Goal-setting theory. In Motivation: Theory and research (pp. 23-40). Routledge. http://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20Goal-Setting%20Theoryof%20Motivation%20IJMBA%20V15%20N1%202011.pdf

Sanjeev, M.A., and Surya, A.V., 2016. The two-factor theory of motivation and satisfaction: An empirical verification. Annals of Data Science, 3(2), pp.155-173. https://link.springer.com/article/10.1007/s40745-016-0077-9

Ryan, R.M., and Deci, E.L., 2017. Self-determination theory: Basic psychological needs in motivation, development, and wellness. Guilford Publications. https://psycnet.apa.org/record/2017-04680-000