Essay Sample on Fair Treatment of Ethnicities

Introduction

For decades, globalization has inspired movement in international labor markets. This evolution has also led to a great cultural diversity in the workforce of companies. Their heterogeneous composition, being formed by people from different countries, cultures, religions, age groups and genders, requires new forms of cooperation, including in the field of conflict management (Ross & Morales, 2016). One of the great challenges is undoubtedly to develop the organizational culture and management structures of the company so that there is an identification with its objectives and tasks, taking into account the diversity that exists in it (Bell, 2017). It is about finding ways to identify personal differences, but also common points, and adapt them to the culture of the company, which can also be deeply marked by their country of origin. The solution to this question depends, among other things, on the success of a company.

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Fig Technologies is a global company and has employees from around the world. The acclimatization of human capital, different frameworks, and various procedures have proved to be a test for the company. Fig Technologies opened an IT department in Tyler, Texas and there is a need to assimilate the different employees working in the IT division. Fig Technology decided to align the Tyler IT division with its counterparts in Qatar and Germany. There are several obstacles that may hinder the assimilation of these workers from different nations having different cultures. Some of these obstacles include language barriers, different religions and culture, hardworking attitudes, and communication and integration issues. The main obstacle is related to culture.

For the success of a multinational company such as Fig Technologies, there is a high probability that employees will have to work with people from different racial, ethnic, ethnic, and racial groups. social, religious, etc. To work with people from different cultural groups in an effective way, companies have to establish strong and supportive relationships based on trust, understanding and common goals. It is important to understand whether the culture of a nation is aggregate or individualistic (Thomas, 1991). To elucidate this, individuals from maverick culture cares for themselves and also their immediate family just and in collectivist society's kin have a place with bunches that deal with them in return for devotion. Independence has a tendency to characterize individuals in a culture as free and when is a working environment they have a tendency to be more worried about themselves though Collectivism has a tendency to characterize individuals in a culture as related and in working environments they keep an eye on me more worried about their work gatherings (Griffin and Moorhead, 2012).

A Short Assessment Tool to Measure Assimilation

From the situation, Fig Technologies Executive Leadership Council (ELC) has approved The Solution Group, (the organization I work for) to survey osmosis of late moves into the working environment condition in the recently opened IT division in Tyler, Texas. Furthermore, an audit is required on why there are accounted for threats in every one of the three workplaces by colleagues about challenges with the meeting colleagues. Presently, on the grounds that Fig Technologies have three divisions universally and where framed groups have been sending to every office to learn the culture, process, and frameworks for two months, the principal assessment is to decide the way of life of each of these 3 nations. The U.S.A (where the recently opened IT division of Fig Technologies is in Tyler, Texas) is known to have an individualistic culture, Qatar a community culture and Germany an individualistic culture.

I will utilize a device called a Cultural Map to assess the way of life of every nation. The Culture Map will thoroughly analyze how different societies over the world function at and achieve key business building pieces, for example, correspondence, put stock in, influence, basic leadership just to specify a couple. The social guide structure will likewise help assess this absorption advance by demonstrating the distinctions in how the workforce functions around the world, particularly in these three workplaces. This device involves eight scales (Shah, 2014), to be specific; [1] Communicating, [2] Evaluating, [3] Leading, [4] Deciding, [5] Trusting, [6] Disagreeing, [7] Scheduling, [8] Persuading.

The way of life and nations will be put on these scales as per how their activities are seen by others. By considering these scales, administrators of cross-fringe groups will comprehend whether the conduct in the working environment is of social or individual nature, thus enabling them to deal with their groups in a more fitting, thoughtful and, at last, powerful way. In view of these eight scales with their relating questions, I will subsequently make a formal Follow-Up System. I will set up follow-up interviews by getting some information about their encounters so they comprehend that they can have any kind of effect thus I can increase significant input from the new contracts and existing individuals who can, in any case, observe over the corporate fence (Shah, 2014).

I will utilize meet as a device to gauge absorption for each of the 10 individuals having a place with the groups made in view of the 3 workplaces situated inside the 3 nations. I will direct the meetings in view of the accompanying inquiries gotten from the eight sizes of social mapping system as specified before.

• Do you lean toward unequivocal (low-setting; straightforward, longwinded and clear) or understood correspondence (high-setting; rich profound importance in associations)?
• Do you favor an immediate negative criticism or a roundabout negative input?
• In terms of driving, are individuals from the group egalitarians or do they incline toward pecking order?
• Are choices made in agreement or produced using top-down?
• Do you construct trust with respect to how well you know each other or how well you cooperate?
• How do you handle differences; by showdown or shirking?
• Do you see time as an outright direct point or think of it as an adaptable range?
• Do you get a kick out of the chance to hear particular cases and cases or lean toward all-encompassing itemized clarifications?

Assessment and Results

In any case, the threats among these three dynamic societies are because of social contrasts. This depends on the way that Fig Technologies have workplaces situated in three unique nations that have distinctive societies. I decided these outcomes subsequent to directing a social mapping for the three nations where Fig Technologies' workplaces are found and follow-up interviews on every part from the groups. From the outcomes and to help address the worldwide social contrasts, I prescribe Fig Technologies to execute and authorize social competency preparing. Pioneers and representatives should be educated about the effect of social contrasts in the work environment and commercial center (Johnhain, 2018). Along these lines, taking in an alternate dialect, investing energy in a social setting not quite the same as one's own, facilitating a remote expat, going to a special festival or going to an ethnic eatery where social esteems are influencing everything, and genuinely making inquiries about propensities, states of mind and convictions, would all be able to add to expanding one's social knowledge.

In conclusion, there are various statistic information and societies that make up the association. Such incorporate; age, ethnicity, sex, wage, living arrangement, the nearness of youngsters, training level, dialect talked just to specify a couple. It is from this statistic information that normal for test of the populace is determined. Statistic information is additionally key in the social affair a clearer comprehension of who makes up the United States of America and how their ways of life have changed and advanced throughout the years.

Three Approaches To Improving Assimilation Onsite

Furthermore, there are various methodologies for enhancing assimilation on site (Nonet, Kassel, & Meijs, 2016).

1. Using measurements to survey digestion advance; one will never know how viable the absorption procedure is without trying. In this manner, having an institutionalized measurements framework set up will enable one to evaluate a person's advance, and in addition, analyze the procedure itself on the off chance that it should be altered.
2. Facilitating presentations; presentations are huge inside work environment. It associates new contracts with powerful workers inside the organization. It likewise encourages the preparation procedure where workers get collaboration and realize what is anticipated from them without being given any formal preparing.
3. Making the procedure intelligent; this will keep another contract drawn in amid their digestion procedure. It is critical for representatives to communicate with different mentors and additionally make inquiries for elucidation or thought extension so they can leave their absorption procedure with a full comprehension of what will be anticipated from them.

Cultural diversity within organizations is a great opportunity for the company and for the members of it, since it allows to further promote respect for the unknown or the different, as well as being able to learn from them, since they have a training, culture, and ideologies many times different and that can be of great value for work teams.

References

Bell, M. P. (2017). Diversity in organizations (3rd ed.). Boston, MA: Cengage Learning.

Griffin, R.W., and Moorhead, G. (2012). Authoritative Behavior: Managing People and Organizations (eleventh ed.). Stamford, CT: Cengage Learning.

Johnhain. (n.d.). Handshake regard cooperates connect unite [Image]. Retrieved from

https://pixabay.com/en/handshake-regard-cooperate-connect-1830762

Nonet, G., Kassel, K., & Meijs, L. (2016). Understanding responsible management: Emerging themes and variations from European business school programs. Journal of Business Ethics, 139(4), 717-736.

Ross, L., & Morales, J. (2016). Can clients best drive agency diversity? PRWeek, 19(11), 20.

Shah, R. (2014). 'The Culture Map' Shows Us the Differences in How We Work WorldWide. Recovered from https://www.forbes.com/locales/rawnshah/2014/10/06/the-way of life outline us-how-we-function around the world/#64a19f525bcb

Thomas, R. R. (1991). Beyond race and gender: Unleashing the power of your total workforce by managing diversity. New York, NY: AMACOM.