Multiculturalism

The original shareholders: O&P Management Limited (PM) Melcher Project Investments Pete Ltd (IMP) (Great Singapore Flyer Holdings Pit e Ltd) AAA Equity Holdings Limited (AAA) Additional shareholders: Singapore Flyer Comb & Co KEG (SGF) Agreed I Director from PM IMP 2 Director from AAA (Singapore. So, (2015) Scope Scope is the agreed work to be performed. Needs to be clearly defined, under stood and agreed

To ensure a smooth connection between the flyer’s operation room to the IP phones and monitoring web camera in each individual capsules, they engaged with Mediumistic Heavy Indus tries (MI) The Builder of the giant structure turns to Datagram to design, developed and install an novo dative wireless local network (WALL) Completion in March 2008. Typical WALL network is only mm, Dicta raft provided extra wired acceptations at the spindle (or the hub) of Singapore Flyer, which then able to make all connections reach all capsules.

With total 1 router, 6 root bridges & 28 work group bridges. (Diacritics. Com, 201 5) Quality/Performance The agreed specifications of the outcomes, everything from design document s to project products or services. In 23 December 2008, Singapore Flyer had a breakdown in system. The wheel jerked and were grounded to a halt before 1700 hours, (0900 GMT) on the day, and restarted six hours after I t stopped. About 173 people were on board at the stated time, due to a drive motor experiencing a short CIA recruit.

Inside of the cabin were quite humid as the air conditioning went off as well. (News. BBC. Co. UK, 201 5) Time The perspective that represents the total time to deliver a project based on the agreed Scope & Quality constrains. Scheduled for completion of Singapore Flyer was by December 2007 but got d allayed till April 2008. Rainstorms (weather factor) affected construction process (steel erection prop sees). (Contemporaries. Com, 201 5) The Singapore Flyer’ s authentic plans is to finish the entire project plan by 20 05.

Due to the denial by Singapore tourism board has set a demand date of 30 march 2005 for the plan finer to rigid out its monetary sills_Jess for the project to keep developing (Asinine Business, 201 5) It is not until September 2005 until the finalized project details were revived w en funds were successfully sourced from 2 German banks, would the ceremony starts. (Chancing. Com, 2008) Cost The total budget to deliver the project. Estimated before executing stage & m monitored.

After the power short circuit,in 2008, Singapore Flyer brought the installation Of a new backup system into overseas, together with foreign experts. Costing around Singapore three mill on dollar (S$MM). (Asian Affairs, 201 5) The Start up cost to construct The Flyer is Singapore two hundred forty million n dollars (MM), Whereas, When bought over in August 2014, by publicly listed tourism operator, Strata Leisure with only Singapore one hundred and forty million dollar (S$MM). Demimondaine, 201 5) Strata sure is a subsidiary of Strata Corporation, A Gingerbread’s company whom operates on tourist ATT reactions in Chinese Cities . (Lee, 2014) sourced from 2 German banks. Delivered Bateman Miffed (a subsidiary of A BAN Omar, explaining only BAN automated tellers are only present on the flyer site now & none from an y other banks) = s$million, further AS million coming from Bayberries Hypo undo Perversions. Why Singapore Flyer Pete Ltd went bankrupt in May 2013 are scarce but the FAA CT that observation wheels can mind it difficult to survive on revenue alone.

Even the London Eye has to depend d heavily on sponsorship. Unless a diehard of slow, giant affair wheels, the novelty factor wears out r ell fast. (Tests, 2013). Cost Constrain Enhance Accept Explain Constrain: Scope The quality and the performance of constructing the Singapore Flyer . Safety of Customers from the stability of support. Weather sustainability during operation Enhance: Cost Cost budget is insufficient. Financial partnership and sponsorship issues. Extensive operating expenses Of Singapore Flyer such as electricity, public reel action (service recovery)

Partnership & sponsorship to reach out to more locals and tourists because it s a tourist attraction venue Accept: Time Delayed due to weather climate change Delayed due to having problem in monetary issue Delayed due to construction Project Life Cycle The project problem is having problem in the cost resulting to bankruptcy dour inning delivering stage, in May 2013. The reason why Singapore Flyer Pete Ltd went bankrupt is because they are only sustained by revenue. Even The London Eye observation structure is heavily supported by sponsors hip for operations.

The problem at the delivering stage having an assumption of: The organization is fail look into other already operating observation structure e and their past issues and strong points. Budget failing short & may not consider the cost of problems for executing SST age. No backup funds considered. Recommendations As What Singapore Flyer pit Ltd already did, sell Off most shares to Other org animation(s) that are able to fund the Singapore Flyer and retain the original goals of it. Also able to find an other bank or organization whom is able to fund them for operation in return for other benefits.

The hospitality industry is one of the sectors that recognized the role of cultural diversity and leadership in operating businesses. Cultural diversity has enhanced the growth, as well as the competitiveness of many organizations. With the increasing responsibilities, good leadership becomes important in organizations, too. How can a leader manage cultural diversity? The need for leaders that can manage cultural diversity is on the rise. The purpose and objective of this study is to analyze and evaluate the dilemmas of cultural diversity and the challenges it presents in the workforce as well as the need for effective leadership.

This study also takes into consideration the cultural diversity plans implemented by different organizations particularly in hospitality industry. Globalization, cross-cultural, multinational are terms that are given focus now in the business sector. With these trends the result is the need for diversity management and leadership training. What are the benefits of adopting and developing diversity and effective leadership in today’s society? This paper discusses the hospitality industry in the United States, Mauritania/Australia, and Ireland. Introduction

The issues regarding cultural diversity among employees, staff, and leaders are under study of how it can affect the organization as a whole. Cultural diversity versus cultural homogeneity becomes an issue. In some workplace, one proves beneficial than the other. People are different in many ways––in attitude, perspective, dreams, desires, aspirations, plans, and many others. Nowadays, more and more people work in foreign lands, thus increasing diversity of people in a certain workplace. With this diversity in the pool of employees, organizations need to balance the effect of having diverse cultures.

The hospitality industry sees the great potential of cultural diversity for the general promotion and success of business industries. Aside from cultural diversity, the hospital industry also recognizes the role of effective leadership in organizations. Organizations have to create a work environment that is open and willing to accept human differences. In order to accomplish this requires diversity leadership, effective diversity organizational structures, and successful planning and implementation of appropriate and timely diversity decisions. Cultural diversity and leadership are two great challenges faced by the hospitality industry.

Along with other concerns, these two topics are worth time to analyze and discuss as to how it can affect the industry today and the coming days.

Discussion

Hospitality industries compose of work industries that serve foreign nationals like hotels, restaurants, and even fast-food chains. The hospitality industry is considered a global business. Most of its customers as well as members and staff come from different countries with definitely diverse cultural backgrounds. This kind of organization we called cross-culturalism. In hospitality industry, the customers and clients are tourists or foreign nationals. Read also emerging business opportunities at IBM case analysis

There are growing needs to be more open and sensitive to the different cultures present in the workplace. One is the difference in language. The hospitality industry encourage that language should not hinder people to understand and communicate effectively with other people (of different nationalities). Even small businesses see and recognize the benefits and opportunities brought by cross-culturalism. The growing hospitality industry takes advantage of their contacts and good relationships they established with foreign groups. It expanded the market as it able to conduct business internationally.

The hospitality industry is able to see the need to invest into a more diverse management as it tends to move and expand its business affairs. People working in the hospitality industry must also become more conscious and aware of the growing needs of this industry. This requires planning on the part of the management system. Once approved, the details must be disseminated properly to all employees to further improve their service to their clients. Hospitality industries are working ways to be open and more appreciative and less discriminating with other people differences. Defining Diversity

Before we go further, let us clarify the meaning of the word “diversity. ” The word means “variety,” “mix,” “assortment,” or “array. ” People in the workplace are diverse or different in various ways. Normally, we recognized diversity in more traditional way like in terms of race, religious background, or ethnicity. In terms of the workplace diversity people are categorize in terms of their seniority, position level, experience, union affiliation, salaries, education, and event trainings. In the more personal level it could be in terms of sex, age, marital status, and socioeconomic status.

By looking at this we began to see diversity in the broader view. We are now not limited to the synonyms “variety,” “mix,” “assortment,” or “array. ” Diversity is not exhibited by the human race alone. Other living and even nonliving things also show evidence of diverse culture. This simply shows that diversity is really diverse for it covers not one, but all possible topic we can think of. This is not also a new phenomenon since living and nonliving things have been in existence thousands of years ago. More and more opportunities contribute to the growing diversity in our midst.

People are now welcome to migrate and work in foreign lands. Though there are some countries that are choosy in getting employees but in general, working abroad is a trend in many countries. This shows global competitiveness among people in many parts of the world. This competitiveness makes the business economy expand and open more business opportunities to keep up with the ever changing needs of the society. Open, free communication and travel around different regions and continents open the door for more global sharing and transactions. Travel opportunities make people more aware and familiar with the culture of different places.

Unification and coordination among nations are growing so as diversity in the workplace.

Challenges and Dilemmas of Diversity

Diversity opens up for more challenges and dilemmas in the work environment. Diversity could trigger negotiation failures and even conflicts in the workplace. The issues regarding religion, standard norms, language, and culture sometimes make or cause interruptions of work. In lieu of this scenario, diversity does not also lead to failures and conflicts. Should such situations arise, preparedness of the hospitality industries is highly valuable.

In fact, even before such situations arise, hospitality industries must have their prepared plans of action for their every endeavor. Human Relationship Challenges One of the problems face in diversity are relationship issues. Many time, misunderstanding, conflicts, discrimination, and prejudice among people hinder harmonious relationship in organizations. A lot of misunderstanding would arise as people are not of the same cultural knowledge although they share the common team spirit. Lack of awareness of others’ differences causes misunderstanding. Conflicts will eventually arise as two people encounter difficulties.

To trash this problem, there are seminars that are conducted to brief employees of the culture of their country of employment.

Communication Challenges

The English language is recognized as the universal language. With this, we are able to communicate effectively with other nations therefore bridging the gap and building good relationship. How to unify people of diverse languages is a challenge to hospitality industries. With this challenge the ability to speak and understand foreign languages is a required skill. Today, there institutions that offer classes for different languages.

This way, before an employee fly to his or her country of destination, he or she is equipped of the appropriate language for his or her employment opportunities.

Having Effective Leaders Challenges

Leadership is a valuable tool in organizations. Developing leaders take a lot of time and effort on the part of the company. One of the challenges faced by modern leadership is leadership in diversity. Are leaders qualified to handle diversity in the workplace? To be an effective and a successful leader requires a number of attributes and skills. Leaders are expected to be responsible in diversity management.

This requires them further training and education in this aspect of their work. Leaders should be effective regardless of their diversity in the workplace. Leaders basically should poses business knowledge, market knowledge, and first-hand experience with the customer. They must also be willing to fulfill multiple roles. A leader must be a visionary, a communicator, a supporter, a facilitator, a mentor, a listener, a decision maker, a risk taker, and an active player in the organization. Leading in a diverse workforce requires knowing your employee’s needs and the encouragement to involve everyone to participate and be involve.

Leaders are described to possess sense and purpose, have commitment to the organization, have the ability to transfer knowledge, loyal, creative, possess effective and open communication skills, with initiatives, have common sense, and are highly-motivated. To become an effective leader, one has to increase his or her sensitivity and awareness of the diversities, has to identify resources that can strengthen and improve the quality of life, has open communication with others, and can employ strategies that can serve as change agents to maximize the benefit of a culturally diverse workplace.

Industry Example of Managing Diversity

Mauritian and Australian Hotels Productive diversity is now being utilized in Mauritian and Australian Hotels. Diversity is now being coined with productivity. Since diversity is ever present, might as well harness how it could make business successful. In Mauritian and Australia Hotels, employees are, again, diverse. They are from different countries. They have different beliefs and traditions. They have different work ethics. With these diversities, these hotels are able to establish their business utilizing the potentials of these diverse employees.

Hotels are homes to visiting foreigners. They also exhibit diversity. Here come our diverse employees who can inform the hotel management of the cultures of different nationalities. A better rapport can be established when clients can be treated with personal touch. In cases of clients that speak in different language, hotels can tap the service of their employee who can understand and speak the language. These clients are more comfortable speaking to those who speak their language, too.

Not only that, hotels can attend to the clients’ needs faster and more efficiently because they have understand clearly what the clients demand. Hospitality industry is best observed in hotels. People check in hotels in substitute for their real homes. So clients must really be well taken cared off when inside hotels. The hotels’ amenities and beautiful scenarios are not the only ones needed to satisfy clients.

Good customer relation is top listed for every client. United States The United States is one of the powerful countries in the world. Many people from around the globe desire to visit U. S. , maybe for vacation, employment, or citizenship. Cross-culturalism is very much present in U. S. School institutions are a good spot to observe diverse cultures. We can observe now that there are professors from other nationalities. Teaching is more effective when teachers can fully and truly understand their students. Students enrolled in the U. S. are not only Americans. There are many students from different parts of the world that adopted the U. S. Educational System. To keep up with this trend, school management accepts professors from different countries, too.

Their role is not only to teach but also to guide the “foreign” students until they have accustomed to the Americans’ way of life. This is also a good marketing strategy for interested students may enroll in schools that honor hospitality. Ireland Ireland has applied hospitality in its industry of providing leisure to business tourists. Same with Mauritian and Australian Hotels, visiting tourists can enjoy their stay better when they are provided with good customer service. Hotels, school institution, leisure industry, and others are just examples of organizations where hospitality is utmost needed.

The success of the hospitality industries is also attributed to the leaders or to the management who are able to manage and normalize the diverse cultures. Effective leadership and management in handling cultural diversity will give customer satisfaction and good publicity. Conclusion Meeting the challenges and demands of diversity is one of the recent dynamic needs of the work society. There is considerable increase in awareness with regards to diversity in the workplace. Organization like the hospitality industry looks more positively at the benefits of encouraging diversity.

Leadership demands in diversity will also increase as more workers search for capable and competitive leaders that will meet and address their needs. In order to accomplish this takes it requires study, planning, implementation, and evaluation. It has become a trend to capitalize on the human resources diversity in terms of knowledge, skills, and attitudes. Indeed diversity opens up “cultural entrepreneurship. ” But in order to utilize and benefit from this one must be ready to face the challenges and dilemmas involve. Hospitality is not for the hospitality industry alone but for all applicable situations.

In fact, hospitality must be practiced everyday, regardless of age, regardless of place. Hospitality must start at home. When children are trained to respect all people, they can apply it anywhere they go. Children can start showing hospitality to their parents, siblings, then to their relatives, friends, classmates, teachers, and others. When they grow up, these children will value the importance of being hospitable in every occasion. Recommendation What cultural diversity is must be explained to all members of the organizations. This way, everyone is knowledgeable of this issue.

The importance of respecting other people’s culture must be disseminated throughout the organization so that employees will learn to give respect one another. Since leadership is needed to be able to balance the effect of cultural diversity, a good, effective leader is needed. This leader will utilize cultural diversity to improve the hospitality industry. To become a leader, one must be willing to be trained. One training could be in dealing with customers or customer service. There should be follow-up trainings, too so that the leaders’ performance can be evaluated.

Many Seems decorousness during the turn of the millennium have took their firms Into the global market from the very inception or following two to three years of their formation. Very rapidly, they have expanded to the foreign markets and encountered many challenges In the new markets. We call these firms as High-tech born global (HTTP) Seems. The HTTP differs in many aspects from their peers. They offer similar kind of products and services in all the market they serve. The target population for their services has very often same social strata and do possess the same kind of attributes.

However, there are still cultural differences in each of the market. The THUG does not have the experience of dealing with cultural issues as they have no or little experience before they started their Innovative ventures. Despite their innovative products and technological uniqueness, the HTTP faces enormous challenges to manage their ventures in abroad. In our knowledge, no study has ever taken to study how the HTTP Seems manage their cultural diversity In the Head Office and their subsidiaries in abroad. The current study is exploring how the HTTP Seems manage their cultural diversity in their head office as well as in the subsidiaries.

Our discussion highlights whether these firms should transplant the WHQL cultures to the subsidiaries or subsidiaries should have their own culture or the HTTP Seems should develop corporate culture comprising the best elements from each culture the firm have presence in. The pre-paradigmatic stage of research on this topic was behind our choice of case study method for this study. The diversity of the workforce In Quebec is a reflection of today’s society that now has over a hundred cultural communities. During the period 2007-2011, the volume of admissions of immigrants totaled 245,606. More than two thirds (67. ) of Immigrants are admitted In the economic class immigration, especially as skilled workers (60. 8%) or as business people (4. 6%). Forty percent are native to North Africa (21. 4%) and South America (9. 7%), and Western and Northern Europe (9. 3%)1. Today, companies have a wide variety among employees, not Just ethnicity, but also age, sexual orientation, etc. Although diverse workforce provided a range of skills, especially in the context of globalization, it is a challenge for managers. A good management of diversity shows that the company has reached a certain maturity and it sees a competitive advantage.

Managing diversity means “plan and implement systems and methods of personnel management to maximize the potential benefits diversity are race, gender, culture, nationality, disability, age and religion. “Culture can be defined as “the set of distinctive spiritual, material, intellectual and emotional features that characterize a society, a social group or individual. Subject to nature, it encompasses environment, arts and literature, lifestyles, fundamental rights of the human being, value systems, traditions, beliefs and science”(Sultana et al. 013). In this work, diversity is rather seen in context of cultural diversity that affects the Meany’s identity. The aim of this work is to apply the theoretical concepts in management of diversity in a real world company, CREATORS.

First, a little theory related to diversity will be covered, followed by the methodology used to collect the information necessary for our analysis. A diagnosis will be made and these results followed by a list of general and specific recommendations to help the target company in the management of diversity.

CREATORS is a technology company and AD digital solutions offering its employees a unique working environment, led by a young and dynamic team. Founded in 2002 in Lvisa (ICQ), it now has over 326 employees in three continents (North America, Europe and Asia) and eight offices. In 2012, Just ten years after its creation, the company inaugurated the ENSURE Industrial Research Chair on-CREATORS AD scanning in partnership with the Lava University. CREATORS works tirelessly to remain a leader and a pioneer in portable AD measurement technologies.

To date, it has more than 25 patents in several countries other than Canada, such as France, Germany, Japan, JUICE, etc. Their portfolio is comprised of different products (AD scanners, coordinate measuring machines, software) and related services (training, inspection, etc. 3. The company has a strategy to revivalist the brand positioning in all target markets in meteorology (industrial measurement), non-destructive testing, health care and engineering. To achieve this, the strategy aims to better communicate the value of the offer in these markets and increase company recognition on the international scene.

To continue to grow internationally CREATORS must be able to manage cultural diversity both internally and with customers from different countries. CROSS-CULTURAL MANAGEMENT AND BORN GLOBAL SEEMS Head Quarter culture to the subsidiaries in abroad (l meant whether WHQL culture is DOD to transpose to the subsidiaries?? ) Subsidiary culture (Or, Subsidiary needs to have its own organizational culture) Corporate Culture (or, HTTP SEEM needs common corporate culture with some adaptation, we need to focus on this aspect as our concluding remarks…….. Literature review on cross-cultural diversity Corporate culture refers to modes of managers and employees of a particular company within their company and also visa–visa third parties. When a company established in another country where the culture is very different from the country of origin, diversity management must be done on a larger scale. Depending on the model of Hefted (1980), national cultures can be summarized according to five dimensions: individualism / collectivism, power distance, uncertainty control and masculinity / femininity and orientation short / long term.

A Quebec company that wants to implement also needs to know, analyze and evaluate the national culture of and minimize possible difficulties. Here is a definition of these dimensions in order to understand the definition of society that they can obtain: Individualism versus collectivism Individualism is defined as a society where individuals bear little and everyone is responsible for his fate. Collectivism, meanwhile, is a company with tight links between individuals. Each favor the well-being of the group before that of the individual.

Power Distance This dimension expresses the degree to which to which the less powerful members of society accept that power is distributed unequally. This has an impact on the acceptance of a hierarchy in which each occupies a specific position. A company with a low power distance results therefore require an equal distribution of power and justification for each inequality. Uncertainty Avoidance Control uncertainty expresses the level of ambiguity and uncertainty that members f society can achieve before they feel uncomfortable.

Control or letting go is a constant choice that individuals must take and the decision is defined by this parameter.

Masculinity versus femininity

Masculinity is: achievement, heroism, fighting and material rewards for success. In short, the company is more competitive.

Femininity is: cooperation, modesty, and quality of life. The company is more consensus-oriented.

Long-term vs. Short-term orientation The short-term orientation can be interpreted by the value of traditions, low tendency to save for the future and a focus to the fast results.

In companies with a long-term orientation, people have tendencies to invest and save; they are more likely to value perseverance and future results. Here is also a more specific strategy to implement by the company. Hygiene (2008) proposes a decision model in three distinct stages:

Identify differences between the corporate culture of the parent company and the culture of the host country;

Choosing a strategy for managing cultural differences between integration, acculturation and laissez-fairer;

Implementation of selected resources and adopting appropriate means strategy.

METHODOLOGY: SINGLE CASE STUDY

Choice of the company for this study In order to make a comprehensive analysis of the reality of Quebec companies in the management of cultural diversity, it was essential to choose an organization that not only developed its activities in foreign countries, but was also growing. The selection criteria were established on three main points: the scope of business development abroad, sustained growth activities, and the importance that managers are the organization of cultural diversity.

The first criterion allows a sufficient sample to draw diversity of culture within their teams. Having offices in different continents, so it’s easier to ask a proper diagnosis, and Just develop some general observations to the management habits that organization. The second criterion, making growth a key element in the selection of organizational choices, it is clear that the company has used some effective methodologies to violate difficulties of expansion on soils ultramarine.

The successful export of Quebec knowledge abroad results not only from the agility with which its managers have adapted their methods, but it also demonstrates that its management team has enough experience of Ethan-cultural experiences for rigorous conclusions be drawn during the study. Finally, the last criterion chosen is the interest of the organization’s leaders to the Ethan-cultural management in the staff greatly facilitates exchanges with them. By ensuring that this be considered by company executives, it is clear that some appropriate internal procedures have been implemented.

CREATORS

Thus, it will be easy to make appropriate recommendations, which will also be appreciated by managers. Following the analysis of these criteria, CREATORS seemed like the best choice since this young Quebec organization operates in several continents of the globe is experiencing significant growth since its inception and the human resources director, Olivier Vacant, noted that the active management of cultural diversity in their organization is a priority.

Presentation of the resource person for this case study As mentioned previously, the person contributor to our study is the human resources manager of the main office in Lvisa, Olivier Vacant. The young manager is the organization for 8 years now; he has a degree in Industrial Relations from Lava University and is a member of the Order of Certified Human Resources Professional (CHIRP). It is the main reference for the human resources office of Quebec, but also he orchestra difficult situations that arise in foreign offices together. Very often, Mr.. Vacant has to move in offices in the United States, France, China, Japan and Germany.

Read about the basic tenets listed for the strength management

In light of this information, we felt that Mr.. Vacant is the person well informed and most aware of the realities of management both in head office and subsidiaries in foreign markets expanding in 9 countries of three continents. Choice of the method used to gather information In order to have a concise picture of the current situation in terms of CREATORS managing cultural diversity, two methods of collecting relevant information were regarded, first an extensive literature review to develop our understanding and conceptual framework and then to make an interview observation with a resource peers in order to validate our understanding.

CREATORS has shown great interest in actively participating in the study and assisted us to provide various information regarding their human resource management challenges and strategies in both home office as well as subsidiaries in abroad. We have used a questionnaire interview. The division of the questionnaire into 4 distinct parts: the development environment of the company, the current integration of cultural diversity within the organization, the benefits of this diversity, and the challenges it entails, has facilitated fluency participant.

The first part has to be familiar with the company, instructing Creator’s core values , mission and the composition of their teams. Better equipped to take ownership of their reality, so it is easier to Judge internal methods used to manage and promote Ethan management. The second part is the actual integration of cultural diversity in the organization, is to clearly identify the internal policies in place to integrate the employees of other cultures , as well as accommodations selected by CREATORS for facilitate management.

Meanwhile, the third section on the benefits of cultural diversity within the organization is a concrete analysis of the benefits of this practice. Finally, the last part asks the organization to make a retrospect on the past, present and future that has an active management of multiple cultures challenges. Highlights of the interview In the first part of the interview, which can be put into context the measures being taken by CREATORS to facilitate the integration of employees abroad, Mr.. Vacant says that there is not really culture of the organization itself.

For a new employee who ivies in a country other than Canada, away from the headquarters, the same heart of the organization, it may be difficult to clearly identify the organization and be in full rally. When asked to Mr.. Vacant develop the differences in personnel management in Quebec and abroad, gentleman mentioned that they used the same basic principles of human resources, while incorporating some specific cultural elements specific to each country. Here, it is clear that the organization is not clear as to make accommodations and respect towards cultures employee rules.

Quebec and trends at specific events, some reaction steps are taken is exported. Consequently, yarn needle, policies regarding the management of these differences are set up and can be applied elsewhere in similar conditions. In addition, later in the interview, Mr.. Vacant confirmed that there was no difference in tasks required to Quebec employees overseas as employees. Again, it is possible to assert that tax Quabeck standards abroad and therefore, this may have long- term, is a deterrent or as a psychological barrier between the organization and its new foreign members.

A little later in the interview, Mr. Vacant says that CREATORS has no external sources which refer for Ethan cultural management. Therefore, it is the sole Judge problematic situations that causes and can’t draw, apart from the web, the experiences of others . Although it can also share their concerns with other members of management and thus have other opinions, there will always be subjective in the management of these internal problems effect. In the second part of the interview, he was asked Mr.. Vacant develop the positive side, the benefits of such an Ethan-cultural management within the organization.

It has exposed the idea that internal cultural diversity has allowed them to more easily export their knowledge and become more efficient at the lobar level. The success of CREATORS recent years is much due to the support of in their country. Having local people as employees, it was possible to export effectively Quabeck expertise. Overall, in the last part of the interview, Mr.. Vacant has developed on the challenges quantifications cultural difference among members of the organization. In fact, he raised that management is often minimized and differences explain most failures or challenges prepared to CREATORS.

For example, he told the Quebec compensation policies were not easy to export to Japan, because they did not fit with their manners. This is one of the conflicts identified by Mr.. Vacant, he had to make a long way between Quebec internal policies and expectations of Japanese about their compensation. Manners have a direct influence on the behavior of employees and Mr.. Vacant says it is important to understand these behaviors and motivations. Context of the organization Based on information gathered from Mr.. Vacant, it was possible to see that CREATORS has experienced remarkable growth since its inception in 2002 in Lvisa.

After only 10 years, the company now operates in six countries on different monotints. In April 2012, it redefined its image and creating a new identity of its own and sets an aggressive mission was to be “a leader and a pioneer in portable AD measurement technologies”4. It also offers employees some values to grow, to adhere to the ideology of the organization. There are 3 main or innovation, passion and determination. By analyzing these factors, it is clear that with its ambitious mission, active management of cultural diversity is a key point to achieve their intrinsic purpose.

To become and remain above the leader of these technologies, CREATORS as the choice to integrate overseas employees to their internal culture and ensure adherence to these values and mission. With the results reported in the proportions of employees across age groups, sex and visible minorities, it was possible to deduce that there is a high proportion of men in the organization. The majority of their employees are also under the age of 34 years, which is consistent with the image of the CREATORS visionary and spirited ambition.

Although the company operates in many countries around the world, only 2% of their employees are considered members of visible minorities. However, this is directly attributable to the fact that the head office is located in Lvisa, a suburb of Quebec City.

DIAGNOSIS OF THE CURRENT SITUATION IN CREATORS

Following analysis of the responses received from Olivier Vacant, Human Resources Director at CREATORS, it is interesting to see that the company has addressed the issue of diversity and gradually as it grows.

This intuitive approach, which did not require the creation of any committee or writing charter, seems to have worked because the presence of CREATORS in six different countries does not seem to have caused any major trouble related to diversity. Extensive elaboration of cultural context in the CREATORS international firm shows the awareness and culturally competency of the Human resource executive Mr..

Olivier Vacant on cross-cultural process of learning by doing and helped to mitigate many the risks of international business expansion and hiring staff in different cultural settings. The current state of art of the cultural diversity context in CREATORS can be summarized by the following table of the strengths and weaknesses of the company.

Strengths Weaknesses

Corporate culture that promotes diversity at different hierarchical levels;

No formal logic of diversity management is in place.

Involvement of senior management in the fair treatment of employees based on their specific culture;

No assessment / training done in the past on their performance in managing diversity;

Considerable efforts put in place to understand the different sub-cultures in the company and adapting with them;

Low percentage of visible minorities (2%) and low proportion of women (25%);

Integration strategy adopted, which takes into account the diversity, to facilitate the arrival of new staff;

Table 1 : Cross-cultural context of CREATORS.

To better understand the potential problems that the company could face in the future, it is relevant to compare the main corporate cultures present at CREATORS. To perform this task, it is appropriate to use the 5 criteria of Hefted as they are the most proven theory on the subject.

By observing Figure 1 : Comparison of Hypotheses parameters, it is possible to highlight some cultural differences to better understand how to behave according to the culture that the company faces. Note that the countries represented in the graph are those where the company has employees permanently established.

Figure : Comparator des pramtress doffsDee First, it is quite easy to see that the Western countries (France and Germany) have more similar profiles in Canada and Asian countries (China, Japan and India) and therefore less conducive to conflict. The latter statement is supported mainly on the differences with respect to the long- term, the strength of individualism and masculinity parameter. Second, Japan and China are definitely countries where differences face in Canada are stronger. The high values of masculinity, risk aversion and long – term orientation to consider when interacting with employees located in Japan.

Moreover, it is likely that risk aversion that explains the difference in pay with Japanese sellers and Canadian vendors as told in one of the responses to the questionnaire face. As discussions went well in trade agreements, it is clear that employees should anticipate CREATORS long and slow negotiations even before they met their future partners. This once again confirms their ability to prepare well for the management of diversity. About the Olivier Vacant confirmed that the corporate of “differences” “which leads to missteps”6.

It is also clear that diversity is seen as an opportunity to reinforce the company rather than a hurdle. What is the attitude to take to make a business grow sustainable in the context of globalization? The constant expansion of the company to believe that they will increase alliances and interactions with the different countries where it is currently located and beyond. So we look after the local culture of each of the countries where the CREATORS is implanted currently in order to bring out the important points to understand the potential sources of conflict.

This will enhance existing relationships and facilitate the intensification of these in the future. It was decided to give several pages of these descriptions are given, they will definitely understand the foreign partners and customer focused culture. Rapid Expansion of CREATOR and interactions with divers’ cultures The comparison has been made made according to Hefted parameters, descriptions of the various nations will be made using the same criteria.

1 – CANADA Canadian culture is marked by the value given to egalitarianism among individuals.

The hierarchy in Canadian organizations is established for practical purposes. Superiors are always available and their success depends on the efforts of each individual constituent their team. Honest and direct communication is valued. Canada has an individualistic culture. In the business world, employees must be independent and show initiative to demonstrate their competence and value. Canada can be characterized as a moderately masculine society. In fact, Canadians are ambitious but mostly tend to balance work and the pursuit of personal goals.

Canadian aims still high standards of performance in all their professional activities. Canadian respond well to uncertainty, they are open to new ideas and new experiences. The expression of these ideas is obviously encouraged. Canadian companies measure the performance of management principles in the short-term, which encourages people to seek quick results in the discharge of their duties.

2 – FRANCE Power distance is high, vertical hierarchical structure is essential in France. Senior often enjoy privileges and can be accessed without any problems.

French society encourages individuals and personal opinions, taking care of themselves (and their close family) independently rather than worrying about the community around them. The favored communication is direct and everyone is allowed / encouraged to speak. France is relatively feminine and attaches importance to the quality of his life working to be able to live as they wish. The competition between individuals is not really encouraged. Management should be made to provide support and dialogue since certainty is usually sought.

This can be done via theoretical concepts and academic work to clarify the details, the context and background of an issue. Rules, planning and security are sought to reduce nervousness. France is facing a short- term society. Which therefore means a respect for the traditions, standards, guidelines and quick results.

3 – GERMANY Highly decentralized and supported by the middle class, it is not surprising to classify planet. Direct and participatory communication is constantly encouraged while disapproving of non- expertise based on hierarchical control.

The German company is extremely individualistic. Loyalty is based on the individual preferences of each person and their sense of duty and responsibility. Communication is so honest and straight forward, even though it may hurt. Germany is considered a masculine society where performance is highly valued at the age of 10-12 years. All this thus resulting n a people living to do its Job and is defined by his many . Germany is among the countries that avoid at all cost uncertainty. Rigor and details are crucial when making decisions is necessary .

It is not surprising that the German rely heavily on experts to make decisions rather than their instinct for example. The Germans have a short – term orientation, which is promoting the rapid results.

4 – CHINA China has a relationship with the hierarchical power that makes him accept inequality, formal authority and sanctions. The Chinese are generally optimistic bout the capacities and initiatives of others, but it is not advisable to expose aspirations beyond its current status. China is highly collectivist, so people act in the interest of the group and sometimes even against their own interest.

Personal relationships are also valued more than the fulfillment of tasks. Chinese adopt male behavior. Continued success is made in an extreme way. It is not uncommon to find Chinese who abandoned their family and leisure in order to prioritize work. China has a relatively low result in risk aversion. The Chinese are comfortable with ambiguity, have good adaptability and entrepreneurship. China is highly oriented towards the long – term.

5 – JAPAN Japan is a hierarchical society moderately despite popular belief .

The slow pace of decision making is explained by the need to obtain the approval of all levels by an unbalanced hierarchical power. This shows the inability to make decisions alone without consulting other levels of hierarchy. The Japanese have several characteristics of a collectivist society as priority group harmony rather than the expression of individuals. The Japanese are famous for their loyalty to the company that employs them. Japan is one of the most male societies on the planet. Combining this with their collectivism, aggressive and competitive behaviors are not common.

The competitions takes place between different groups and strongly motivate employees to work long hours. Japan is a country that seeks to avoid uncertainty at all costs. Managers require a large amount of information before making a decision. The Japanese company also has an orientation exceptionally oriented long – term. This is what Justifies the high rate of reinvestment of business R ; D. Corporate Sustainability is a priority for the Japanese in order to serve future generations .

6 – INDIA India appreciates and accepts no problem hierarchical power .

Indian like that organizations and society are divided vertically. Employees expect to receive clear guidance about their work . Communication is directive and usually downward . India has collectivist traits that make that individual actions are always influenced by family, neighbors, group work, etc.. Indians belong to a male society but has an extremely varied and intense spirituality that allows Indians to advocate certain tendency to avoid uncertainty. Thus, India is traditionally a patient and tolerant of unexpected that makes countries so that the initiative will be rare.

Indians belong to one oriented towards long – term culture. Time there is not a linear concept, much less than in Western society. Respect for punctuality so there is not very important. It is important to understand that the company was only ten years old and still a limited number of employees. So there are lots of concepts that form the basis of diversity and its management should be further developed by the company. Some traps have been avoided so far; will present a more and more common with the future growth of the company.

The effectiveness of the company could probably be increased depending on the management of diversity. Thus, the next section presents a number of recommendations to improve the performance of the company’s diversity.

CROSS-CULTURAL MANAGEMENT IN THE HTTP SEEMS

Based on the responses to the following interview with Mr. Olivier Vacant, expansion internationally has not caused significant problems in terms of cultural diversity. By cons, several aspects have to tweak in order to improve organizational tools in place and maximize the benefits that cultural diversity can bring.

Jocosely Brutal Employ-

Quabeck supports these claims: “A company provides a strategic and competitive if it incorporates the principles of diversity management advantage. ” Taken from the same book of Employ-Quabeck, here is the list of several important advantages that will allow the company to stand out against the competition: ;

Improve service delivery to customers, which is also increasingly diverse;

Develop new products and develop new markets;

Increase productivity;

Making tracks new solutions by mixed teams;

Increase collaboration and partnerships with a win-win approach;

Manage change ore effectively.

Communication is the process by which information is transmitted between individuals and/or organizations so that an understanding response results. Simply we can say, Communication is an exchange of facts, ideas, opinions or emotions by two or more person. The transmission of the sender’s ideas to the receiver and the receiver’s feedback or reaction to the sender constitute the communication cycle.

Culture is an idea in the field of management which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization. Culture is a complex concept. In other words, culture is central to what we see, how we make sense of what we see, and how we express ourselves. Objective of the Report: The Primary Objective of this report is to analysis of cross cultural communication in IBM. The report has accumulated information to know about company’s cross cultural communication, to find out its positive and productive communication in their organization and does the work effectively.

Methodology

All the data and information are collected from secondary sources. The success of a business depends on its ability to communicate. Communication serves as the medium for instruction, assessment, interpersonal relationships, group interactions and all other interaction that takes place in business. With globalization, business is no longer constrained within the boundaries of a single country. Large business organizations have corporate offices in different parts of the world.

They need to communicate in order to promote coordination. Also in multinational companies people from different parts of the world are employed. The way an individual communicates, is influenced by his or her culture. Hence in today’s increasing global economy, it is important for managers and employees at all levels to understand, appreciate, and manage the impact of cross-cultural communication in the workplace. As our world grows, expands and becomes increasingly more interconnected by various technological advances, the need for effective communication among various cultures is increasing.

People from different backgrounds tend to perceive information differently. Hence, misinterpretation of information can lead to conflict. Cross cultural communication is of great importance through out the world. Though in our country, due to the lack of cultural diversity, cross cultural communication is not treated with that much importance. But still with the advancement of technology we have to interact with businesspeople in faraway countries and for this we need know about effective techniques of cross cultural communication Definition of Cross-Cultural Communication:

To understand cross cultural communication first we need to know what culture is. Culture refers to a group or community with which we share common experiences that shape the way we understand the world. Cross-cultural communication looks at how people, from differing cultural backgrounds, endeavor to communicate. It is more frequently referred to as Intercultural communication. (Ramsey, 1999). Culture refers to all the knowledge and values shared by a society. The word culture is often considered in terms of nationality or one’s country of origin.

Other more specific distinguishing characteristics of culture are region, orientation, socioeconomic status, gender, sexual orientation and preference, age, marital and parental status. Another approach to understanding the concept of culture involves the beliefs, values and norms that exist to guide an individual’s behaviors in solving common problems. Culture is the acquired knowledge people use to interpret experience and generate behavior (Porter, 1991). Culture is the shared customs, beliefs, and social structures that make up a society, including languages, rules, myths, family patterns, and political systems. (Boone et al. 1997). Cross cultural communication is a symbolic, interpretive, transactional, contextual processing tool with which people from different cultures create shared meanings (Berko et al. , 1997). When we speak to someone with whom we share little or no cultural bond, it is referred to as cross cultural communication. Our need to communicate across culture can be very beneficial personally and professionally. Within an intercultural setting, nonverbal and verbal communications are both prevalent in emphasizing the differences in cultures. The way we act and the things we say determine whether or not we belong in a certain culture.

Nonverbal communication systems provide information about the meaning associated with the use of space, time, touch and gestures. They help to define the boundaries between the members and nonmembers of a culture (Hofstede, 1991). Hence, Cross-Cultural Communication is the communication that takes place among people from different cultures. Cross-cultural communication does not only mean face to face communication it includes all forms of written and oral communication. History of Cross-Cultural Communication: The need for Cross-Cultural communication was felt with the spread of global commerce.

It is very tough to get the specific date when cross-cultural communication started. Initial initiatives in cross-cultural communication were taken in different countries in different time period. One of the pioneers of the computer industry, IBM started cross-cultural communication in 1953. It was introduced by the CEO of that time Thomas J. Watson Jnr. According to Thomas it was the policy of IBM to hire talented people regardless of race, color and background. During 1978-83, the Dutch cultural anthropologist Geert Hofstede conducted detailed interviews with hundreds of IBM employees in 53 countries.

Through standard statistical analysis of fairly large data sets, he was able to determine patterns of similarities and differences among the replies. In the year 1991, Geert Hofstede undertook the first global studies on how a specific business culture, at the time one of the most widely distributed companies, interacted with the local cultures of some 39 different countries. Another professional development initiative is IBM’s Shade of blues – a more in-depth program for managers who are engaged in cross-cultural business interactions or have multicultural teams. Recent Research on Cross-Cultural Communication:

As people from different cultural groups take on the exciting challenge of working together, cultural values sometimes conflict. We can misunderstand each other, and react in ways that can hinder what are otherwise promising partnerships. Oftentimes, we aren’t aware that culture is acting upon us. Sometimes, we are not even aware that we have cultural values or assumptions that are different from others. One of the major barriers in business communication is cultural diversity. Many communication researchers are trying to find out new and effective ways to improve cross-cultural communication.

In many cases patients face problems with both translation difficulties and not being able to see the type clearly. As a result they are sometimes unable to take their prescriptions correctly. Many of the pharmaceuticals around the world have been trying to solve this problem. Recently they have come up with a tool which can print instructions for taking medicine in 11 different languages on the prescription bottle labels. Patients no longer have to depend on translation from a friend or relative to make sure they are taking their prescriptions correctly.

The languages include English, Spanish, French, Arabic, Korean, Chinese, Japanese, Hindi, Polish, Russian or Portuguese. The tool is also equipped to print a 20- point type versus the typical smaller type, for those patients who prefer larger printed labels on the bottle labels to easily identify their medicines and how to take them. On July 6, 2005 Mark Nash, an American entrepreneur created a cross-cultural website created especially for non-resident Indians and offshore call center personnel (Nash, 2005). The website www. intro2america. om was designed to provide information about American culture. It was also designed to provide information to call center personnel who speak with Americans on a daily basis as part of their job responsibilities. The site is designed to make the transition to American lifestyle easier and reduce the difficulties & misunderstandings upon first moving to the States. The site provides useful information, which is related specifically to cross-cultural types of issues. Moving from an Asian culture to a Western culture can be challenging.

The site was designed for the specific purpose of easing the transition to American way of life, for those who are moving to the United States (See Appendix for the sample of the website). To serve customers from diversified cultures, they have taken a great deal of effort and time to analyze what their customers around the globe want. To achieve this they are trying to understand their customer’s behavior, cultural and spending patterns when they fly with Malaysia Airlines. The airliner has successfully catered to the demands of wide variety global customers around the world.

Application in the work place: IBM, the leading business organization in computer sector, has a huge diverse workforce from the very beginning. They have concentration to manage the cross cultural communication among these employees. Here we have selected IBM’s Australia branch to present as an example of cross cultural environment where employees are working together with their cultural differences. IBM has developed their cross-cultural program based on the legal requirements of Anti- Discrimination Act & Racial Discrimination Act and corporate values.

IBM’s policies on cultural diversity are based on years of corporate experience. It is a long-held view that by valuing diversity, it uncovers new perspectives, taps different knowledge and experience and generates innovative ideas, suggestions and methods. Three pillars that are in place to make up IBM’s diversity strategy are:  Creating a work/life balance: Their strategy is to find the average working age of general Australians through statistical findings and fix age limit for average Australians.  Advancement of women: They think women should contribute more to the workplace.

So, they encourage participation of women.  Integration of people with a disability: IBM authority thinks that they have a social responsibility for physically and mentally disable people. The authority always tries to create some opportunity of employment for those people. IBM’s most effective diversity programs combine ‘push and pull’ strategies. They have made good headway through company-led, top down practices such as formalized training or policies like floating cultural holidays. However, IBM’s progress comes about through the contributions by individuals who are passionate about diversity issue.

Aside from IBM’s diversity team within human resources, three other groups within IBM have formally identified roles in the implementation of the company’s overall diversity strategy. These are IBM’s Diversity Council, diversity contact officers and diversity champions. The Diversity Council The main objective of the IBM’s Diversity Council, is to ensure that the contribution of employees from different background is properly encouraged and valued. Its key objectives are to enhance employee awareness, increase management awareness, and encourage the effective use of IBM’s diverse workforce.

This is achieved through personal commitment, regular communication, by gaining support for the program from other IBM managers and influencing decision making. Under the guidance of the Diversity Council, a series of cultural diversity employee roundtables have been held to gather more face-to-face feedback and ideas from staff. These meetings have generated many practical ideas for increasing awareness of cultural diversity within IBM. Professional development IBM has a professional development program.

The objective of this program is to ensure that the employees within the organization can identify and remove psychological barriers of diverse workforce and communicate effectively. The main focuses of this program are:  Understanding the cultural bias of each team member and their impact on mutualperceptions.  Determine the reasons why certain behaviors and communication styles fail in somecultures.  Identifying approaches to address cultural gaps that could lead to misunderstandings.  Handling issues about team decision-making, giving or receiving feedback and conflict resolution. Findings: IBM, One of the pioneers of the computer industry started cross cultural communication in 1953.  They think women should contribute more to the workplace. So, they encourage participation of women. • IBM authority thinks that they have a social responsibility for physically and mentally disable people. The authority always tries to create some opportunity of employment for thosepeople. Recommendations: Considering research and the case of IBM, we have some recommendation here which will decrease discrimination and increase production by making the flow of cross-cultural communication fluent.

Those recommendations are as follows:  IBM should compare their policy for cross cultural communication with others, so that they can get some new ideas to implement in their organization. It will help them to update existing policies as well. Not only the HR department of IBM, but also all other employees of the organization should be involved in the process of making cross cultural communication easier. It will help the whole organization to become a good team. Training and raising awareness can improve mentality of the employees towards others. They will learn to respect and honor others differences. Place people from different cultures as team leaders. If diverse employees get opportunity to work and share success they will be highly motivated. Discrimination will be dissolved from them and the communication process will work freely.  A good idea can be to focus different segments one after another so that every segment can achieve expected mentality. This process will form unity and emotion among the employees of the organization. Discrimination will be terminated and the total organization will work as one body.  Each program introduced in the organization should honor the basic values of the organization.

Every program should ensure that none of the employees are discriminated in terms of race, national origin or religion. Conclusion: From the above research we have seen that cultural communication plays a vital role for effective communication for companies around the globe. In our country due to the lack of cultural diversity we do not have to face the problems related to intercultural communication. Many of the successful companies having corporate offices have been able to coordinate their activities through out the world through the successful implementation of cross cultural communication. One of the fore runners in this sector is definitely IBM. IBM has independent division to come up with new policies and strategies to improve cross cultural communication in the workplace.

Reference

1. Boone, L. E. , Kurtz, D. L. , & Block, Judy R. (1997). Contemporary Business Communication (2nd ed. ). Upper Saddle River, New Jersey: Prentince-Hall. 67.
2. Ramsey, James (1999). Available: http://encyclopedia. localcolorart. com/encyclopedia/Cross-cultural_communication/ (July, 17 2005).
3. Carbaugh, D, (1990). Cultural Communication and Intercultural Contact. New York: Pergamon Press. 19.
4. Berko, R. , Rosengeld, L. , & Samovar, L. (1997). Connecting: A Culture Sensitive Approach to Intercultural Communication. Fort Worth, Texas: Harcourt Brace. 121.
5. Porter, R. , and Samovar, L. (1991). Communication Between Cultures. Belmont:NTC Publishing Group. 273. Payne, C. (2001). Culture and Communication. Available: http://www2. mhc. ab. ca/users/cpayne/portfolio/cultcomm/default. htm (July, 29 2005).

Organizational behaviour knowledge is very important for everyone. It not only benefits a person as an individual, but also influences organization events. There are five organizational behaviour trends in the workplace: globalization, the changing workforce, evolving employment relationships, virtual work, and workplace values and ethics. In this essay, we will talk about two of them which are the changing workforce and workplace values and ethics. For the changing workforce, as Mcshane and Travaglione (2007) said there are primary and secondary dimensions of workforce diversity. And those diversities can present both opportunities and challenges in organization. Workplace values and ethics is a significant part of organizational behaviour trends. It can dictate people’s priorities, preferences and desires’ (Mcshane & Travaglione 2007, p 13). In order to understand these two trends better, I interviewed a manager who has six years work experience in Seven-Eleven store. During this face-to face interview, some relevant questions were asked. And the research result is quite helpful. Trends affecting the workplace 1. The changing workforce With the development of globalisation, workforce diversity has become one of the most important trends that affect the workforce. People who work in the same workplace may have different religion, education and work experience.

And those diversities can bring opportunities and challenges to an organization. Racial diversity Ethnic and racial diversity in the workplace is a core value in organization. For example, Canada is a diverse country with a number of ethnic groups. Visible minorities account for 10 per cent of the Canadian population in 1995 and this figure is expected to double by 2015 (Demers, cite in Seymen 2006). Furthermore, Atiyyah (cited in Seymen 2006)in his work, concentrates on workforce diversity which is composed of Americans, Europeans, mainly Asian countries such as India, Pakistan, Sri Lanka, Bangladesh, Iran and Persian Gulf countries.

Today,with globalisation increasingly happening , majority of organisation have seen multicultural background employees as a important part of success in this highly diversified society. The advantage of having a multi cultural group of employees in an organization is it broadens an organization’s view as they exchange ideas and opinions, working towards making a better and more effective business decision. However a diversified organization also has its disadvantage. One of the problems to overcome is cross-cultural communication.

For members of different culture, they interpret certain words, actions or signals differently. As Karoc-kakabadse and kouzmin (2001) highlights that different cultures have different understanding regarding the interaction process and the different style of dialogues. Some misunderstanding could occur due to different interpretation and cause workplace disagreements Therefore in a diversified environment, it is important to practice cultural awareness as to avoid misinterpretation which could lead to unproductive working attitudes within an organization.

Women in workforce Compare to the many years ago, woman in the workforce have increased intensively. Women have proven to be better at managing staff in an organization as they are more people-orientated. As Mcshane and Travaglione (2007) suggest that compared to male managers, woman managers are more relationship orientated and adopt a stronger emphasis on teams and employee involvement. However in many occasion, woman have stronger family commitment compared to men. Therefore higher percentages of main position in organization are mostly men.

On the other hand, woman have been increasingly joining the workforce as many organization have better working conditions offered to woman such as longer maternity leave and in some organizations, childcare services are introduced to help woman return to the workforce after childbirth. Generational diversity Generational diversity could present opportunities as well as challenges in an organization(Mcshane & Travaglione 2007). Basically, generation X and generation Y has different work values as generation X go for job security while generation Y goes more for job satisfaction, status and social involvement(Cinnamo & Gardner 2008).

By understanding generational diversity, it could help to identify employees’ needs, in turn managers or employers could come up with organization policies that matches those needs which could result in better job satisfaction and also low employee turnover. Employee turnover disadvantages an organisation as recruitment cost time, effort and money. And retaining employees with experiences, and training employees giving them more skills could in turn help the organization reach greater heights.

Advantages of generational diversity could be improved decision making and team performance on complex tasks. In a diverse society, a diverse workforce would provide a better customer service too. This is one of the reasons why some organizations choose employees of diversified backgrounds and generations. 2Workplace value and ethics Importance of values in workplace McDonald and Zepp (2007) define values as the embodiment of what an organization stands for, and should be the basis for the behaviour of its members. Value and ethics guide employees’ actions, behaviours and making decisions.

The influence of family, religion , community will determine individual values, Within an organization, when employees have clash of values , It becomes very difficult for them to work together , therefore having a set of organization work policy is very important , it defines the appropriate ethics and values that employees should have. With increasing cultural diversity these days, it is very important to find shared values that majority in an organization believe in, to promote harmony and also increase efficiency as they work together.

However due to society diversity, ethical conflict could occur. As Wartick and Wood (1998) defines ethical conflicts as dissonances among principles of right among principles of wrong. At a workplace, it is common to come across ethical conflict whereby both parties reckon they are right in their own way, making decision to the benefit of the organisation. In this situation, conflict resolution comes in, where they should together and put their differences aside, and come up with an ideal solution. Corporate social responsibility

Corporate social responsible is the organization’s moral obligation towards all of its stakeholders. Otherwise as Kotler and Lee (2005) define corporate responsible is a commitment to improve community well-being through discretionary business practices and contributions of corporate resources. This refers to a voluntary commitment a business is making in choosing an implementing these practices rather than mandated by law or by other ethical issues. Big organizations like Westpac and McDonalds practice corporate social responsible.

First and foremost, due to their finance ability, and also to its massive marketing campaigns which due to influences the public. According to Macdonald CSR report 2007, over the years, they have been involved in caring for the environment, contribution to the Australian economy, practicing food safety and responsible marketing, and also giving scholarship and grants to children. In recent years, organizations are no longer after just profit-making, corporate social responsible is getting more and more businesses attention. Interview outcome

In order to under to understand these two trends better, a manager of Severn-Eleven who has six year experience has been interviewed. During the face-to-face interview, ten relevant questions were asked. Here is the interview outcome. The changing workforce . What do you think is changing workforce? I think changing workforce is the replacement of skilled labour, and training employees when the situation is required.  Do you think the changing workforce is important in the workplace? Yes. I think it is important in a workplace.Why do you think it is/or is not?

With demands around us constantly changing, it is important for us to prepare ourselves with skills, knowledge that is needed to cope with these changes. If not it will be difficult for our business to compete in this harsh and competitive environment.  What factors do you think can affect the changing workforce? Technology advance could affect the changing workforce.  Is there cultural diversity within your employees? Why yes/no? Yes, I employ a mixture of races of employees within my organsation, and they get along pretty well.

I chose employees from different background mainly because of the multi-cultural environment we have in Victoria, and also the ideas they be able to exchange as they work together. Workplace values and ethics a) What do you think are ethical values? Ethical values are what one think is right or wrong and it guides one’s actions. For example, here in 7-Eleven ethical principles are those tell the truth, take complaints seriously, treat customers and employees fairly and so on.  Do you think ethical values are important in the workplace? Yes, it is important.  Why do you think they are/or are not? They provide behaviour rules that can control one’s thoughts and actions. They can affect one’s decision making and organization’s operation.  What factors do you think have affected the way we think about ethical behaviour at work? It may be past work experience, cultural practices and family influences.  Do you think people’s ethical behaviour at work is affected by what their colleagues or superiors are doing? Yes, as the working environment of a person could directly affect a person’s decision and actions.

According to this interview, it is evident that employers find the need for employees continue acquiring skills to keep up with the changing workforce. As technology advances, it increases challenges in the workplace. For example machines and computers replacing human labour. Uren (2009) stated during recession, women, by contrast, have done better in the services sector of the economy, which is not as severely affected by recessions as manufacturing. As intangible service can only be provide by human labour. When equipped with skills, it is not difficult to cope with the changing workforce.

Generally there is agreement about the trends compared to the interview results as the employer interviewed emphasized about inquiring new skills, and also supports cultural diversity within her chosen employees. Upon entering an organisation, ethics and value do affect an employee’s attitude and judgment, however his or her values could be shaped by religion, family upbringing, past experiences, therefore it is something hard to change. Corporate social responsibility educates and affects not only the organisation’s external environment; it affects the internal environment as well.

Employees could learn proper way ethics on the way, as the organisation carry out campaigns, and it could guide the employees, giving them the ability and knowledge to help the public and needy and cutting down on environmental harm. Upon reflecting, the results we have got from the interview were useful and also highlight the importance of the changing workforce and ethics and values in organsations. We would have a better idea of what to expect when u enter the workforce. My new knowledge would influence me to develop cultural awareness in this multi-cultural environment, and also to keep up with changes, by learning new skills on the way.

Conclusion From the above literature review, we could conclude that generational and cultural diversity may not be a bad thing, it broadens employees’ views and prospects, allows them to exchange ideas and interact , bringing out better opportunities in the global market. However, there are its short-comings, like ethics and value conflict and also cross-cultural communication problems. These could lead to major issue like misinterpretation of information and employee conflicts, which could affect employee’s performance and productivity.

In recent years, there are increasing women joining the workforce, furthermore, occupying main position in organisation. In some situations, women have proved to be better managers than men, as they use a more interactive style of management, and more sensitive to employee’s needs. When employees’ needs are fulfill, they are more likely to feel job satisfaction. Corporation social responsible are getting more organization attention and participation as it provides marketing purpose, and also educating the public with minimizing environmental harm and helping the needy.

Compared to the past, organisations are not just for making profit, but also responsible to the public.  An offensive action or word may not mean to be offensive to another person. Misinterpretation could lead to conflict within the organisation, and unrest in a workplace. Therefore active listening and cultural awareness should be practice in a workplace. Misinterpretation could also lead to inefficiency at work. Changing workforce could be due to technology advance whereby employees should continuously learning skills to cope with the changes. With inappropriate skills, it could lead to inefficient completion of task, and also affects organisation’s productivity.

Workplace value and ethics could be a challenge as well, as everyone is different. Different individuals have different values and ethic affecting their decisions and action. Value and ethics of an individual are shaped from past experiences, family upbringing, schooling and religion. Therefore it is something very hard to change. But in a workplace, it is inevitable to work with individuals of different ethics and values. And in serious cases, there could be ethic and value conflicts which could slow down teamwork’s progress. Therefore it is important to always communication and listen to sort the best way out when a problem occur.

Corporate social responsibility is getting the attention of many organsations now. Compared to many years ago, organisation now is not just about making profit. They are more concern about environmental harms, people who need help and also responsible marketing and advertising. For example McDonalds which does community work, do clean ups for the environment, discourage wastage, and helping the needy. Most importantly, they engaged in responsible marketing, where they care the food they produce to sell, the health issues and also obesity issues linked to their products.

Unfortunately there is a lot of concern about whether or not many searchers have the proper knowledge or experience working in or living in diverse environments (Robinson & Clearly, 2011). One way of dealing with this is to integrate ways to approach cultural diversity throughout the teaching program. Once teachers are given the proper techniques then dealing with and approaching diversity will be much easier. Another great way to acknowledge cultural diversity is to integrate it into all aspects of education. Social studies is a great subject to pull from, but it does not end there.

Although the case study was for Korea, Johnson Choc, had mom great ideas of how to educate others regarding cultural diversity. He states that the main goal was to “plans are to teach children of multicultural families Korean culture, to help them learn Korean as well as their mother tongue, and to provide after school programs so that the children can adjust themselves to the education system” (Johnson, 2010). The idea of having after school programs to aid ELL’s and their families in learning English is terrific.

This will extend the learning time outside of the classroom for those who would be interested in participating, as well as, offering childcare during after school hours. As an educator it is important to reach out to families of English Language Learners and connect with them. Teachers must encourage families to participate in school functions and aid in the success of their child’s education. Connecting with families has many positive outcomes, but one in particular is squashing the idea that immigrant and minority cultural values are dysfunctional (Syria, 201 1).

Therefore, it is important to work together as a school and community to ensure students and their families feel welcomed. Inviting members of the community into the classroom who are great cultural role models is a great way of accomplishing this. Syria suggest six ideas or target areas that can be helpful, and they are, assisting families with parenting skills, improve communication with families, increase opportunities for families to volunteer at school, help increase family involvement in student learning at home, ensure that families play a role in school decision making, and increase collaboration with the community (Syria, 2011).

With this in mind survey your community and connect with families, then develop activities that will ensure their involvement and cooperation. Below are examples of three activities that honor and respect cultural diversity. Activity One: Celebrate Cinch De Mayo This will be a two part activity to be done during class time and after school. To begin, as a class we will be creating decorations for a potluck type dinner that evening, and decorating the gymnasium or community hall. We will need different types of paper, material, glue, string, and tape.

This would also be a great opportunity for students to bring things from home that represent their culture. We could use these things as centerpieces on the tables. Prior to these activities flyers will be sent home in both English and Spanish to inform families of the projects, and the celebration. The flyer will not only request their appearance, but to also bring their favorite Cinch De Mayo dish. This activity is addressing the Spanish speaking community and bringing a part of their culture into the classroom and outside of the classroom.

Let’s face it who does not like a celebration with, food, family, and fun. This provides a great opportunity to teach social studies and the history of Cinch De Mayo and its importance. It is also a great tool for art, science, reading and math. Activity Two: Open House Volunteers At the first open house of the year have parents sign up as classroom lepers for days of importance from their culture. You would partner with the parents to gather information on what day they would like to honor from their culture. The parents would be your best resource for what children could learn from them.

You and the parent could meet the week before the event to plan the activities, worksheets, etc. And by doing this you have an ongoing dialogue with parents, parents become active participants in learning, and it gives the English learner student a greater sense of pride and inclusion into an often otherwise difficult transition. This can target all cultural groups within the classroom. The materials are minimal at first and consist of calendars in English and the home language to mark the important dates, pens or markers, and welcome flyers.

Please note that a calendar in each language should be sent home with the families. From there as you develop activities your supply list will change as needed. This again will pull from all subjects within the classroom and involve both students and their families. Activity Three: Homemade Dictionary In this activity you will devise a dictionary to help the students and their arenas with the transition in English language learning. You could include pictures with the words to help with translation and understanding.

You could ask parents to submit suggestions for words from their language that are commonly used and create a page of English words and their language words for a better understanding of language the student might be using. This would be extremely helpful to you and to other students who are trying to befriend the English language learner and include them in activities in the classroom. This activity will target all cultures within the classroom and will be extremely helpful in all subjects, but mainly in Language Arts.

The materials will be minimal at first, because you want to compile lists that will then be transferred to poster board and located throughout the classroom. So pens, pencils, and paper is all that is necessary to begin. The great thing about this activity is that it will not only help the students, but the teacher as well. It is not uncommon for non-English Language learners to get stuck for words from time to time, so having these prompts through out the classroom in both English and the home language will help everyone in class to monomaniac. Teaching cultural diversity within the classroom is important to everyone.

It is not only helpful to the teacher and English language learner, but it also teaches the other students to respect other cultures and their beliefs. The over all goals here is to teach ELL students the English language, but we do not want them to completely leave out their heritage and beliefs. Inclusion is futile and we can do this by involving their families and educating them on how to take part in their child’s education. This can be accomplished by making sure teachers are give the proper techniques to approach diversity, and connecting with culturally diverse families, and figures throughout the community.

However, disregarding the loss of culture through the western culture, Native Americans put the effort to preserve their culture as much as possible through storytelling. Native Americans have nothing but stories to tell. In order for them to know they have existed in the past. Native Americans keep themselves and their culture alive through the power of storytelling, regardless of how the stories are expressed by the storytellers, they all have the implication point at the end. To prevent Native American heritage from fading, Native Americans tell stories as time changes.

Being born and rough up in the United States, realized that the western culture has more of an impact on me than my home-based culture, Indian. The day I went to a temple in India was when I realized I was not influenced by my culture at all; instead I was influenced more by western culture. When I went to the temple, was familiar with manners that were performed in a temple, however was not as familiar with the language that was being spoken as the priest said the prayers. My mother had taken me up to the prayer room where the priest was standing in front of the stage, where all the statues of the gods were set p.

I was standing as I clasped my hands in prayer. The priest walked up to me asking me, “What is your name child? ” in Hindi. As I struggled to understand him, I looked back at my mother for assistance, and she translated for me telling me what the priest was asking before I made a fool out of myself. I replied back saying, “Shiva. ” Then the priest asked me another question in Hindi again, “What is this god’s name” as he point at the statue of a god with an elephant head. When he asked me this, I could not comprehend as to what he was asking was so baffled.

Again, looked to my other for help, and she gives me a look as if she expected me to know what the priest was asking me. By this, I realized there was a language barrier between my culture and me. I recognized that if cannot converse with another Indian, how am I suppose to be close to them in general if western culture is so influential. Culture defines one’s identity, because it is the only way one can connect with another by sharing the same language, stories, traditions, songs, beliefs and most importantly morals.

In the PBS article, “Revitalization Native American Cultures” it States, “Language is really a key to he soul of the culture. ” I was never taught Hindi properly because I have always lived in the United States; I have always spoken broken Hindi blended with English UN like my parents who were taught the knowledge to speak Hindi fluently because they were taught by parents as they grew up in India. In We Are Still Here by Leigh Podgiest, Katherine states, “When you know your language, you know who you are. But now, today many of my people are in great danger of forgetting who they are. Because I do not know my language properly, I feel like I am out of place when I go to places where my Indian culture IS highly present. Feel as if I do not know who I am. For instance in India I felt out of place because I could not relate with my native members. I did not feel at home, yet was in my home country. In many cultures such as the Native American and Indian cultures, language holds an important responsibility in one’s life. Language is a symbol of ones identity and not knowing my language shows how much priority I give to my culture.

I felt foreign due to my lack of awareness of my culture. As the western culture is so resilient, it is going to cause cultures including Indian and Native American culture to decay along with native languages of the cultures as the future generations are born after another. Native American culture is vanishing through various Ways, one being language, because of the influence of western culture. In the article, “Katherine Siva Sable, preserver of Cahill culture, dies at 91”, written by Elaine Woo, mentions something Katherine used to say often, “When you lose your language you lose everything.

You can’t interpret your song, your stories – it’s gone. ” By the time my grandchildren children are born, western culture is going to dominate, gashing away the importance of many home-based cultures such as, Indian culture, and Native American culture. I have noticed parents who live in the United States do not offer great attention to teach their children their traditions and heritage of their roots of origin like how they were taught when they were raised.

By this, it triggers the youths of today’s generation to think it is not important to know what their native culture is and be downright influenced by the western culture. In the Issuance Film Festival Classic Film called, “Conversion” by Nabob Becker. It uncovers a story about the Navajo Reservation in the Southern West of United States. Christian missionaries cause disastrous consequences for a Native American family, intruding their worlds with their own ways causing the families to be torn apart.

The film starts off with a young Native American girl walking through the dry fields, as she pulls out a card with a image of Jesus on it, and on the back there is a written verse that says, “That they might know thee, the only true God, and Jesus Christ whom thou has sent. John 17:3”. As she is left with hopeless while she and her family faces struggles of her grandfather death, she gazes at the card with hope, as her east resort. With no guidance being offered, or any kind of help as she is alone in her world, this little Native American girl turns to the missionaries.

She starts believing in Christianity, more importantly in Jesus Christ trusting he can support her through the misery she and her relatives are bearing. By this scene in the film, it shows the influence of the western culture of the missionaries, having extreme power on the young Native American girl and her beliefs. In the beginning of the film, it proves that the struggle to preserve the Native American culture and land failed, as the fields are dry with no epees in sight. In the PBS article, “Revitalization Native American cultures” it says, “Indians were to be assimilated into the dominant European “civilization. ” The film continues on by showing a young Native American girl’s conversion. Leaving her faith, she starts believing in Jesus Christ. By this it displays that as the missionaries attempt to take over native land with their western culture, their appearance on to native land has gradually start affecting and influencing the Native Americans’ upcoming generation. When one stops believing in their culture, and starts believing in another, shows heir change in identity; being ignorant and insensible to where they come from or their culture is.

Nowadays, many people consider cultures to be fashion trends. Living in the united States as an Indian, have noticed how the western culture uses other cultures such as mine, the Indian culture for fashion desires. The Western culture has been devaluing the significance Of the Indian customs by taking commodities from the Indian culture for fashion purposes. In the Indian culture, emends, or henna holds a great cultural purpose. At weddings ceremonies, mended plays an important role.

Emends is meant to signify the strength of the bride’s marriage and the amount of love she is about to receive from the groom’s family. Emends also symbolizes luck for the bride and her marriage, the darker the color the more luck she has. However, Americans taking the idea of emends from our religious wedding ceremonies, and hiding the significance of it, using it for fashion purposes undervalues the importance of the religious aspect of emends at Indian weddings. For instance, in the western culture emends is popular at summer festivities or music festivals such as concerts and raves.

Taking this custom ND relating it back to what Katherine states in the play We Are Still Here by Leigh Podgiest, “our social structure and society had broken so far down there was no one left who knew the proper way to perform the ritual. ” Just like Katherine states America’s society snatched the ritual aspect of emends because many Americans are desensitizing from Indian’s significance of wearing emends on their hands. Americans have also belittled Native American’s heritage in many ways such as, using barred feather Indian headdresses for events that require costumes such as, Halloween, raves, and assign shows.

Emends IS not the only religious Indian ornament that is used by Americans for fashion statements. They also use, other religious ornaments such as binds, palls, tikes that are typically used to Binds, palls, and tikes, are also typically used for honoring the start of a new life for the bride. Americans using Native American’s heritage for their fashion purposes degrades the Native American culture, that comes with a history of events, such as cultural genocides, domestic schools, prejudice, lost generations, and the annihilation of tribes of people and their tribal cultures. In an article written by Angela R.

Riley called, “Sucking the Quilted Dry’ discusses about the disrespect and insensitivity the Native American tribe called Quilted had to endure as they encountered MS. Com and Nordstrom use their tribe name and land for commercial benefits. MS. Com disrespected the culture of the Quilted tribe by making and publishing a virtual tour video of “Twilight”, and Nordstrom designed and sold items such as hoodoos, and accessories that were related and named after the Quilted tribe. MS. Com trespassed onto the reservation cemetery of the Quilter’s hat is considered sacred for a virtual tour video of “Twilight”.

Instead of asking the Quilted tribe for permission to enter the sacred grounds, MS. Com asked the Chamber of Commerce for permission to able to go on the grounds of the Quilter’s. By doing so, it displays the respect MS. Com held for the Native American tribe, none. As MS. Com videotaped graves of past chiefs that were displayed on the sacred grounds, presenting the images in the video with chilling music in the background not only shows the ignorance of the American culture in today’s society, but also the disrespect awards the Native American culture.

As soon as the Quilted tribe discovered this video, they persuaded MS. Com to remove the video off of the Internet. Later on, MS. Com realized that trespassing the great sacred parts of the reservations was wrong because it holds such great significance to the tribe; causing them they apologized to the Quilted tribe. The significance and authenticity of the Quilted tribe is diminishing slowly as the American society began marketing their culture in high-end store such as Nordstrom.

The Quilted tribe does not mind sharing their tribal culture, as Eng as it was shared in a respectful way, and if they received credibility for it. However, when Nordstrom promoted products related to the tribe such as hoodoos, accessories, and charm bearing Quilted werewolf tattoos they gave no recognition or payment to the Quilted tribe. Similarly to Gwen Stefan, in a recent No Doubt music video, dressed in Native clothing, complete with a fringed tribal dress and feathered headdress. She is chained to a wall by cowboys, captured and held hostage at gunpoint and asks in her lyrics, “Do you see me looking hot? The response from the Native American community as a decided no. Backlash included accusations of making a mockery of Native culture, and unfairly profiting from racist stereotypes in the article, “Native American Culture is not a trend” by Altair Combat. By these selfish acts of the American commerce, tribes such as the Quilted tribe, and other Native American tribes still fall under the poverty mark, while their culture is used for money-making purposes that degrades and lessens the importance their heritage and traditions.

As the people of today’s culture think it is acceptable to use sacred land, authentic wardrobe Of the Native Americans ND vending tribal cultural related items for entertainment and fashion purposes not only undervalues the significance of the traditions of the Native American tribes but also insults the culture. As Native American culture is declining, through all the past and present predicaments they have faced taking bits and parts of the culture, altering it. The only method to save the culture is through storytelling. As storytelling is the door to another time, people and culture.

In Native American society, storytelling plays a great role in holding the stories from the past, to present day stories, which contains the importance of modifications of values, beliefs, customs and daily lives in Native American culture. In the article, “How to live ethnically” written by Arthur Durbin states, “Stories provide a way of understanding our place in the scheme of things by structuring our understanding of events. They root us in an on-going stream of history and thereby provide us with a sense of belonging and helping establish our identities. Many different Native American storytellers share their stories about the heritage and culture, however regardless in which form the story is expressed they altogether hare the same purpose at the end, preservation of their culture. Storytelling is a way to keep different tribe’s culture alive. In the article, “Native storytellers connect past and the future” by Shannon Smith it States, “Each tribe has a different creation story, ranging from tribes emerging directly out of the earth to the divine breathing life into medicine bundles. Storytelling is a universal resource of collaborating cultural traditions, morals, and beliefs, as well as a mechanism for passing on information about history, science, government, and politics. Some stories are new; others have been handed own from the ancients (Storytelling and Culture). Storytelling and stories are important in the creation of the basket in the poem, “Reweaving the World Alone” by Stephen Meadows, because the basket itself represents the universe of the Native Americans.

The basket symbolizes hope for the future of the Native Americans, because their heritage has faced so many tremendous hardships to their land and culture. The basket is composed Of loops that are woven one at a time, as each loop is constructed of a story. These native stories are stories that collect their past, present and future of their culture. These stories are incorporated with different traditions, wisdom, knowledge, attitudes, and beliefs. The basket in the poem not only represents a collage of stories but can also be interpreted as a symbol of hope for storytelling.

Majority of Native history was contained in the words of elders to children. Storytelling is a powerful medium of imagery and description to provide a foundation of understanding Native culture through the diffusion of ideas and history through themes, as well as give guidance to the role of a woman as protectors of culture and values (Smith). Storytelling provides audience for future descendants as it collects the knowledge of past and present experiences, one is able to live through the lives of many, learn from the mistakes Of many, and gain the wisdom of many.

It is the cycle Of life. Despite repeated attempts at annihilation, Native people remain. Native culture focuses on the preservation of culture for future generations, which includes the long past and current reality. As storytelling undergoes radical changes due to the scattering of native people from the tribal community, the future generation holds the power to progress storytelling, however new and milliamp challenges simultaneously the rotten to extinguish the traditional form (Smith).

Storytelling not only hands down knowledge and enlightenment but also keeps the culture prospering, and modifying with the growing time as it emphasizes lives and values of native peoples. As morals and values are passed down through culture and traditions they are altered through passing of each generation. Cultures such as Indian and Native American are gradually being influenced by western culture, causing them to diminish slowly as they are devalued through many ways. Western ultra have disrespected and undervalued Native American culture along with Indian culture by using customs, and their heritage for commercial benefits.