Managing Diverse Employees in a Multicultural Environment

Given the multicultural framework in any setting, the necessity to harbor and manage diversity in a environment always somewhat inevitably arises. The development of a diverse workforce is a harbinger of future awareness, regarding the unique and differentiating needs and requirement of different employees belonging to a disparate cultural framework (Cox, 1991). The emergence and relevance of awareness about the conception of diversity has always followed migration, politics, and inherent implications that many countries continue to experience. Due to the optimum in globalization and immigration styles, it is becoming paramount in the current era to invent effective benchmarks for managing variety within organizations that may help in various multicultural organizations to function with great agility and efficiency.

Types of Diversity

Diversity can be differentiated into varying categories with respect to the level and amount of social disparity that is available between individuals working within an business. Types of variety can be categorised by taking into consideration the dimensions where they exists. You will find four basic proportions that constitute different types of diversity: Personal Aspect, Internal Dimension, Exterior Aspect and Organizational Dimension (Gardenswartz and Rowe, 1995).

Within the world of personal sizing, diversity prevails on an extremely subconscious level within the brains of specific where individual variations exist based on personal predispositions. This aspect of diversity is considered to be minimal subject matter for deliberation since it entails the examination of specific employees on an individual basis which proves to be greatly redundant and inefficient. The preceding dimensions of diversity consists of racial, cultural, physical and erotic differences. This dimension of variety is of most significant concern due to its direct regards to the workplace operation. Acknowledging the presence of diverse employees belonging to a different race, gender, generation, erotic orientation, and ethnicity and designated by different physical features, provides a direct path towards controlling diversity.

The external aspect consists of dissimilarities based on marital status, religion, appearance, parental status, work experience and educational history. This aspect specifies that diversity types which under the control of a person are easily changeable rather than inherent. Therefore, the value of these kind of diversity is less compared to that of the prior dimensions due to their inborn dynamics and characteristic (Gardenswartz and Rowe, 1995).

The last level of variety is that of organizational dimensions which includes diversity on a level of organizational proportions. This aspect specifies types of variety based on management position, union affiliation, seniority and work location, among others. When contemplating a work place environment, the key aspects of concern revolves around the consideration of the types of diversity specified in inside dimension.

Importance of diversity

The reason many organizations are opting to develop a diverse labor force is that it offers additional benefits that prove to favor organizational success in the long run. Traditional, non-diverse workgroups were considered to offer a highly effective work environment for employees. However, following the realization of the value of variety, many organizations have transitioned into decorating a diverse work place.

One importance of using a diverse workforce is the fact that it provides an additional component of increased adaptability which implies that such a labor force is with the capacity of developing better variety of means and solution for solving problems and offering innovative alternatives and recommendations (Greenberg, 2005). People who have diverse backgrounds provide their particular sets of activities, capabilities and perceptions to organizations that permit them to be more versatile in adapting to changing business cases and market and demand fluctuations. Variety can improve the decision making and problem dealing with skills of the team because of this of which output and efficiency will probably increase.

Diversity also supplies the advantage of increasing the opportunity of attaining a broader group of clientele on a worldwide basis. It is a corroborated reality any corporation that has a diverse labor force is capable of expanding, getting and attaching to greater units of demographics (Fine, 1980). Variety ensures that people belonging to diverse backgrounds are catered to at work. This understanding allows organizations to produce an environment proclaimed by a awareness that is with the capacity of understanding the needs and requirements of various global demographics. If organizations accomplish the task of catering to these specific requirements and essentials of their workers, then generating income through novel and innovative means is guaranteed. The present prevailing trend of globalization that is being vivaciously used by many organizations is because the increased acceptance of diversity and knowing of its additional long-term advantages in the current modern work place (Esperson, 2005).

Disadvantages of Diversity

However, the implications of fabricating a diverse environment can also be unfavorable with respect to the tendency and willingness of the majority to accept the assimilation of diversity within their work place. Conflicts of varied diverse categories, unionization, and turmoil of passions are some of the disadvantages of having diversity within work environment (Amaram, 2007). Diversity at office, if not been able properly, may lead to conflicts at place of work that threaten the amicable relationships and culture of the work area. It could also be very hard to gain worker buy in of certain new programs and ideas as a result of prevailing negative behaviour and beliefs regarding certain races and ethnic backgrounds. Further, even the best intentioned programs could be looked at suspiciously by minority categories, who have been mistreated before.

Importance of Taking care of Diversity

Considering the huge benefits and concerns of and the need for diversity in today's world, it is becoming extremely important to manage the facet of diversity within organizations. Variety within a work place is bound to create unavoidable ripples within the cultural and vocational realms of any corporation (Rosaldo, 1997). Many companies are apparently realizing the fact that managing diversity is not only essential but also a way for creating future leads. Thus, harboring the features of diversity requires handling it in the most effective way possible and ensuring that certain specifications are met to promote and instill diversity all throughout the business.

Given the increase in reported conditions and lawsuits over prejudices and discrimination at work in former, many organizations are experiencing the need to develop practices and benchmarks for managing diversity. It is vital to provide similar opportunities and good treatment to every worker accordingly, which is only possible by effectively taking care of diversity (Mor-Barak, 2005).

Therefore, the increased assimilation of any diverse pool of personnel, aversion of worried litigation and effective worker management are factors that donate to the importance of managing variety. Without devising proper methods for managing this craze, the huge advantages that diversity promises may easily be neglected.

Diversity in UAE

The United Arab Emirates has ever more become a significant hub of industrial prospect in the past few years, saving great performance in social and economic indicators (Al Abed and Hellyer, 2001). Most traders and hopeful inhabitants searching for a better quality lifestyle have emigrated to UAE in search of exploring new and richer avenue for professional progress. The place of work environment within UAE has become more diverse and the entire country has started to acknowledge the immediate impact of variety within its work place.

The professional situation regarding diversity that is out there within UAE is significantly strong and relatively less noted and formalized owing to the rudimentary developmental level that the complete Middle East goes on to experience. The region itself flourishes on the thought of external intervention and engagement from the complete world. For organizations, acknowledging and furnishing variety within their office is a preferred way to burgeon and develop (Zain, 2009).

In the truth of UAE, the implications of diversity are somewhat slight. The country embraces and stimulates variety by promoting commercial values and hosting committee meetings to address the main topic of the growing diversity within the region. However, UAE will not enforce stringent regulations or restrictions that address diversity or discrimination within the work place. The present account of variety within UAE is merely due to the increased developmental activities and the associated increase of foreign workforce within the nation. Thus, the mildness of the impact of variety within this region is justified.

Examples

The Dubai Centre of Corporate and business Values addressed the subject of growing variety within UAE in its third committee meeting (Dubai Centre for Corporate Prices, 2008). In this appointment, the committee people presented their examination and developed tips for addressing variety within the UAE workplaces. This committee performed a pivotal role in formalizing the aspect of the growing variety within the country and prescribed advantageous practices for the many corporations functioning within the united states.

Besides these endeavors, the instances of recorded and mentioned diversity action ideas have been undocumented and also have gravely mimicked the American insurance policies which may have been shared all across the world. The presence of various multinational companies in UAE has provided a sound base for most nationwide workplaces in the country to put into action their international diversity benchmarks. These facts suggest that the majority of Emirates' workplaces have integrated diverse employees, but have not formalized and developed their managerial plans in accordance to address the main topic of diversity with a unique perspective. Having less innovation in diversity management within the organizations of UAE is substantiated due to the absence of the domination of any particular sect or demographic. The united states itself comprises of a heavy human population of diverse people that annuls the result of politics or public domination of any group.

Al Ghurair Group also strives to bring in new programs and develop company guidelines that are in line with managing variety within the business enterprise group. The group feels a diverse workforce is vital to its success. The work place is designed to be free of harassment and discrimination by promoting a culture that respects all nationalities and ethnic backgrounds. All employees, regardless of their backgrounds, are provided training and development opportunities, free medical insurance, and a conducive work place (Al Ghurair Group, 2010).

Balfour Beatty is one of these of the multinational company functioning within the UAE that utilizes extensive diversity management programs and techniques that render a variety of services because of its employees to establish a sense of belongingness. Their training activities are marked by identical treatment of each employee. The company offers its employees facilities to practice their individual religious beliefs and debit cards and ATM services to the migrant staff. Their Zero Harm Safety program developed because of their employees is carefully designed and translated into several different dialects and dialects, mostly used by their workers (Balfour Beatty, 2009).

Emirates Airlines is another exemplory case of a company that is successful in handling variety within its labor force. The company's commercial values provide the basis for quality services, employee development and learning programs and staff benefits that are evenly offered to every worker. Over 150 nationalities constitute the workforce at Emirates, thus, supplying it one of the most culturally diverse and ground breaking employee basic that ensures its ecological success. The business, however, faces obstacles of female employee retention and increasing the number of UAE nationals in the business, who currently comprise about 5% of the Emirates labor force (Sull, Ghoshal and Monteiro, 2005).

Managing Diversity

There are lots of measures that may be adopted to control diversity within workplaces that can only be dependant on the depth of diversification and assimilation of varied groups within the organization, and the quality of interactions and associations they possess. In order to determine which methodology works best for just about any given context, it's important to firstly assess the environment.

If a place of work is composed of very understanding, cooperative, tolerant and respectful employees, then adopting extensive options for diversity integration would demonstrate infeasible. Creating consciousness and verbalizing the need to introduce and furnish further diversity can improve the present environment even more (Golembiewski, 1995). However, in cases like this, it is rather important to consider the actual fact that even though having a tolerant labor force is essential for supporting diversity, it does not completely address the problem of diversity within any corporation. It is important to set evaluation standards that measure individual performance based on objective facts, and compare the ongoing interaction and grievances that may arise every once in awhile.

Diversity management can be made effective by objective examination of the growing needs of every work group. Ensuring that employees are noticeably compensated and equitably treated through proper public, professional and financial specifications requires acknowledging the existence and formalizing of diversity action plans. It is paramount to generate awareness and offer employees with comfortable grounds for communication, where they can dwelling address issues that they could come across (Ozbilgin et'al, 2007).

A firm determination of upper management establishes a strong acceptance for diversity and promotes specific tolerance of employees towards other diverse groups. In some instances isolation is an important method for protecting the eye of certain diverse communities and the business. This suggests that every solution that is usually to be adopted to market variety should ensure that every group must be offered security through whatever means possible in order to function well (Kreitner and Kinicki, 2009).

Conclusion

Managing diversity in a multicultural environment is both challenging and advantageous. Owing to its many advantages and benefits, organizations are shifting towards the craze of incorporating more diversity within their work place to be able to prosper in the current fast paced period. For the multicultural context, it becomes highly essential to develop formal rules and procedures that ensure basic safety and certitude of operability. Within the absence of such management, a multicultural group would only vanish.

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