Managing Diversity in the Global Work Culture
par Валерия Мартыновская
1. Globalization and Diversity
1.1. Globalization: Shaping the world; cross-cultural conflict is a by-product.
1.2. Cultural Behavior: Influenced by legal systems, conflict resolution, and social protocols.
1.3. Forces Undermining Racism: Genetic similarities; stereotypes can be dissolved (Exhibit 7.3).
2. Importance of Diversity in the Workplace
2.1. Globalization: Workforce diversity is increasing due to global migration and communication technologies.
2.2. Learning Objectives: Strategies for managing a multicultural workforce.
3. Defining Cultural Diversity
3.1. Perspective: Differences are gifts, not deficits.
3.2. Organizational Diversity: Includes race, gender, age, religion, sexual orientation, etc.
3.3. Cultural Diversity: Coexistence of different cultural practices.
3.4. Perspective: Differences are gifts, not deficits
4. People on the Move
4.1. Human Migration: Originated in Africa; 99% genetic similarity among humans.
4.1.1. Refugees
4.1.2. Internally Displaced Persons
4.1.3. Migrant Workers
4.2. Impact of Immigration: Push and pull factors (Exhibit 7.2).
4.3. Global Trends
4.3.1. Resurgence of ethnic identities.
4.3.2. Emergence of transnational ethnic groups
4.3.3. Desire for freedom and human rights
5. European Union Diversity
5.1. EU Integration: 27 national cultures; focus on cultural diversity and e-business.
5.2. Challenges: Cultural and linguistic diversity; need for collective European approach.
6. Microsystem’s Perspective
6.1. Micromessages: Small, repeated messages impact organizational culture.
6.2. Negative Micromessages: Lead to micro-inequities, damaging self-esteem and performance.
6.3. Cross-Cultural Training: Should include cultural awareness, communication, and skill development.
7. Leadership & Diversity Management
7.1. Diversity must be valued and integrated into organizational systems.
7.2. Minority cultures want to be valued, not tolerated.
7.3. Human beings are the most important asset.
7.4. Diversity enriches life and advances human potential.
8. Empowering Workers
8.1. Empowerment: Sharing authority and responsibility; inclusion of women and minorities.
8.2. Strategies for Empowerment
8.2.1. Ensure self-leadership
8.2.2. Provide choice
8.2.3. Develop competence
8.2.4. Assign critical tasks
8.2.5. Offer visible support
8.3. Worker Participation: Employee ownership and shared decision-making.
9. Worker Transitional Problems
9.1. Job Security: Depends on marketable skills and adaptability.
9.2. Temporary Work: Can improve quality of life but requires new management styles.
9.3. Dehumanization of the Workplace: Concerns over short-term profits vs. long-term loyalty.
10. Macrosystemic Perspective on Organizational Diversity
10.1. Global Leaders: Understand complexity; focus on systemic approaches.
10.2. Mergers and Acquisitions: Cultural variance can have negative effects if not managed.
10.3. Thomas and Ely Study: Three paradigms for managing diversity:
10.3.1. Discrimination-and-Fairness Paradigm.
10.3.2. Access-and-Legitimacy Paradigm.
10.3.3. Learning-and-Effectiveness Paradigm.