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multicultural workplaces face when competing in the current market. As multiculturalism begins to have more of a presence in management and leadership positions, organizations will need to address issues unique to them and modify their leadership strategies. Implementing cultural programs would be one such strategy, and it would require organizations to evolve, look inward, and make transformational change in order to create and improve multicultural employee retention. Such a strategy would create 'grooming' or succession processes for proteges; preparing employees from within the corporate structure for career advancement into leadership positions. Studies show that the benefits would be mutually beneficial in that the employee would feel appreciated which could translate into long-term gains for the organization. This will be a theoretical paper addressing the many factors contributing to the lack of ommunication clarity in multicultural workplaces and whether managers in global organizations have a greater tolerance for ambiguity.
1. Do managers in global organizations have a greater tolerance for ambiguity?
2. Can mentoring or coaching programs in global organizations improve communication clarity in leadership?
Based on the study carried out by Trochim (2006), one finds two primary approaches towards investigative logic: 1) deductive and 2) inductive. Deductive reasoning, also called the "top-down" tactic, works via more general goals up to the more specific goals. The inductive reasoning, also called the "bottom-up" tactic, works another way i.e. begins by getting specific goals in the researcher's mind and then developing them into generalized and common notions and practices. To be able to achieve the objective of this research the investigator used both inductive and deductive approach (Trochim, 2006).
One will find two primary formats of data collection methods: 1) quantitative that is essentially number breakdown and representations of all of the data and 2) qualitative including different intangible dimensions and may incorporate photographs, videos and audio recordings. The second is much more elaborate then your former. Within this study the researcher used both numerically proven improvement stats provided (i.e. quantitative data) along with the personal insights from the subjects (i.e. qualitative data) (Bouma, 2002).
Through the years there has been two precise sampling methods utilized by numerous scientists. These methods would be the probability along with non-probability sampling methods. Cohen Manion and Morrison (2000) in their study explain that the primary distinction between both of these methods would be that the former is much more casual and doesn't possess a specific target or segment from the population in mind whereas the non-probability sampling procedure is extremely formal and incredibly purposeful in the selection of who the investigator studies and why. Within this particular study, for quantitative analysis, the subjects were selected from (title of companies) of (country of origin). The investigator used non-probability convenience sampling to hands pick subjects from all of these companies (Easterby-Smith et al., 2002).
For undertaking semi-structured interviews, the investigator used the non-probability sampling procedure because it permitted us to include the various methods which are built round the personalized and subjective insights. Hence the interview sample being analyzed here comprised of four people. These individuals were selected using the convenience sampling procedure which permitted the investigator to begin while using initial sample of individuals and then cutting it down till he got nearest to the sample that was most suitable and helped him formulate the conclusions in relation to the objective of the study (Trochim, 2006).
Data Collection Techniques
Typically, the surveys may take up one of these simple two forms: a questionnaire or perhaps an interview. The first kind usually involves an itemized approach that the respondent utilizes in responding to the "questions" provided to him within the survey while interviews are to be carried out not by the respondent but by the interviewer, as opposed to a questionnaire. In certain situations, it can be hard to differentiate between your two groups of surveys (Saunders et al., 2003).
Each time a questionnaire is used, people will probably intuitively assume that a set of questions will be delivered via postal mail as most people have, at some stage in their lives, been requested to deal with a questionnaire received via mail. A large number of advantages exists for surveys which are sent through mail. First of all, they aren't as pricey as some of the other methods. Apart from that, exactly the same questionnaire could be copied and be delivered to numerous people in the exact form. In addition, it…[continue]
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Multicultural Diversity The topic of the project is "multicultural management in the virtual project setting." In today's globalized business environment, multicultural work teams are become the norm, rather than the exception. Often, projects are undertaken at multiple work sites around the world, so that not only are teams diverse, but they are virtual as well. The members of these teams, with their different ethnic backgrounds, will often have different values, and
Workplace Diversity "The benefits of diversity cannot be achieved with isolated interventions. To the contrary, a complete organizational culture change is required in order to promote appreciation of individual differences… diversity is a multifaceted reality…" (Martin-Alcazar, et al., 2012) The need for diversity in the workplace has been well established in the literature, but the need for managers and executives to build a culture based on diversity is still on the drawing
Thus, more skilled individuals are more likely to possess these. Ensure that the Culturally Diverse Human Resources is Rare Any firm's human resource must be rare, especially if it aims to be the source of sustained competitive advantage. Human skills are normally dispersed in the population, but human resources with high skill levels are rare (Jenson, 1980). In the same manner, the responsibility attached to working in a company or firm
Riordan Culture Multicultural Challenges and Opportunities Facing Riordan Manufacturing: An Application of Theory Globalization continues to be a buzzword for business today as it has been for the last several decades, and with good reason -- the pace at which the world is becoming ever more interconnected through business and economic ties has only increased as technology has continued to close the practical gaps between different peoples and regions of the world.
At the same time, occupational segregation still exists in management positions. Part of the problem is that men are able to devote much more time to their career advancement vs. women who have to also consider raising a family and bulk of the responsibilities of that family. At the same time, however there are now many more women who have created role reversal than ever before, becoming the breadwinners
... led me to suggest, as an alternative to assimilation, the value of being asimilao. IV. Reminders to Help Kim & Lyons (2003) report that games can be successfully used to instill and enhance individuals' abilities to succeed in a multicultural firm. Game playing possesses numerous characteristics which could enhance the learning of competencies areas of skills, attitudes and beliefs, and knowledge. Games which include low-risk potential can increase a sense of
Companies will need to look at regional and national differences, and draw on the similarities between countries to enhance their competitive advantages (Powell, 2005). It is clear that as company, like WTI grows globally, they will benefit from a multicultural workforce. They must put managerial, educational, and cultural proactiveness in place, which will not only improve their opportunities for greater worldwide competition, but by bringing establishing a multicultural workforce,