Developing cultural mindset in globally diverse organizations

¶ … organizations increasingly global diverse nature, leaders work develop a cultural mindset diversity thrive decreasing productivity. In assignment, address development implementation a cultural mindset a diverse global group employees.

Cultural Mindset Development

Companies' employees in a European country must work together with their employees in an Asian country. Cultural differences between these countries are important, and they influence relationships between employees, but also their efficiency and productivity. Therefore, it is in companies' best interest to ensure a cultural mindset that allows diversity while not affecting people's productivity.

Integrating Perspectives

Much of the work in integrating different perspectives in the attempt to become successful in a culturally diverse society relies on the leader. One of the most important skills of leaders relies on their ability to integrate varied perspectives within their team, workplace, or company (Romanenko, 2012). This is because culturally diverse environments provide varied opinions on most issues addressed by the company. Business views are influenced by culture, customers' attitudes' towards products are influenced by culture, and employee interrelationships are influenced by culture.

The main challenge in this case is to determine employees to accept points-of-view, ideas and perspectives that are different from their own. Most problems determined by cultural diversity can be attributed to the fact that people do not accept each others' diversity. Once an acceptance level is reached, it is easier for employees to understand different points-of-view. This also ensures a reduced number of conflicts within the workplace.

In order to reach this objective, it is important that leaders focus on developing a cultural mindset where the needs of all employees are addressed. Employees in culturally diverse workplaces must feel that they are understood by the company they work for and that their culture is important to the company in case. In addition to this, leaders must ensure that everyone understands that each employee's opinion is valuable.

There are several types of integration that leaders can address. These refer to structural integration and informal integration. In the case of structural integration, the company in case makes a voluntary effort into integrating cultural diversity within the organization. All structures off the company must ensure they integrate cultural diversity based on the strategy developed by the leader (Cox, 1994). This is a formal approach to integrating cultural diversity, and a more efficient one. This is because it requires effort from all structures, making it difficult for certain structures not to work on the integration issue. Informal integration usually does not rely on an organizational level strategy. In this case, each structure of the organization has its own strategy for integrating cultural diversity. This is not as efficient because it does not rely on joint effort of company structures.

Communication Methods

The success of cultural diversity integration also depends on communication. Companies that want to develop a culturally diverse environment must also focus on the communication methods they use in sending the correct information to the interested parties. This is more important in the case of mergers, joint ventures, and acquisitions between companies in different countries and cultures.

In order to successfully communicate with culturally diverse recipients it is important to understand their culture, and to identify the preferred communication methods of each culture. The most frequently used communication methods are oral, written, and body language. In the case of oral communication, this depends a lot on language. In culturally diverse environments determined by mergers, joint ventures, and acquisition it is likely that several languages are spoken in that environment (Boje, 2001). It is also likely that not everyone speaks those languages. Therefore, oral communication is not the best solution in such cases. Body language is also not the best method in such cases because the interpretation is different in these cultures. Written communication is the most efficient communication method that should be used in culturally diverse environments. It is important that leaders understand the influence of communication on productivity.

Reference list:

1. Cox, T. (1994). Cultural Diversity in Organizations: Theory, Research and Practice. Berrett -- Koehler Publishers. Retrieved April 15, 2014 from http://books.google.ro/books?id=Dr7IllPVGJYC&printsec=frontcover&dq=cultural+diversity&hl=ro&sa=X&ei=rENNU7yTCaeDywPmmYCwDg&ved=0CCkQ6AEwAw#v=onepage&q=cultural%20diversity&f=false.

2. Sanibel, M. (2009). The Art of Negotiating. Entrepreneur. Retrieved April 15, 2014 from http://www.entrepreneur.com/article/203168.

3. Boje, D. (2001). Narrative Methods for Organizational and Communication Research. Retrieved April 15, 2014 from http://books.google.ro/books?id=gIwGrRW_KloC&printsec=frontcover&dq=communication+methods&hl=ro&sa=X&ei=OYxNU8zTM4POygPdrICYCg&ved=0CCoQ6AEwAw#v=onepage&q=communication%20methods&f=false.

4. Romanenko, A. (2012). Cultural Diversity Management in Organizations: Psychological Variables Diversity Trainings. Retrieved April 15, 2014 from http://books.google.ro/books?id=IYdhAQAAQBAJ&pg=PA92&dq=cultural+diversity+organizations&hl=ro&sa=X&ei=z45NU9-iGMep4ASMt4DQCw&ved=0CDUQ6AEwBg#v=onepage&q=cultural%20diversity%20organizations&f=false.

5. Janssesns, M. et al. (2010). The Sustainability of Cultural Diversity: Nations, Cities and Organizations. Retrieved April 15, 2014 from http://books.google.ro/books?id=X_b_Ey4pQnYC&printsec=frontcover&dq=cultural+diversity+organizations&hl=ro&sa=X&ei=hI9NU5aoOqPy4QSDqoGwBA&ved=0CCMQ6AEwAQ#v=onepage&q=cultural%20diversity%20organizations&f=false.