Major trends in multicultural management: older and recent approaches

Multi-Cultural Management

What are the major trends in multicultural management, both older and recent?

Over the last several years, multicultural management has been increasingly to the forefront. This is because globalization and technology are bringing the world closer together. While at the same time, having a workforce from different backgrounds can help an organization effectively reach out to cliental. (Kelly, 2009) to fully understand what is taking place, there will be a focus on: analyzing the field, examining research on the topic and future directions. Together, these different elements will highlight current and future trends in multicultural management. (Kelly, 2009)

Analysis of the Field

To fully understand what is happening requires looking at the field and how this is influencing hiring, evaluation and promotion strategies. This will provide insights as to what techniques were utilized in the past and those that are just emerging. When this happen, is the point that significant issues will be uncovered.

What is your analysis of the state of the field of multicultural management? Describe important issues or current dilemmas in the field.

The current state of multicultural management has been focused on integrating different philosophies together. This is because a number of firms are expanding their operations internationally and need some kind of assistance in being successful with these projects. To achieve these objectives, all organizations have been trying to integrate different approaches together.

What they found is that there are five attributes that help someone to be successful working with individuals from many different cultures. (Randolph, 2011) to include: those who are analytical, collaborative, reflective, worldly and action orientated. At the same time, a number of firms are focusing and having the person use these skill sets to understand the traditions of a particular country. (Randolph, 2011) This helps them to more effectively adapt with a host of situations. These ideas are significant, because they are demonstrating how the majority of organizations are concentrating on combining strategies to reach out to a large demographic of stakeholders. (Randolph, 2011)

Moreover, many business schools are combining specific management techniques with ethics and cultural training. This is because the underlying values for different countries will vary from one region to the next. (Nelson, 2012) While there is also an emphasis on creating some type of universal standards. (Nelson, 2012) This is transforming the views on ethics inside various societies, by augmenting their traditions with these new standards. When this happens, everyone is able work effectively with each other and see how they contribute to the success of the firm. (Nelson, 2012)

However, a major challenge when implementing these kinds of strategies is that a one size fits all approach is being taken. This will occur when there are issues with different cultural practices and traditions that are embraced by various segments of employees. (Edewor, 2010) if there is a lack of communication, this can create animosity inside the workplace. This is because other groups will feel as if select segments are trying to impose their belief system upon them. When this happens, there is the possibility that this could create misunderstandings and resentment. (Edewor, 2010)

To avoid these kinds of challenges, all organizations must have effective communication and collaboration (among the various segments). This will address any kind of cultural differences and ensure that everyone has a better understanding of one another. (Devine, 2007) When this happens, a common set of attributes will be embraced by the employees (from combining the different cultures together). (Devine, 2007) This is one of the primary reasons why so many individuals are taking a multicultural approach when it comes to different management strategies. In the future this ensures, that their organization is more flexible and can adapt with a host of issues. (Devine, 2007)

These areas are showing how there has been a focus on integrating multicultural strategies together. This is because these practices help firms to reach out to different segments of customers and use individual strengths to achieve their objectives. However, in the process of embracing multiculturalism, it is important to focus on communication and collaboration. This is because understanding one another is the key to improving the work environment. Anything less than this will create animosity and division. When this happens, there will be internal challenges that will hinder performance. Those firms that have more flexibility will ensure that everyone is working together. This is the point that these cultural attributes will become strengths that are used by the organization.

Research Topic

In the multicultural workforce, continuous research is being conducted to see the long-term effects of different practices on stakeholders. To understand the possible transformations that are occurring requires examining different sources (which have been continuously studying these areas). This will offer insights as to the various theories, challenges, industries / technology that are affected and the benefits / drawbacks.

State and provide background information for your research topic.

In the past, management strategies were often focused on using vertical individualism. This is because domestic markets had the most promise and organizations wanted to reach out to one particular demographic. (Gullestrap, 2009) Over the course of time, changes in social attitudes and globalization transformed how everyone was looking at themselves. (Gullestrap, 2009) This led to increased economic opportunities and the ability for other ethnic groups to become important customers. When this happened, there was a concentration on horizontal individualism. (Gullestrap, 2009) This is where various segments become upwardly mobile based on affirmative action programs. (Gullestrap, 2009) in the last 30 years, these transformations meant that there was a shift towards using multicultural strategies. These areas are changing the way that all organizations will reach out to stakeholders and the strategies that are utilized. (Gullestrap, 2009)

What are the current theories and areas of debate for your topic?

The transformations in the global economy have led to shifts in the kinds of strategies that are used. This is because many developing countries have begun to play an important part in trade and other areas. (Gullestrap, 2009) to have productive operations inside a particular location requires that certain cultural attributes are embraced. (Gullestrap, 2009)

As a result, a number of different theories must be utilized during the process to include: vertical collectivism and horizontal collectivism. Vertical collectivism is when the person will look at themselves as a part of a larger group. (Gullestrap, 2009) They will accept both the strengths and weaknesses of everyone (in order to help make them collectively become stronger). Vertical collectivism is where the individual will have a certain amount of freedom away from the group. (Gullestrap, 2009) However, in the event that some kind of inequality is uncovered, they will accept what is happening. These different viewpoints are commonly embraced inside Eastern cultures. (Gullestrap, 2009)

Each of the theories on individualism and collectivism can come continually into conflict with the others. The reason why is because one is focusing on the well-being of the individual over the group (i.e. individualism). (Gullestrap, 2009) Whereas the new strategies (i.e. collectivism) believes that the group is more important that the individual. In many Asian countries these kinds of conflicts can create problems inside the workplace. (Gullestrap, 2009)

In response to these challenges, employers have taken select amounts from each theory and used them to create a neutral culture. This will occur when the organization will have specific attributes they are embracing. (Fang, 2010) Yet, the firm will integrate key ideas from the traditions that are embraced inside a region to improve understanding and collaboration. (Fang, 2010) This approach is helping the firms to more effectively adapt to local markets and reach out to a larger demographic of customers. (Fang, 2010) Commonly referred to as Hofestede's cross cultural paradigm, these attributes are receiving the most concentration from entities with an international focus. (Fang, 2010)

However, the utilization of multicultural strategies has created tremendous amounts of debate. This is because many firms will take general ideas and try and integrate them with specific customs in a particular region. (Canen, 2008) the problem begins when many employees will feel they are subject to cultural bullying. When this happens, people will negatively react to these ideas and become set in their ways. This can increase the conflicts inside the workplace and it will negatively impact the views of staff members. (Canen, 2008)

To avoid these challenges, all executives must take into consideration the fact that they have to show strong leadership skills. This means that they need to have a sense of flexibility, understanding and values when working in these locations. (Canen, 2008) Moreover, they should always be open minded to new ideas they will learn. If this kind of approach is used, it will help a firm to create an environment that is embracing Hofestede's model. (Fang, 2010) This is when they can use individual skills and talents to help the organization achieve its goals. (Fang, 2010) (Canen, 2008)

Are there particular industries or technologies that will be impacted by your topic? If this impact is positive, how can it be maximized: and if negative, how can this impact be mitigated?

There are a number of different industries that are impacted by the implementation of multicultural management strategies inside the workplace these include: tourism, customer services, it and manufacturing. (Buhalis, 2008) at the same time, the Internet is helping to bring many regions closer together. This means that some of the challenges which were mentioned earlier are exposing people in specific areas to different ideas. (Hase, 2007) Over the course of time, they will become more accepting and interested in learning about new cultures. (Hase, 2007) This is when multiculturalism management strategies can be effective in creating a unique work environment that is embracing all of the various attributes. (Buhalis, 2008) (Hase, 2007)

This is positive because it is changing the mindset of everyone for the better and dealing with cultural barriers (which were difficult to address in the past). (Brennan, 2007) the way that this can be maximized is to use new technology to introduce cutting edge ideas to someone. This can occur by having them work with particular devices that will discuss specific attributes (which can take both views into account). (Brennan, 2007)

For example, the practice of total quality management was originally an American idea. However, it was refined in Japan and then sent back to the U.S. It is using the beliefs of individualism / collectivism and combining them together. (Brennan, 2007) This occurs based on the idea that everyone plays an important part in helping the company to be successful. If there is a problem with quality, each person has the power to address these issues (before they become larger). (Brennan, 2007) During this process, nobody is seen as superior to the others. Instead, everyone is collectively working together to achieve the objectives of the organization. This is showing how these changes can have a positive influence on the work environment. (Brennan, 2007)

The best way that this can be maximized is for the leadership to have a certain amount of flexibility. This means that everyone must understand how they play a critical role in helping the organization to achieve its larger objectives. (Laturkar, 2010) to enhance these techniques various training seminars are conducted that used different cultural attributes to improve understanding. (Laturkar, 2010) During this process, there is a focus on using technology to bridge the difference. When this happens, there will be greater amounts of learning comprehension. (Laturkar, 2010)

After this takes place, is when everyone will study how to improve communication and collaboration. This will assist the management and staff in creating standards that enhance the learning curve (by having everybody practicing them regularly). (Laturkar, 2010) in the future, these ideas will become a part of the work environment and how various stakeholders are interacting with each other. (Laturkar, 2010) if these practices are consistently embraced, they will ensure that all organizations are building upon an initial foundation and maximize the return for everyone. This is when they will be more flexible and open minded. (Laturkar, 2010)

However, the negative aspects of multicultural management are there could be communication breakdowns, a lack of trust, an unwillingness to share ideas and divisions. If this is allowed to go unchecked, it can have a negative impact on morale and lead directly to a rise in stress levels. (Duda, 2009) to avoid these kinds of challenges, all leaders must work with everyone to communicate and discuss any kinds of differences they have. (Duda, 2009) the way that this can be achieved is through respecting the views of all parties, not being judgmental and always maintaining a neutral standpoint. (Duda, 2009)

Moreover, technology can be integrated into the organization to increase communication. The way that this can be achieved is various members of a team could discuss ideas using the company email, message boards and social networking. (Duda, 2009) During this process, everyone could provide information that will improve their analysis. When this happens, the cultural differences can be reduced by using more neutral mediums for everybody to connect with each other. (Duda, 2009)

These different tactics will help to mitigate the possible adverse challenges by offering numerous mediums to communicate. At the same time, the leadership is working with employees to discuss and address any kind of challenges when they are small. In the future, this will help to increase the flexibility of the organization. (Duda, 2009) This is when it is more responsive to the needs of stakeholders. (Duda, 2009)

Future Directions

The constant shifts that are taking place are an indication that multicultural management is evolving. In the future, this will have an impact on the way that firms will reach out to different stakeholders. This is the point that these entities will continue to adapt and change the techniques they are embracing.

Indicate specific areas of further research in this topic that would prove beneficial.