Cultural Diversity Essays (Examples)

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Cultural Distance How Is it Measured and How Does it Impact on Global Marketing Operations

Words: 3242 Length: 10 Pages Document Type: Essay Paper #: 70230823

Cultural Distance: How Is it Measured, And How it Impact on Global Marketing Operations

The persistence of cultural distances is relevant for the global multinational marketing operations exposed to multiple cultures in their everyday activities. This indicates that marketing across border introduces complexities because it forces global marketers to tailor their approaches and practices to each cultural context they carry out their business activities. As a result, this paper will discuss concepts applicable to different aspects of cross-border operations. The primary focus of the paper is on multinational business corporations (Baumann, 2007).

This study shows how Hofstede's model is still the most relevant piece of reference for a successive cross-cultural analysis despite it being a widely criticized. The paper compares and contrasts Hofstede's famous concepts with Turner and Schwartz, Trompenaars and Hampden's valued inventory. It will attempt to provide empirical evidence of how cultural diversity influences the global markets by…… [Read More]

References

Baumann, A. (2007). Influences of culture on the style of business behavior between Western and Arab managers. Mu-nchen: GRIN Verlag GmbH.

Baumu-ller, M. (2007). Managing cultural diversity: An empirical examination of cultural networks and organizational structures as governance mechanisms in multinational corporations. Bern: Lang.

Cavusgil, T. & Ghauri, P.N. (2009). New challenges to international marketing. Bingley: Emerald Group Publishing Limited.

Curry, J.E. (2009). A short course in international marketing: Approaching and penetrating the global marketplace. Petaluma, CA: World Trade Press.
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Diversity and Effective Communications What

Words: 1191 Length: 4 Pages Document Type: Essay Paper #: 37080195



How do gende diffeences affect communication?

Geneally, males and females communicate somewhat diffeently. Males tend to communicate vey diectly and to focus on issues, often without consideing moe pesonal aspects of the convesation o the feelings of the othe peson. Females tend to communicate moe indiectly and often devote consideable attention to the pesonal aspects of communications and the specific thoughts and feelings of the othe peson. Males also tend to discuss abstact ideas and tangible things wheeas females tend to discuss people and elationships. Males ae moe likely to discuss things in impesonal ways wheeas females ae moe likely to establish pesonal appot befoe addessing impesonal issues. I have had expeiences woking with females whee my focus on wok was peceived incoectly as coldness o unfiendliness because of the diffeences in ou pesonal styles that wee pobably functions of gende.

Descibe thee baies to bidging diffeences. What stategies may…… [Read More]

references of some individuals and negative expectations of others. Naturally, those perceptions and expectations conflict with decision-making based on objective merit or the value actually contributed by individuals to the group.

Sources Consulted

Healey, J.F. (2008). Race, Ethnicity, Gender, and Class: The Sociology of Group

Conflict and Change. Thousand Oaks, CA: Pine Forge.

Schaefer, R.T. (2006). Racial and Ethnic Groups. New York: Harper Collins.
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Diversity of a Climate in an Organization

Words: 1009 Length: 3 Pages Document Type: Essay Paper #: 86564149

Diversity of a climate in an organization is reflected in the attitudes of the organization's members towards diversity. As a manager, the diversity climate can be addressed by understanding the level of diversity in the organization, its diversity climate and then implementing strategies to improve both. There are significant benefits to improving an organization's diversity climate. A superior diversity climate has been found to improve the recruitment, promotion and retention of top talent, particularly where that talent is minority in origin (Price et al., 2005). Hicks-Clarke & Iles (2000) also showed that improving the diversity climate of an organization delivers superior human resources outcomes.

The first step to improving an organization's diversity climate is to develop a procedure for analyzing diversity in the organization. The Loden and Rosener's Four Layers of Diversity Model can be used to better understand an organization's diversity. The first layer is related to work status…… [Read More]

Works Cited:

Price, E.; Gozu, A.; Kern, D.; Powe, N.; Wand, G.; Golden, S. & Cooper, L. (2005). The role of cultural diversity climate in recruitment, promotion and retention of faculty in academic medicine. Journal of General Internal Medicine. Vol. 20 (7) 565-571.

Hicks-Clarke, D. & Iles, P. (2000). Climate for diversity and its effects and organizational attitudes and perceptions. Personnel Review. Vol. 29 (3) 324-345.

Custom Book for Ashford: Organizational Behavior (p.127)

Jackson, T. (2011). Building a diversity training program. Profiles in Diversity Journal. Retrieved May 4, 2011 from http://www.diversityjournal.com/corporate/diversity-training/building-a-diversity-training-program/
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Diversity Education Corporate

Words: 1003 Length: 3 Pages Document Type: Essay Paper #: 16176232

Diversity Education

The American workplace has become increasingly diverse, a reflection of the American urban environment. Diversity training serves a few different purposes in organizations. The first is that it promotes an atmosphere of tolerance in the company, but many scholars have also made a business case for diversity. Some earlier writings on the subject outlined that diversity training helps to resolve internal conflict, improve communication flows within the company, align the company better with its market, and can also help improve organizational creativity by introducing new ideas to organizations (Cox & Blake, 1991). Later writers noted that the effects of diversity were complex, something that should be reflected in the way that the organization trains for diversity (Milliken & Martins, 1996).

As awareness of diversity grows, and the case for diversity training increases, it is evident that more companies are including a diversity component in their training programs. Initially,…… [Read More]

References

Anand, R. & Winters, M. (2008). A retrospective view of corporate diversity training from 1964 to present. Academy of Management Learning & Education. Vol. 7 (3) 356-372.

Cox, T. & Blake, M. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executive. Vol. 5 (3) 45-56.

Milliken, F. & Martens, L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review. Vol. 21 (2) 402-433.

Swoyer, C. (2003). Relativism. Stanford Encyclopedia of Philosophy. Retrieved November 23, 2014 from http://plato.stanford.edu/entries/relativism/#2.5
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Cultural Differences in Army Officers Every Society

Words: 2738 Length: 10 Pages Document Type: Essay Paper #: 23605749

Cultural Differences in Army Officers

Every society is different from the other and arranges itself under some certain value and belief system. This belief system is the basic identity of any society or a group of people and is very central in developing them as human beings. More importantly, it plays a significant role in developing the way these members of a society behave and how they interact with each other. One of these aspects which play a central role in the development of human behavior is Culture.

Culture is the fundamental characteristic that defines the way we behave and the way we interact with each other. The lack of knowledge regarding the other person culture can result in the serious lack of judgment regarding the true meaning of someone's gesture and this misinterpretation can go a long way in harming any society or a relationship between two people. Therefore…… [Read More]

Works Cited

David A. Thomas, R.J. (1996). Making differences matter: A new Paradigm for Managing Diversity. Harvard Business Review, 1-12.

Garcha, A. Diplomatic Culture or Cultural Diplomacy: The role for culture in International negotiation?

Heinecken, P.L. A diverse Society, A Representative Military? The complexity of Managing Diversity in the South African Armed Forces.

Lloyd J. Matthews, T.P. (Ed.). (1999). Population Diversity and the U.S. Army.
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Diversity in Multicultural Business Globalization

Words: 2610 Length: 9 Pages Document Type: Essay Paper #: 55891455

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, they also improve the interrelationships between their employees. Employees who do this, learn to communicate and other points-of-view and opinions. By doing this WTI, and other large companies, poise themselves to become successful in the emerging globalize culture of the 21st century.

Using Innovative Human Resource Techniques to Manage Diversity - Human resource management, whether specifically titles or not, has been a part of any organization's management since groups banded together for specific tasks. Ancient armies, projects, and even educational and…… [Read More]

Figure 2 -- Simple life cycle utilizing eHRM for employee (Armstron, 2006; Boudreau).

Thus, this simple figure shows that starting with the potential employee's entry of their resume into the electronic system, how the data begins to manage itself and becomes available to those who need it most. Employees and managers all have access to the data, and the employee can update the resume when new skills are acquired, apply for internal jobs by simply sending a note to the manager, manage their payroll, sick-leave, vacation, and retirement data, and work with their own professionals to plan and execute their career.

For managers, the system focuses on skill management and the ability for individual managers to do skill-based strategic planning and what if scenarios without the need to access hundreds of man-hours of time from another department. The manager can quickly see both who within the organization, and on resumes on file, might have a particular desire or skill set which the company is in need of. For the employee
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Diversity and Individual Differences in

Words: 2536 Length: 8 Pages Document Type: Essay Paper #: 24914901

In this way, management should make an effort not only to understand the market within which they operate, but also the representation of this market in their employee base. Through making a conscious attempt to look beyond immediate personality preference, the manager can benefit the small or medium business by cultivating not only his own, but the rest of the employees' intercultural undersatnding and empathy.

To do this, it is suggested by HR Magazine (2005) to focus on the skills needed to do the job rather than a specific personality type to "fit in" with the company culture. If the company is to diversify and grow - issues that are important to the small or medium business - it is important to change paradigms and widen perceptions in terms of race, religion and culture.

The Quest for Equality (within organizations)

Equality is perhaps the greatest and most long-standing quest of…… [Read More]

Sources

Diverse Strategies, Inc. (2004). "Corporate Culture and Diversity." EthnicMajority.com

Hartenian, Linda S. (2000, Dec.). "Cultural Diversity in small business: implications for firm performance." Journal of Developmental Entrepreneurship. Online Database: FindArticles.com

HR Magazine (2005, Feb.). "Making Diversity Work: 7 steps for defeating bias in the workplace." Online Database: FindArticles.com

Lockwood, Nancy R. (2005, Jun). "Workplace Diversity: Leveraging the power of difference for competitive advantage." HR Magazine. Online Database: FindArticles.com.
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Diversity in the United States Diversity Has

Words: 1071 Length: 4 Pages Document Type: Essay Paper #: 66647540

Diversity in the United States

Diversity has contributed to America's culture ever since the country was founded. In the beginning, the country consisted of various immigrant groups who brought their individual beliefs, religious practices, unique craftsmanship and inventiveness from all over the world. The United States was considered a melting pot because of its inherent diversity due to the vast immigrations from all over the world. However, even despite the vast amount of immigration and the concept of the melting pot, the country has always had to struggle to appreciate the advantages that diversity has provided for the country. Inequality and racism has been a persistent issues with the American society.

Today the country is still struggling with similar problems despite the fact that major struggles for equality have manifested. Diversity in the United States today includes many more different types of groups who are still struggling for their acceptance…… [Read More]

Works Cited

Keita, G. (2007, April). U.S. diversity breakthroughs and challenges. Retrieved from American Psychological Assoication: http://www.apa.org/monitor/apr07/itpi.aspx

Leweling, V. (1997, May). Official English and English Plus: An Update. Retrieved from Center for Applied Linguistics: http://www.cal.org/resources/digest/lewell01.html

United States Census Bureau. (2008, August 14). An Older and More Diverse Nation by Midcentury. Retrieved from United States Census Bureau: https://www.census.gov/newsroom/releases/archives/population/cb08-123.html
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Diversity Cultural and Individual Diversity

Words: 1510 Length: 4 Pages Document Type: Essay Paper #: 41505131



eferences

Black, J.S., & Porter, L.W. (1991). Managerial Behaviors and Job Performance: A Successful Manager in Los Angeles May Not Succeed in Hong Kong. Journal of International Business Studies, 22(1), 99+. etrieved March 27, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5000126798

Business Case for Diversity. etrieved March 27, 2009, from http://www.chubb.com/diversity/chubb4450.html

Clarke, .D. (2005, September). Workplace Bias Abounds: New Study Confirms the American Workplace Has Much Farther to Go to Achieve True Diversity. Black Enterprise, 36, 38. etrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5011221717

Hicks, D.A. (2003). eligion and the Workplace: Pluralism, Spirituality, Leadership. Cambridge, England: Cambridge University Press. etrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=110647891

Madden, ussell SHATTEING THE GLASS CEILING. etrieved March 29,

2009, from http://home.earthlink.net/~rdmadden/webdocs/Shattering_the_Glass_Ceili.html

Mor Barak, M.E. (2000). The Inclusive Workplace: An Ecosystems Approach to Diversity Management. Social Work, 45(4), 339. etrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5001074518

Stretch, J.J. (2006). Managing Diversity: Toward a…… [Read More]

References

Black, J.S., & Porter, L.W. (1991). Managerial Behaviors and Job Performance: A Successful Manager in Los Angeles May Not Succeed in Hong Kong. Journal of International Business Studies, 22(1), 99+. Retrieved March 27, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5000126798

Business Case for Diversity. Retrieved March 27, 2009, from http://www.chubb.com/diversity/chubb4450.html

Clarke, R.D. (2005, September). Workplace Bias Abounds: New Study Confirms the American Workplace Has Much Farther to Go to Achieve True Diversity. Black Enterprise, 36, 38. Retrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5011221717

Hicks, D.A. (2003). Religion and the Workplace: Pluralism, Spirituality, Leadership. Cambridge, England: Cambridge University Press. Retrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=110647891