Culture and Cultural Diversity in Organizations

Posted: June 6th, 2021

ASSIGNMENT COVER SHEET
Course name: Organizational Behavior
Course number: HCM102
CRN 11564
Assignment title or task:
Answer the following question-
1. How do culture and cultural diversity / variation affect work behavior and job performance? Provide examples to show why a knowledge of such differences is important for managers.

Student Name:
Students ID:
Submission date:

Instructor name: Dr Soni Ali
Grade: …..out of 10

Release Date: Sunday, 17th April 2023 (12:00 Noon)
Due Date: Saturday, 7th October 2023 (11:59 pm)

Instructions for submission:
• Assignment must be submitted with properly filled cover sheet (Name, ID, CRN, Submission date) in word document, Pdf is not accepted.
• Text size 12-Times New Roman with 1.5-line spacing.
• Heading should be Bold
• The text color should be Black
• Do proper paraphrasing to avoid plagiarism with proper references/sources.
• References must be in APA format

Culture and Cultural Diversity in Organizations
Culture refers to the shared values, beliefs, assumptions, and norms that influence the way people in an organization think and behave (Schein, 2010). Every organization develops its own unique culture over time as it learns to cope with external challenges and internal issues. Cultural diversity arises when people from different cultural backgrounds come together in an organization. Managing cultural diversity effectively has become increasingly important for organizations operating in a global business environment.
Impact of Culture on Work Behavior
Organizational culture shapes the way employees think and act at work. For example, cultures that value innovation and risk-taking encourage creative and entrepreneurial behaviors from employees. Conversely, cultures that emphasize stability, control and predictability tend to stifle innovative behaviors (Hofstede et al., 1990). Culture also influences communication styles, leadership approaches, decision-making processes, and human resource practices within an organization (Trompenaars & Hampden-Turner, 1997).
Impact of Cultural Diversity on Job Performance
Cultural diversity in the workforce can impact job performance in both positive and negative ways. On the positive side, a culturally diverse workforce brings different perspectives and ideas that can spur innovation and improve problem-solving abilities (Cox & Blake, 1991). For instance, having employees from different cultural backgrounds on new product development teams may lead to the creation of more globally appealing products and services. However, cultural differences can also lead to misunderstandings, conflicts and reduced social cohesion if not managed properly (Ely & Thomas, 2001). For example, communication and coordination issues may arise if employees have different communication styles or decision-making preferences based on their cultural backgrounds.
Managing Cultural Differences at Work
To leverage the benefits of cultural diversity and minimize its challenges, managers need to understand cultural differences and their impact on work behaviors. Some strategies that can help include: conducting cultural awareness trainings to educate employees on different cultural norms and values, promoting inclusion and respect for diverse perspectives, clarifying expectations and establishing common ground rules, using culturally-sensitive conflict resolution approaches, and rewarding cooperation across cultural groups (Cox, 1994). Managers who appreciate cultural variations and bring people together are better able to build high performing diverse teams.
In summary, organizational culture and cultural diversity shape how employees think and act at work. A knowledgeable manager who can effectively manage cultural differences can leverage diversity to improve innovation, problem-solving and performance. I hope this helps answer your assignment question. Please let me know if you need any clarification or have additional questions.
References:
Cox, T. (1994). Cultural diversity in organizations: Theory, research and practice. Berrett-Koehler Publishers.
Cox, T., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of management perspectives, 5(3), 45-56.
Ely, R. J., & Thomas, D. A. (2001). Cultural diversity study bay at work: The effects of diversity perspectives on work group processes and outcomes. Administrative science quarterly, 46(2), 229-273.
Hofstede, G., Neuijen, B., Ohayv, D. D., & Sanders, G. (1990). Measuring organizational cultures: A qualitative and quantitative study across twenty cases. Administrative science quarterly, 286-316.
Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.
Trompenaars, F., & Hampden-Turner, C. (1997). Riding the waves of culture: Understanding cultural diversity in business. Nicholas Brealey.

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How Culture and Cultural Diversity/Variation Affect Work Behavior and Job Performance

Culture is the set of beliefs, values, norms, and practices that shape the way people think, act, and interact in a society. Cultural diversity study bay or variation refers to the differences in culture among different groups of people, such as ethnic, racial, religious, linguistic, or national groups. Culture and cultural diversity/variation have a significant impact on work behavior and job performance in various ways.

First, culture and cultural diversity/variation influence the motivation, satisfaction, and engagement of employees. Employees who feel valued, respected, and included in their workplace culture tend to be more productive, committed, and loyal to their organization (Rebello, 2021). They also tend to have higher levels of creativity, innovation, and problem-solving skills, as they can draw from diverse perspectives and experiences (InfoQ, 2021). On the other hand, employees who feel alienated, discriminated, or marginalized by their workplace culture tend to be less productive, more dissatisfied, and more likely to leave their organization (PossibleWorks, 2020). They also tend to have lower levels of collaboration, communication, and trust with their colleagues and managers.

Second, culture and cultural diversity/variation affect the alignment of goals, values, and strategies between employees and their organization. Employees who share a common vision, mission, and purpose with their organization tend to be more aligned with its goals, values, and strategies. They also tend to be more supportive of its decisions, policies, and changes. This can lead to a higher performance and a competitive advantage for the organization (Raine Digital, 2020). Conversely, employees who have conflicting or incompatible goals, values, or strategies with their organization tend to be more resistant to its direction, initiatives, and changes. This can lead to a lower performance and a loss of market share for the organization.

Third, culture and cultural diversity/variation shape the behavior norms, expectations, and feedback mechanisms in the workplace. Employees who understand and adhere to the behavior norms and expectations of their workplace culture tend to be more professional, courteous, and cooperative with their coworkers and customers. They also tend to receive more positive feedback and recognition for their work performance (HSE Blog, 2023). However, employees who violate or disregard the behavior norms and expectations of their workplace culture tend to be more unprofessional, rude, or aggressive with their coworkers and customers. They also tend to receive more negative feedback and criticism for their work performance.

Therefore, a knowledge of culture and cultural diversity/variation is important for managers because it can help them to:

– Create a positive work culture that promotes productivity, engagement,
and improved employee experience
– Align the goals, values, and strategies of employees with those of the
organization
– Establish clear behavior norms, expectations,
and feedback mechanisms in the workplace

By doing so,
managers can enhance the work behavior
and job performance of their employees
and achieve better organizational outcomes.

References:

Rebello,
K.P. (2021). The Impact Of Culture In The Workplace. Forbes.
https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2021/12/01/the-impact-of-culture-in-the-workplace/

InfoQ.
(2021). How Workplace Culture Affects Workplace Performance. InfoQ.
https://www.infoq.com/articles/workplace-culture-affests-performance/

PossibleWorks.
(2020). How Organizational Culture Impacts Employee Engagement
and Performance. PossibleWorks.

How Organizational Culture Impacts Employee Engagement and Performance

Raine Digital.
(2020). How Culture Impacts Performance. Raine Digital.
https://rainedigital.com/2020/07/01/how-culture-impacts-performance/

HSE Blog.
(2023). How Does Behavior Affect Work Performance? HSE Blog.
https://www.hseblog.com/how-does-behavior-affect-work-performance/