Areas Of Cross-Cultural Difference In The Workplace

Abstract

In the last 30 years, there has been a shift towards using multicultural management strategies. The constant shifts taking place in multi-ethnic, multicultural, and multinational workforces indicate that both administrators of these organizations and higher education practices must evolve to adapt to needs for changing skill sets. A multicultural workforce offers advantages in that businesses may reach out effectively to various stakeholders. Leaders do well to cultivate an organizational culture that incorporates flexibility, understanding, and acceptance of alternate values, especially when working in foreign locations or multi-national organizations. Understanding of differences in cultural values and customs may reduce conflict and increase collaboration. To meet these challenges, leaders must be trained and educated to develop flexibility, understanding, and acceptance of alternate values when working in foreign locations or multi-national organizations. This article points out important areas of difference for organizations to address.

Maximizing the Effectiveness of Global Virtual Teams

“…Castaneda et al's (2013) description of power structure included aspects of Hofstede's power distance as well as individualism versus collectivism. Rather than using gendered terms to describe whether a culture typically acts in a more stereotypically masculine or feminine manner, Castaneda et al (2013) explained that the roles, relationships, and interactions between men and women are often viewed differently in different cultures. Formality deals with the degree to which titles, conservative dress, and other business etiquette is adhered (Castaneda et al, 2013).…”

“…Rather than using gendered terms to describe whether a culture typically acts in a more stereotypically masculine or feminine manner, Castaneda et al (2013) explained that the roles, relationships, and interactions between men and women are often viewed differently in different cultures. Formality deals with the degree to which titles, conservative dress, and other business etiquette is adhered (Castaneda et al, 2013). Time deals with the amount of value a culture places on deadlines and punctuality (Castaneda et al, 2013).…”

“…Formality deals with the degree to which titles, conservative dress, and other business etiquette is adhered (Castaneda et al, 2013). Time deals with the amount of value a culture places on deadlines and punctuality (Castaneda et al, 2013). Castaneda et al (2013) grouped together several concepts under communication style, including aspects of non-verbal communication such as rate of speech or pausing of conversations: body language, tone of voice, and eye-contact.…”

“…Time deals with the amount of value a culture places on deadlines and punctuality (Castaneda et al, 2013). Castaneda et al (2013) grouped together several concepts under communication style, including aspects of non-verbal communication such as rate of speech or pausing of conversations: body language, tone of voice, and eye-contact. Content of speech was also included by Castaneda et al (2013) including the appropriateness of small talk, and whether speech is more direct and concise or more likely to be indirect and figurative.…”

Exclusion in Academia: Latina Faculty Struggle Towards Tenur

“…The OIB theory also considered the organizational structure and the use of power between leadership and subordinates, with particular attention to the position of minority groups in the different management ranks within the organization and their level of input in making decisions. In traditional vertical hierarchical power structures, the top leadership holds the sole prerogative in managerial decisions with little input from subordinates, in contrast to horizontal or flat organizational structures, various management, and staff levels have opportunities to offer input (Castaneda, Bateh, & Heyliger, 2013). Organizations skilled in incorporating their employees' feedback, or at least allowing the employees to be heard and responded to, can foster a greater feeling of belongingness and inclusion for all staff.…”