Diverse cultures that emphasize dynamic qualities and value the individual are more likely to generate high-ranking commitment levels. An increase in devotion levels is projected to improve the positive influence of the association between workplace cultural values and organizational engagement since devotion tends to boost individuals’ work towards solving problems highly (Nyanchama, 2018). Appreciating others’ uniqueness draws people closer in the end. It can be the key to a successful, vibrant company and an equitable corporate culture by tapping into each individual’s differences to make the best out of the work they all engage in.
The definition of culture as an aspect that determines connections amongst members of an organization is a set of beliefs, aspirations, and procedures that influence and guide all team members’ behaviors. Cultures tend to be different with diversity in an organization, as all individuals hail from different professions (Pinto et al., 2018). It boosts teamwork as each person plays a role in the organization, intending to reach the same goal as structured by the company (Roberson, 2019). The human interaction paradigm is linked to clan culture since it prioritizes collaboration and teamwork as a strategy for advancing human force progression.
Every business exists to generate profit, but how it executes is the essential part. No business should rely on shady methods to make money. It is ethical for businesses to hire people who have the necessary qualifications for a certain position inside the company (Gomez & Bernet, 2019). When individuals are put together to solve problems in groups, they experience informational diversity, a concept of the positive influence of a diverse array. They contribute a variety of facts, thoughts, and viewpoints to the table, which increase adaptability in a changing market. And with such, problems within and without the company are solved by approaching better thought strategies.
References
Gomez, L. E., & Bernet, P. (2019). Diversity improves performance and outcomes. Journal of the National Medical Association, 111(4), 383–392. Web.
Nyanchama Ayega, E. (2018). Critical Review of literature on cultural diversity in the work place and organizational performance: A research agenda. Journal of Human Resource Management, 6(1), 9. Web.
Pinto Silva, L., Angel Rivera Castro, M., Gilberto Dos-Santos, M., & José Lima Neto, P. (2018). Commitment to work and its relationship with organizational culture mediated by satisfaction. Review of Business Management, 20(3), 461–487. Web.
Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research agenda.Annual Review of Organizational Psychology and Organizational Behavior, 6(1), 69–88. Web.