Managing employees in cultural diverse environments is important because it helps reduce conflicts. Human resources managers have the obligation of identifying the culture of all their employees so that they can establish policies which favor each cultural group.
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Cultural conflicts are experienced in multinational organization and it is important for managers to learn the different cultures so that they can address the problems which are caused by cultural differences.
The performance of an organization is improved when conflicts are resolved amicably. In addition, resolving cultural conflicts among employees improves the image of the company because it is a social responsibility for an organization to improve internal affairs (Merz, He & Alden, 2008).
Managing cultural diversity effectively helps an organization to improve its market position in the global market as well as creating a favorable environment for all stakeholders to operate in. multinational organizations work in cultural diverse environments and it is important to integrate cultural aspects in the products manufactured.
Customers are sensitive to cultural attachments in the products offered in the market and it is important for companies to identify the specific cultures of all the consumer groups in the market they operate in. in addition, managing cultural diversity helps managers to identify the best marketing strategies to be adopted in different market segments (Merz, He & Alden, 2008).
Effective management of cultural diversity helps a company attain its corporate social responsibility goals. It is a corporate social responsibility for an organization to improve its relationship with the external environments.
Learning the culture of the people surrounding an organization helps reduce conflicts and this improves the public image of the company. a good public image is important to the organization because it helps market products effectively to the consumers. consumers have become aware of the need to assess the activities of companies which manufacture products.
When consumers attain confidence in the products offered by a company they become loyal to the products of such companies and this improves the competitive position of a company (Mead, & Andrews, 2009).
The concepts of globalization can be applied to the business function of human resource management by helping managers integrate different cultural aspects relating to their employees. With the emergence of cultural diverse labor markets there is need to learn different cultures to improve the performance of multinational companies.
Additionally, social capital is important in the management of human resources in cultural diversified environments. Employees are linked to social systems and managers should identify the social systems which may affect their performance at the workplace (Taylor, 2007).
As an employee of a multinational organization, I have found it important for managers operating in cultural diversified environments to learn the cultural aspects of the people they are working with.
Resolving cultural conflicts helps improve the performance of an organization as well as improving the competitiveness of a company. In my professional career as a human resource manager I have identified that managing cultural diversity is an important aspect which helps managers venture into new markets and capture demand for their products.
In conclusion, it is important for managers to improve their skills in learning the cultures of all consumer groups they are marketing their products. On the other hand, human resources managers should identify the cultural aspects of their employees so that they can reduce conflicts experienced in organization.
Working in a multinational company requires learning the cultural aspects of the consumers as well as that of the employees so that a company can improve its performance and its competitiveness in the market.
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Mead, R. and Andrews, T.G. (2009). International Management. 4th Edition. Wiley / Blackwell. ISBN: ISBN13: 978-1405173995 ISBN10:1405173998.
Merz, M. A., He Y. and Alden, D. L. (2008). A categorization approach to analyzing the global consumer culture debate. International Marketing Review. 25(2). pp. 166-182.
Taylor, S. (2007). Creating social capital in MNCs: the international human resource management challenge. Human Resource Management Journal. 17(4). p 336–354.