Recommendation To Reduce Multicultural Tension †Free Samples

Question: Discuss about the Recommendation To Reduce Multicultural Tension. Answer: Multicultural Tensions: Multicultural tension in an organization refers to the presence of different cultures in the workplace and problems due to the same (Stahl and Brannen 2013). The presence of multiculturalism is seen usually in the multinational companies, which operates within the global context having the employees of different nations. Employees of different nations possess different cultures, beliefs and social practices. In the workplace, the problems arise from the diverse social practice or beliefs of the employees while working together. It may happen that the social belief or practice of one employee disrupts the cultural beliefs or practice of another employee and this may sometimes lead to the serious organizational or management issue in the organization (Youssef-Morgan and Hardy 2014). These issues regarding the multicultural presence in the workplace are called the multicultural tensions. The multicultural issues are capable of resulting into high employee turnover, low productivity and low morale among the employees (Hermans et al. 2016). Thus, the following section recommends some strategies to prevent and control the emergence of multicultural issues in the organization. Background: The chosen Australian company being a global company is collaborated with other nations such as India, China, Mexico and the US. Therefore, the company has employees from all these nations and the issues of multiculturalism consequently. The management executives must plan some strategies that can effectively reduce the chance of consequences emerging from the multicultural tensions. All the countries with which the company is collaborated have different cultures and practices. Therefore, the conflicts in the employees can arise anytime. Hence, the management team of the company is recommended to such policies and practices in the organization that not only prevent the conflicts but also create an integration among the employees belonging to diverse cultures. Recommendation: The multicultural management is often called the cross-cultural management. The cross-cultural management focuses on the implementation of effective strategies that are capable of reducing the causes of conflicts due to the multicultural tensions (Ng et al. 2012). The recommended strategies are: The management of the company must have knowledge of the foreign cultures in which the company is operating its business. It is recommended to the company to take thorough research on the cultural context of the nation including the social beliefs, practice and beliefs. This will help the management and the other employees about their culture, which would result into a peaceful and integrated workplace culture. The company and its existing employees must show respect to the foreign culture for the sustainability of the company (Indianmba.com 2017). However, respecting the foreign culture does not men accepting the cultural beliefs of the same. Not respecting the foreign cultures while operating the business in the country, can hurt the beliefs of the employee which can result into high turnover. Hence, the respect for the foreign culture is another important strategy that the company must follow. The next strategy imply that the managers of the company must build a good relationship with the employees belong to the foreign cultures. Understanding between the employees and the management can reduce most of the multicultural tensions (Caligiuri and Tarique 2012). The management of the company must take it into the account that the employees are always comfortable in sharing their problems that they encounter in the workplace regarding their cultural practices, which can prevent unwanted conflicts in the workplace. This strategy is recommended to the managers of the organization for following single and neutral norms and ethics of the work in the workplace (Stahl and Brannen 2013). The management of the team must ensure that all the employees are following the single organizational ethics and norms while performing their job role and not their own cultural ethics. This will help the management of the organization to increase the productivity and reduce the conflicts in the workplace. This strategy recommends that the management of the team must mandate the participation of the employees in any cultural occasion in the workplace. This way not only the tension of the multicultural presence will be reduced, but also the barriers among the employees will be reduced and integration will be increased in the workplace. This is not possible to entirely eliminate the causes of multicultural issues as because the multinational company has to work with different cultural people. However, the management of the company can follow some general and special strategies and policies and implement the same in the workplace of the organization in order to reduce the rate of the conflicting cross-cultural issue. References: Caligiuri, P. and Tarique, I., 2012. Dynamic cross-cultural competencies and global leadership effectiveness.Journal of World Business,47(4), pp.612-622. Hermans, H.J., Konopka, A., Oosterwegel, A. and Zomer, P., 2016. Fields of tension in a boundary-crossing world: Towards a democratic organization of the self.Integrative Psychological and Behavioral Science, pp.1-31. Indianmba.com., 2017.Managing Cross Cultural Differences: Strategies to Overcome Differences. [online] Available at: https://www.indianmba.com/Occasional_Papers/OP252/op252.html [Accessed 26 Sep. 2017]. Ng, K.Y., Van Dyne, L., Ang, S. and Ryan, A.M., 2012. Cultural intelligence: A review, reflections, and recommendations for future research.Conducting multinational research: Applying organizational psychology in the workplace, pp.29-58. Stahl, G.K. and Brannen, M.Y., 2013. Building cross-cultural leadership competence: An interview with Carlos Ghosn.Academy of Management Learning Education,12(3), pp.494-502. Youssef-Morgan, C.M. and Hardy, J., 2014. A positive approach to multiculturalism and diversity management in the workplace. InPerspectives on the intersection of multiculturalism and positive psychology(pp. 219-233). Springer Netherlands.