cultural diversity

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					    A Report

       On
Cultural diversity
in the workplace
 The analysis report of Cultural diversity in the
                  workplace

Submitted to:
Bilkis Sabiha
Lecturer


Submitted by:
The members of elite group
 NAME OF THE STUDENTS                 ID




                     Section-

                Date of submission:
                          Letter of transmittal
Bilkis Sabiha, lecturer
School of Business
United International University
Shugandha Campus, Dhaka


Sub: Letter of transmittal


Dear Madam,


We the member of “elite” group are very joyful to inform you that we have
successfully completed the report on the sub: “Cultural Diversity in the inside
organization”. In preparing the report, we were committed to enrich the report by
giving our sincere effort and including authentic facts ands figure. We hope that
this report will score the purpose ambitioned by you and also the need concerned
people.


In preparing the report we had proper time, sufficient resources and in assistance
of the business owner.


Therefore, your honor would be kind to accept the report considering our
limitations.


Thanking you




                                                                                iii
                        Acknowledgement
We the members of elite group are very delighted to accomplish the assign task
given by our respective course instructor Bilkis Sabiha on the subject of “cultural
diversity in the workplace”. In terms of preparing the report on the given subject,
we faced different problems, because of variation of information. But we have
been able to overcome the problems with direct and indirect assistance from
people. In this regard we are extremely great full to some organization that
provided us with all the supportive materials for completing our task properly.


Above all, we can’t refine our selves from giving heartfelt thanks to our course
instructor Bilkis Sabiha also remain with us all the time for completing this
complex job.


Finally, we are delighted to complete the report on the given subject properly and
authentically.




                                                                                  iv
                     Table of contents

Introduction: ________________________________________________ 1

 Culture___________________________________________________ 1

 Diversity _________________________________________________ 1

 Cultural diversity __________________________________________ 2

 Diversity and Culture in the Workplace________________________ 2

 The purpose of this report ___________________________________ 2

Methodology ________________________________________________ 3

Findings ___________________________________________________ 3

Analysis ____________________________________________________ 7

 The internal benefits of cultural diversity : _____________________ 8

 The external benefits of cultural diversity are: __________________ 8

 Who Benefits from Cultural Diversity and Why? ________________ 8

Conclusion: _________________________________________________ 9

 Involvement culture may be important for managing workplace
 diversity. _________________________________________________ 9

 Organizational culture may be the key to uncovering positive effects
 of diversity on workplace performance. _______________________ 10




                                                                        v
Executive summary




                    vi
Introduction:
The workplace is a setting in which many people from different backgrounds and
lifestyles can be brought together to work for the same goal. In today's society is
becoming a "mixing pot" of heritages. As this change becomes more and more
apparent, it's important for companies to keep up. Procuring a work staff that is
diverse in a number of ways can bring a number of benefits to any company,
large or small.


Culture

Culture refers to the fundamental values and norms that a group of people—such
as an ethnic group, a nation, a corporation, or some other organization or
profession—holds or aspires to hold. Every culture distinguishes itself from
others by the specific ways it prefers to solve certain problems, such as those
that arise from relationships with other people, from the passage of time, and in
dealing with the external environment. Groups of people have "typical" cultural
traits that can be identified by observing situational behaviors and predominant
tendencies in problem solving. Recognizing that a group exhibits certain "typical"
cultural traits does not mean that every person in that group has precisely those
characteristics. That would be stereotyping. The way in which attitudes are
expressed in a business organization and the way employees are evaluated and
rewarded are labeled "corporate culture."


Diversity

In basic terms, diversity simply means a variety or difference. Some people have
misunderstood diversity to mean the involvement of racial minorities. However,
race is one of the many aspects that can help create a diverse group of
individuals. Diversity includes race, national origin, home state or country,
interests and other factors. As the landscape of the global marketplace continues
to change, many companies have placed diversity as a priority to help build their
growth in their industries.


                                                                                    1
Cultural diversity


The phrase 'Cultural Diversity' means a range of different societies or peoples
with different origins, religions and traditions all living and interacting together. In
other words, Cultural diversity is the variety of human societies or cultures in a
specific region, or in the world as a whole. The term is also sometimes used to
refer to multiculturalism within an organization. We understand by
multiculturalism that several different cultures (rather than one national culture)
can live or exit together in the same place peacefully and impartially in a single
country.



Diversity and Culture in the Workplace

Diversity in the workplace means that the organization hires employees without
any discrimination on the basis of age, race, creed, national origin, religion or
sexual orientation. While you may have a staff that is made of people from the
same national background, these people can be from many different places
around the country, thus making this a diverse group. Working on a staff that
houses many different cultures can bring a number of benefits and challenges for
the organization as a whole.


The purpose of this report

The purpose of this report is to find out the real situation of our country’s
organization about the cultural diversity. The purpose of this report is also to gain
a better understanding about cultural diversity in the workplace and how mangers
can manage cultural diversity.




                                                                                           2
Methodology
We collect information about cultural diversity through using questionnaire
system. Everyone can easily understand questionnaire system so we have
followed this system to collect information for fulfilling our purpose which we have
already written above. In order to find our more information, we visited and did
survey by giving questionnaire. We did our survey on the basis of Fabian
Industries Limited, Neway Bangladesh (pvt).Ltd and Dhaka Bank Limited, RFL
group and IDLC
Our questionnaire system was grouped into two parts. One is multiple choice
questions and another one is liker scale questions.
Our survey consists of twelve questions. Three are multiple choice questions and
the rest are liker scale questions. First three questions have four options and
other questions have the scale of 1 to 5. 1 for strongly disagree, 2 for tend to
disagree, 3 for undecided, 4 for tend to agree and 5 for strongly agree.



Findings

We got the finding as follows:-



From question 1. We have asked them that “what is meant by cultural diversity?


We have given some options to them. From these options, they have chosen one
option. From all of them, 28% employees understand that cultural diversity
means a variety of human societies. 30% employees also understand that
cultural means multiculturalism, 6% employees did not agree with that cultural
diversity means cultures in a specific region and 36% employees agree that
cultural diversity means the sum of a variety of human societies, multiculturalism,
and cultures in a specific region.




                                                                                  3
From question 2. “In which level cultural diversity is more practices?”




In this question, 12% employees believe that cultural diversity is more practices
in upper level, 46% employees think that cultural diversity is more practices in
middle level, 36% employees also believe that cultural diversity is more practices
in lower level and 6% employees think that cultural diversity is more practices in
all level of organization.


From question 3.” Which factors are responsible for cultural diversity?”




In this question, 20% employees believe that language is the factor which is
responsible for cultural diversity, 10% employees think that dress is the factor
that is responsible for cultural diversity, 46% employees believe that tradition is
the main factor that influences cultural diversity, and 24% employees believe that
language, dress, and tradition are all responsible for cultural diversity.


From question 4.” I feel good to work with diverse cultural people?”




In this question, 14% employees have dealt with strongly disagree because they
do not feel comfortable to work with diverse cultural people, 14% employees are
tend to disagree, 12% employees are undecided because they do not feel
whether bad or good. 22% employees are tend to agree, and 38% employees
are strongly agree because they feel good working with different cultural people.




                                                                                    4
From question 5.”I have better understanding to those employees who have
come from my hometown?”




In this question, 16% employees strongly disagree because they think that all
employees are equal, 22% employees agree, 6% employees are undecided
because they can not decide whether they have better understanding to those
employees who have come from my hometown or not, 32% employees agree,
and 24% employees strongly agree because they think it partially.


From question 6.” I communicate effectively with others whose backgrounds are
different from my own?”




In this question, 2% employees strongly disagrees, 12% employees disagree
because they communicate effectively with others whose backgrounds are
different from their own, 30% employees are undecided, 32% employees agree,
and 24% employees strongly agree because they think that backgrounds is no
fact to them so they communicate effectively with every employees.


From question 7.” I am much more cooperative with other employees in spite of
exiting cultural diversity in my organization?”




In this question, none of employees strongly disagree they are not cooperative
with other employees in spite of exiting cultural diversity in their organization, 6%
employees disagree, 26% employees are undecided , 52% employees agree ,
and 16% employees strongly agree because they avoid cultural diversity.




                                                                                   5
From question 8.” Cultural diversity exits in organization in terms of geographical
areas?”




In this question, 10% employees strongly disagree because they think that not
only geographical areas but also other facts, such as religion and backgrounds
are responsible for exiting cultural diversity in organization, 14% employees
disagree , 10% employees are undecided, 44% employees agree, and 22%
employees strongly agree because they think that geographical areas are main
fact for exiting cultural diversity in organization.


From question 9. “Cultural diversity is responsible for tendency of turnover?”




In this question, 8%employees strongly disagree because they think that cultural
diversity is not responsible for the tendency of turnover, 32% employees
disagree,   30%     employees      are   undecided,    16%employees   agree,     and
14%employees strongly agree because cultural is responsible for the tendency of
turnover they think.


From question 10. “I think that cultural diversity has a good effect on
organization”?


In this question, 14% employees strongly disagree, 12% employees disagree,
12% employees are undecided, 36% employees agree, and 26% employees
strongly agree.




                                                                                   6
From question 11.” Cultural diversity is the main obstacles of motivation”




In this question, 20% employees strongly disagree, 20% employees disagree,
24% employees are undecided, 22% employees agree, and 14% employees
strongly disagree.


From question 12.” By participating employees, it is possible to reduce the
cultural diversity of organization.”




In this question, 6% employees strongly disagree, 10% employees disagree,
10%employees are undecided, 40% employees agree, and 34% employees
strongly agree because they think that it is possible to reduce the cultural
diversity of organization by participating employees.




Analysis
On the basis of the review of the documents and documents collected, as well as
on the Summaries of the expert interviews, a country overview concerning each
member state was drawn up. As it was not possible to look at all actors and
institutions involved in the field of promoting cultural diversity in the workplace,
relevant institutions were selected. After deciding on how to gather data for a
study, it is important to know how to analyze this data. To analyze data, we get
the following information. Most of employees think that cultural diversity means
Multiculturalism. they think that cultural diversity is more practices in upper level.
Language is the main factor that is responsible for cultural diversity. Some of
employees feel good to work with diverse cultural people; some of employees
are comfortable to work with diverse cultural people. Most of employees have



                                                                                    7
better understanding those employees who have come from his hometown.
Some of employees are much more cooperative in spite of cultural diversity in
the workplace,



The internal benefits of cultural diversity:

      More and better ideas
      An enhanced problem solving capacity
      A more satisfying working environment
      Enhanced organizational productivity
      Increased organizational effectiveness and efficiency
      Enhanced creativity and innovation
      Increased profits
      An improved ability to attract and retain employees with valuable skills


The external benefits of cultural diversity are:

      Greater understanding of diverse markets and customer preferences
      Improved customer service
      Increased client satisfaction
      Stronger customer relationships
      Improved public image and social and availability
      Increased organizational flexibility and adaptability
      A competitive advantage



Who Benefits from Cultural Diversity and Why?

According to the European Institute for Managing Diversity (2003) there are six
units worth of mentioning when looking at who benefits from managing cultural
diversity. Those are mentioned in the list below along with the benefits these
experience.




                                                                                  8
•    Enterprises:       Their benefits are the reduction of absenteeism, employee
turnover and loss of best talents.
•    Economy:         It benefits from the increase of the efficiency, creativity and
participation of the human capital in the corporate objectives.
•   Administrations:      The stability of employment and work environment makes
them benefit from managing cultural diversity.
•   The individual:     He or she benefits from diversity through the sponsorship of
promotion and development to advance in their profession which diversity efforts
provide.
•    Consumers:       Efforts promoting cultural diversity contribute to the external
image and social accountability of the company towards its external publics,
which makes the consumers benefit from diversity as well.


Conclusion:
Results of our analyses indicated that departments with a strong culture of
Involvement were also perceived as effectively managing workplace diversity by
their employees. This was true regardless of whether employees were from
countries high in power distance or low in power distance, individualistic or
collectivistic. There are a few conclusions that we can draw from this research:


Involvement culture may be important for managing workplace
diversity.

Having an organizational culture that encourages employee involvement and
creates a sense of ownership and responsibility appears to be important for the
management of workplace diversity. This suggests that a feeling that all
employees are being developed and empowered within the workplace, not just
those employees who contribute to diversity, is needed for the effective
management of workplace diversity. Incorporating or considering the current
organizational culture when designing a diversity management program could be
one avenue for improving perceptions of diversity management by all employees
and achieving the most positive outcome for workplace diversity.



                                                                                   9
Organizational culture may be the key to uncovering positive effects of
diversity on workplace performance.

Proponents of workplace diversity have long touted the benefits of group diversity
for a number of organizational outcomes however, the relationship has not been
consistently found. From a research perspective, the strong relationship that
Involvement   had    with   perceptions   of   diversity   management    identifies
organizational culture as a potential moderator of the often elusive diversity-
performance relationship. Organizational culture has been shown to have
consistent relationships with organizational performance. Our research has found
a relationship between organizational culture and firm performance and
organizational culture and customer satisfaction. Therefore, it might be the case
that workplace diversity does impact organizational performance but that impact
is best realized through a high Involvement organizational culture.




                                                                                10
      Appendix
                                     Questionnaire
      1. Cultural diversity means.
           A variety of human societies (28%)
           Multiculturalism (30%)
           Cultures in a specific region (6%)
           Above all (36%)
      2. In which level cultural diversity is more practices.
                 Upper level (12%)
                 Middle level (46%)
                 Lower level (36%)
                 Above all (6%)
      3. Which factors are responsible for cultural diversity?
                 Language (20%)
                 Dress (10%)
                 Tradition (46%)
                 Above all (24%)
           1                       2                  3                4                5
   Strongly Disagree        Tend to Disagree       Undecided     Tend to Agree    Strongly Agree
                  Please mark on a number from 1 to 5 for each of the 11 statements below.
                                                                    1     2       3     4      5
2. I feel good to work with diverse cultural people.
                                                                   14%   14%     12%   22%    38%
4. I have better understanding to those employees who have          1     2       3     4      5
come from my hometown.                                             16%   22%     6%    32%    24%
5. I am much more cooperative with other employees in spite          1    2       3     4      5
of exiting culture diversity in your organization.                  2%   12%     30%   32%    24%

7. I communicate effectively with others whose backgrounds           1     2      3     4      5
are different from my own.                                          0%    6%     26%   52%    16%
8. Cultural diversity exits in organization in terms of             1     2       3     4      5
geographical areas.                                                10%   14%     10%   44%    22%
9. I think that cultural diversity has a good effect on              1    2       3     4      5
organization.                                                       8%   32%     30%   16%    14%
10. Cultural diversity is responsible for the tendency of           1     2       3     4      5
turnover.                                                          14%   12%     12%   36%    26%
                                                                    1     2       3     4      5
11. Cultural diversity is the main obstacles of motivation.
                                                                   20%   20%     24%   22%    14%
12. By participating employees, it is possible to reduce the         1    2       3     4      5
cultural diversity of organization.                                 6%   10%     10%   40%    34%



                                                                                             11
                                       These are the percentage graph of the questions

above all, 6%
                          upper
                        level, 12%                                             above all           language
                                                                                 24%                 20%
                                                                                                                  dress
                                                                                                                  10%
    lower
  level, 36%
                                                                                 tradition
                                middle                                              46%
                              level, 46%




               Question 2                                                        Question 3                                          Question 4
                                                         35%

                                                         30%                                              32%
                16%                                                                          30%
   24%                                                   25%
                                      strongly disagre                                                                    24%
                                                         20%
                                      disagree
                                      undecided          15%
                      22%
                                      agree              10%               12%
                                      stongly agree      5%
    32%                                                          2%
                 6%                                      0%
                                                               strongly   disagree         undecided      agree     strongly agree
                                                               disagree

Question 5                                                                       Question 6                                          Question 7




Question 8                                                                       Question 9                                          Question 10




                            Question 11
                                                                                                                  Question 12
                                                                                                                                          12

				
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