Organizational diversity
Diversity is the variation of social and cultural identities among people existing together in a defined
employment or market setting, in which g
roups made up of diverse personnel do a better job of analyzing and attacking problems.
Valuing diversity means recognizing and appreciating that individuals are different, that diversity is an advantage if it is valued and well managed, and that diversity is not to be simply tolerated but encouraged, supported and nurtured.
Diversity management is a way of creating an environment that will enable all people to use full potential to accomplish the mission.
Misunderstandings based upon diversity are Communication style, Nonverbal Communications, Trust, Accents, Regional jargon, Stereotypes, Lack of common experiences, Values and beliefs.
http://www.youtube.com/watch?v=CYVHttiXyiA
Since diversity is a source of competitive advantage, what could be the recruitment strategies to effectively target to diverse groups? What would be the consequences of ignoring diversity?
Strategies:
· Specify the need for skills to work effectively in a diverse environment in the job, for example: "demonstrated ability to work effectively in a diverse work environment."
· Make sure that good faith efforts are made to recruit a diverse applicant pool.
· Focus on the job requirements in the interview, and assess experience but also consider transferable skills and demonstrated competencies, such as analytical, organizational, communication, coordination. Prior experience has not necessarily mean effectiveness or success on the job.
· Use a panel interview format. Ensure that the committee is diverse, unit affiliation, job classification, length of service, variety of life experiences, etc. to represent different perspectives and to eliminate bias from the selection process. Run questions and process by them to ensure there is no unintentional bias.
· Ensure that appropriate accommodations are made for disabled applicants.
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Managing diversity focuses on maximizing the ability of all employees to contribute to organizational goals. Affirmative action focuses on specific groups because of historical discrimination, such as people of color and women. Affirmative action emphasizes legal necessity and social responsibility; managing diversity emphasizes business necessity. In short, while managing diversity is also concerned with underrepresentation of women and people of color in the workforce, it is much more inclusive and acknowledges that diversity must work for everyone.
Ignoring diversity issues costs time, money, and efficiency. Some of the consequences can include unhealthy tensions; loss of productivity because of increased conflict; inability to attract and retain talented people of all kinds; complaints and legal actions; and inability to retain valuable employees, resulting in lost investments in recruitment and training.
Bibliography
• Cox Jr., T. (2001) Creating the multicultural organization. San Francisco: Jossey-Bass.
• Ely, R. and Thomas, D. (2001) “Cultural Diversity at Work: The Effects of Diversity Perspectives on Work Group Processes and Outcomes,” Administrative Science Quarterly, Vol. 46, No. 2, 2001, pp. 229–273.
• Jamieson, D. and O’Mara, J. (1991) Managing workforce 2000: Gaining the diversity advantage.
• Nelson, D and Quick, J.C. (2009) Organizational culture. In Organizational Behavior: Science, the real world and you.
• Slater, Stanley, F., Weigand, Robert A., Zweilein, Thomas J. (2008) ¨The business case for commitment to diversity¨. Business Horizons 51: 201-209.
Religious implications for international business
Religion can effect trade flows even in our global economy in which international institutions have been well developed. There´s an inevitable conflict between religion and globalization. However, because not all religions have positive network effects, the future scope of globalization may very much depend in part on the relative growth rates of the world's different religions.
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Religion are shared beliefs and rituals concerned with the realm of the sacred.
Ethical Systems are Moral principles or values used to guide and shape behavior and Shapes attitudestoward work and entrepreneurship and can affect the cost of
doing business.
So what are the religious implications for international business?
http://www.youtube.com/watch?v=tTioaRXiSps&feature=related
WHEN RELIGIOUS TERRORISTS FLEW AIRCRAFT into the World Trade Center in New York on September 11, 2001, they attacked an important icon of the global economy. The event raised the question of whether religious fervor is compatible with the continued rapid globalization of the world economy. The direct effects of tighter border controls, increased security costs, and the increased perceived risk of global supply chains obviously discourage the continued globalization of economic activity.
To the extent religion promotes isolationist economic policies, globalization will also be restrained. Religion's role in the global economy is not always a negative one, however. As a social institution, religion may encourage social behavior favorable to specialization and exchange. An important social institution like religion has a broad range of economic consequences.
To the extent religion promotes isolationist economic policies, globalization will also be restrained. Religion's role in the global economy is not always a negative one, however. As a social institution, religion may encourage social behavior favorable to specialization and exchange. An important social institution like religion has a broad range of economic consequences.
Religion's cultural influences on economic activity in general, are likely to differ from one religion to another since each religion has its unique set of incentives and rules of behavior. For example, McCleary (2002) argued that different religions' views of eternal salvation result in differences in economic incentives that have important implications for human welfare. Weber's (1930) hypothesis explains that Protestantism provided incentives that were especially appropriate for the development of capitalism.
Analizing Conflict theory and Religion, Karl Marx believed that once people have created a unified system of sacred beliefs and practices, they act as if it were something beyond their control. He suggested the religion sometimes encourages social change.
-“Spirit” of capitalism
-Protestant work ethic
What is the dominant religion in Colombia? What are the religious implications for doing business here? Give examples.
Catholicism is the main religion in Colombia by number of adepts, with an estimated of 75% of the national population in nominal Catholicism, from which about 25% are practicing Catholics. According to the CIA Factbook, 90% of the population identifies themselves as Catholic; 10%, other.
There are religious implications for doing Business in Colombia. Most Colombians would consider themselves to be Roman Catholics.
The Church has historically been a very important influence over personal affairs such as marriage, family life and business and the church also has some influence in areas such as education, social welfare and union organization.
The family takes centre stage in the social structure, that´s why when you are doing Business, you should ask about the others family. It acts as a source of support and advice and therefore great loyalty is shown to families.
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When you are doing Business in Colombia its very common to hear “si dios quiere” which means if god wants it to happen, and its normal to find religous statues and images all over the office.
Other aspect that influences religión is tourism, which at the same time influences the economy.
“En Colombia, uno de los aspectos que hacen parte del arraigo es su tradición religiosa. Por ello, son varias los lugares que acostumbran visitar los turistas motivados por este motor. El Santuario de la Lajas en Pasto, Baga en Cali, Mompox en Bolívar, Popayán y el Santuario de Monserrate en Bogotá; son algunas de las opciones” taken from: http://www.colombia.com/turismo/guiadelviajero/indexatractivos.asp
Bibliography
• Fang, T (1999) Chinese Business Negotiating Style, London: SAGE
Publications Ltd.
• Hill, C. (2007) International Business: Competing in the Global
Marketplace. 7ed. New York: McGraw-Hill/Irwin.
• Weber, M. (1958) The Protestant Ethic and the Spirit of Capitalism, New York: Scribner's Press.
