Culture or Diversity Differences in Workplace

Question: Discuss about the Culture or Diversity Differences in Workplace. Answer: Introduction It is considered to be more important for the different firms to be culturally diverse as it helps in bringing out the desired creativity in the workplace concerned. In order to understand the desired importance of becoming more culturally diverse, McDonald Corporation of Australia has been taken under consideration (Hewlett et al., 2013). It is one of the fastest growing firms operating throughout the different parts of the world. The Company has a large number of the employees coming from different countries. This research paper will help in evaluating the differences in the diversity and culture with the help of the culture dimensions. Leaders need to use the effective leadership style as to enhance the effectiveness of the firm. The difference in the different cultures needs to be understood in an effective manner as it helps in evaluating the desired growth of the firm on a large scale. Differences in culture and diversity by using Cultural Dimensions The diversity practices have been seen throughout the workplace in McDonald Corporation. At times, the people coming from different places had to suffer from several issues and this gave rise to conflicts and quarrels within the workplace concerned. As per Hofstedes cultural dimension theory, there are some of the important dimensions which help in highlighting the different factors affecting the diversity practices within the workplace concerned. These dimensions are dimension of the national culture, individualism vs. collectivism, Uncertainty, masculinity vs. femininity, long term and short term orientation and the indulgence (Ang Van Dyne, 2015). People coming from different cultures are first unable to cope up with the desired environment of the workplace but as soon as the training is provided to them and with effective means of the diversity practices the differences between the diverse cultures are reduced. Different people have their own view regarding a particular thing an d as per their cultures are concerned they generally used to do as their way and it them hamper the business processes effectively (Chhokar et al., 2013). In McDonald Corporation, some sort of individualism is seen in many of the employees revealing their own concepts only. These dimensions need to be understood in an effective way as to reduce the conflicts arising from diverse cultures of the people. Comparing and contrasting the diversity factors with the differences presented in the workplace There are different diversity factors throughout the workplace which need to be understood and rectified as they affect the business procedure of the concerned organization on a large scale (Klarsfeld et al., 2014). These factors are gender, age, sexual orientation, ethnicity, work experiences, religious belief and many others. Moreover, the religious beliefs of people are of great importance and different people have different religious beliefs and everyone should respect each others beliefs as to enhance the effectiveness of the workplace concerned. Comparison between different diversity factors reveals that the gender is another important factor which affects the execution of the workplace in an effective manner. Differences are present among employees who have sufficient educational qualifications with achievement as well as employees who are professional and on the work training enable their profession succession (Ashikali Groenevelda, 2015). The difference among these two groups might be a basis of disagreement in a number of places of work issues while theres the difference about hypothesis versus carry out in achieving managerial goals. Managing of the cultural or diversity differences The managing of the differences prevailing throughout the diverse culture needs to be evaluated as it helps in increasing the effectiveness of the organization on a larger scale. In McDonald Corporation, there should awareness throughout the people regarding the importance of the diverse cultures. The diversity practices help in increasing the efficiency of the entire firm by encouraging the talent of the diverse people coming from diverse cultures (Banks, 2015). The extra dissimilar cultures job together, the extra educational capability training is necessary to circumvent problems. Cultural troubles can variety from miscommunication to real disagreement; all endanger effectual worker efficiency as well as performance (Glickman et al., 2012). Communications can be used as the most vital tool in evaluating the effectiveness of the diversity practices. Determination of mitigation of these differences Effective measurement of these diverse it practices seems to be more important and in order to reduce these diversity and cultural differences people should understand and respect the culture of the other people concerned. Moreover, effective means of the communication processes is important as it helps in understanding the exact issues coming between the work processes of the people concerned. The understanding of the issues will help in formulating the effectual strategies s to enhance the overall efficiency of the entire firm to a large scale (Herrera et al., 2013). These differences can be easily mitigated by effective means of the communication processes moreover; people should respect the culture and the religious beliefs of the other employees concerned. Leadership style for managing these differences The leaders are considered to be more important in the development of the growth of an organization. There are different types of the leadership styles which help in managing the effectiveness of the entire organization moreover; it manages the diversity factors affecting the workplace concerned. There are six of the most crucial leadership styles such as directive, transactional, transformational, autocratic, and participative and Affiliation (Gruenewald Smith, 2014). Autocratic leaders merely create all the decision for their section plus are inclined to demonstrate little anxiety for persons. Employees do not contain the chance to give input. Characteristically, this consequences in elevated rates of low confidence, absenteeism as well as worker turnover. In an emergency circumstances, such as a natural tragedy, autocratic performance tends to obtain the finest results (Gaines, 2012). Characteristically, though, the majority leaders employ the main method in their organization ap proach. Educational traditions, as well as values, cooperate with the function in a leader's approach. Conclusion This research paper helps in evaluating the desired facts regarding the diversity management practices. In order to understand the factors affecting the business processes or the workplace concerned, McDonald Corporation has been taken into consideration. Different people have their own view regarding a particular thing and as per their cultures are concerned they generally used to do as their way and it them hamper the business processes effectively. The religious beliefs of public are of great importance and different people have diverse religious beliefs and everyone should respect each other's beliefs as to improve the efficiency of the place of work concerned. Hofstede's cultural dimensions are dimension of the national culture, individualism vs. collectivism, Uncertainty, masculinity vs. femininity, long term and short term orientation and the indulgence. Understanding the issues of the people and use of effective communicational techniques will help in reducing the conflicts b etween the workplace which arise from the diverse cultures of the people. References Ang, S., Van Dyne, L. (2015).Handbook of cultural intelligence. Routledge. Ashikali, T., Groeneveld, S. (2015). 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