Culture is the sum of human behavioral patterns in the environment including customs, language, beliefs, values, actions and communications. Culture shapes one’s behavioral patterns in relationships, both business and personal. Though intangible, culture is very much seen in physical manifestations as it affects each individual in every environment. It can be compared to one’s personality being comprised of experiences, habits, values, interests and beliefs that make him who he is as a person.
In a workplace, the organization’s culture is a very strong element in creating an environment that is fit for work. During the hiring process, one is assessed on his/her being a good fit for the company’s culture. It can be defined as the set of unwritten rules in the work place that is vital for harmony and efficiency. It is represented by the group’s cumulative practices, stories, decision making and language. Primarily its business owners and management staff influences culture in the workplace for they are the ones leading the organization to its mission and vision.
Diversity crosses culture when there is difference from the majority. Although it is expected for organizations and communities to have majorities and minorities, diversity relaxes boundaries in the norms and standards established by an organization’s culture.
One culture may have different standards for social interaction, which may include eye contact, distance between each other, conversational style and more. This may be different from another culture who views these sets of standards as harsh and disrespectful.
Cultural diversity is recognized in many companies because of its contributions in the company’s general output. It makes it easier to keep the good employees, cutting cost by in-house development of skills. Adhering to cultural diversity enables the company to develop a good reputation and makes it attractive to jobseekers.
While cultural diversity in a workplace has the potential to create chaos, many organizations are taking advantage of the diverse output resulting from diverse skills and talents that cultural diversity brings. However, despite the positive potential that cultural diversity promises, it still remains as one of the major causes for an organization’s setbacks for growth. The gap in the differences continues to widen as organizations rally toward a unified front. Nonetheless, it is a work in progress. We will begin to see changes when companies and organizations recognize the powerful impact that not having a global or diverse workforce has on their bottom line.
It is important for employees to feel that they are welcome and that their race or culture is valued by the organization. At the same time, it is important that individuals understand the needs, desire, and goals of their organization and their role of participation in it. Gaining a greater appreciation and understanding of the balance between personal and organization goals will give one the chance to add value through his/her contributions to the company which will lead to a happier employee, promotions, salary increases, and ultimately an increase in discretionary effort.
Here is a list of indicators that define cultural diversity in the work place, so one may be mindful that it does exist where one is working:
• Junior to senior management levels should be comprised of people from diverse cultures
• Employees that receive the highest pays
• New recruits
• The company’s workforce in general
Read more about Andre Koen and the courses he offers at AM Horizons.