Cultural differences

Introduction It is a moral and social responsibility of organizations and business enterprises to embrace cultural diversity within their organizational workforce (Ãâ€"zbilgin, 2009). The reliance on a diverse organizational workforce normally serves to be a sign of the diversity of the community that the business organization undertakes its operations. Ignoring cultural diversity can impose significant effects on the business performance of an organization, and can additionally impose huge costs regarding the damaged business reputation.Advertising We will write a custom essay sample on Cultural differences specifically for you for only $16.05 $11/page Learn More Cultural diversity can generally be described as valuing every organizational member as an individual. With this respect, managing diversity is core to the effective management of people within an organization, and it is usually relevant to the all the business processes and functions (Marlene , 2000). The significant challenge when managing diversity is to establish an organizational culture that meets the values of every organizational member, which is needed to foster employee productivity. Research studies report that most organizations are faced with difficulties during workforce recruitment, as a result, business enterprises and organizations that do not emphasize on managing diversity are gradually risking in the increasing competition for available talent across diverse cultures. In the present business environment that is competitive, it is imperative that business enterprises explore all the potential sources that can be used to create a competitive advantage (Kwiatkowski, 2005). The implication of this is that employers must have an in depth understanding of the aspect of diversity and its relationship with business performance, this offers a framework through which business enterprises can compete productively. This paper explores the cultural diversity issues that face the TMT companies in Europe, reasons why people may not appreciate the cultural point of view of others and how appreciating cultural diversity affects people’s ability to communicate effectively in the context of a multinational corporation. The paper also offers suggestions regarding the steps that the company can take and policies that can be put in order to ensure that its global expansion strategy is successful.Advertising Looking for essay on cultural studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More Reasons why people may not appreciate the cultural viewpoint of others The most significant challenge posed by cultural diversity in an organization is miscommunication; this is because of the differences in the interpretations of the messages associated with cross-cultural communication. This implies that it is difficult to manage and motivate individuals in an organizational environment that is culturally diverse (Human, 2005). The second reason why individuals may not appreciate cultural viewpoint of others is because of cultural bias from the organizational members themselves. This entails cases of discrimination from fellow organizational members. This happens through avenues like racism. Through a high level of prejudice and biases, some people discriminate against other people who possess different characteristics. Cultural discrimination happens when the majority group confronts the representatives of minority group (Goldsmith Hu-Chan, 2003). In addition, assimilation is usually constrained by diversity in the organization. This is because any attempt to assimilate individuals into the organizational culture that is dominant poses negative influences to the organizational members and the larger organization. Additionally, individuals who have been subjected to assimilation usually have difficulties in expressing their opinions (Chartered Institute of Personal Development, 2006). How a ppreciating cultural diversity affects peoples’ ability to communicate effectively in the context of a multinational corporation Business enterprises have a moral and social responsibility of ensuring that they embrace diversity and equal opportunities. There are business case and legal case advantages associated with embracing diversity and equal opportunities within the organizational workforce. Diversity management is becoming an important concept that helps in the establishment of an organization that is diverse and reflects the community from which the organization undertakes its business operations (Bolman Deal, 2008). One of the most significant business case advantages associated with diversity and equal opportunities is that it results to an improved corporate reputation. Diversity in the workforce reflects an ethical position by the company, which in turn enhances the positive image of the company. This develops the partnership between the organization and its cust omers, which may help in expanding the customer base and ultimately the market share (Bishop Glynn, 1999). The second business case advantage is that diversity helps in the establishment of a reliable workforce owing to the fact that there are diverse people with diverse skills and experience. This is also enhanced by an extra source of talent for the company. The third business case advantage is that diversity and equal opportunity helps in improving the staff relations and employee productivity. This is achieved through the adoption of good practice during diversity management and the implementation of equal opportunity policies. Employee productivity transforms to customer satisfaction which implies increased profitability and an increase in the market share (Baum, 1996).Advertising We will write a custom essay sample on Cultural differences specifically for you for only $16.05 $11/page Learn More Suggestions regarding the steps that the company can take and policies that can be put in place to help ensure the company’s global expansion are successful The startup point for fostering cultural diversity within any organization entails valuing the individual differences and considering them as an organizational asset owing to the fact that individuals are usually different and distinctive in their own way, implying that each person within the organization has his/her own strengths and weakness. Basing on this, the organization can make use of the rich mix of talent, expertise and experience which can offer significant contributions that can enhance organizational and individual performance (Bolman Deal, 2008). The most effective approach to managing cultural diversity should entail a more proactive approach. The following are the recommendations for TMT Companies in UK concerning the ways through which they can establish and sustain a diverse workforce and implement their equal opportunities policies (Kwiatkowski, 2005). The first recommendation for the company is that it should implement urgent strategic advantages. The company must tailor their diversity management approach in a manner that the strategic benefits can be evaluated and realized quickly after its implementation. This plays an integral role in the evaluation of the strategic success of the diversity management strategies. This requires the formulation of better protocols that are required to quantify the potential business contribution to the organization after the implementation of diversity management (Bishop Glynn, 1999). The second recommendation to the company is to focus on developing the strategic capability of its diversity practitioners. This requires further work aimed at strengthening the influencing ability and the strategic ability of the company’s diversity personnel. This will play an important role in embracing diversity by the company. The third recommendation for the company is that it should focus on the gro wth of executive diversity leaders in order to address the diversity challenges facing the company. In order to realize this, the company can rely on the services of professional development providers and effective leadership approaches that embrace the significance of diversity within the organization.Advertising Looking for essay on cultural studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More In addition, it is recommended that the senior diversity practitioners within the organization should work closely together with top management team in order to facilitate the establishment of a more diverse organizational culture across all the organizational levels (IBM, 2009). Flexibility is also an important attribute that business leaders in the present business environment can deploy in order to overcome the challenges imposed by cultural diversity. It can be viewed from two distinctive categories: the capability to carry out ones duties irrespective of cultures and location and the ability to handle change and uncertainty in the complex business environment. In the context of cultural flexibility, efficient leaders should be able to go beyond cultural margins and come up with leadership approaches that are necessary for conducting business at the international level. They have to appreciate the fact that no single leadership methodology will be suitable for the different cult ural orientations and therefore he should be able adjust his/her leadership approach in order to meet the situation (Ãâ€"zbilgin, 2009). An implementation of the above guarantees an improvement in the business performance of the organization, competitive advantage through customer satisfaction and employee productivity. It is therefore important that the company does not only realize the importance of diversity and equal opportunity policies beyond complying with the legal requirements (Goldsmith Hu-Chan, 2003). References Baum, J. (1996). Organizational Ecology. London: Sage Publications. Bishop, R., Glynn, T. (1999). Culture Counts: changing power relations in education. Palmerston North: Dunmore press. Bolman, L., Deal, T. (2008). Reframing organizations: Artistry, choice, and leadership. San Francisco, CA: Jossey-Bass Publishers. Chartered Institute of Personal Development. (2006). Diversity in Business: How Much progress have employers made? Diversity in Business , 3-15. Go ldsmith, M., Hu-Chan, M. (2003). Global leadership: the next generation. New York: Pearson education Inc Prentice hall. Human, N. (2005). Diversity management: for business success. London: Van Schaik. IBM. (2009). IBM Global Study: Majority of Organisational Change Projects Fail. Retrieved from ibm.com: https://www.ibm.com/hk-en?lnk=m Kwiatkowski, R. (2005). Trends in organisations and selection: an introduction. Journal of Managerial Psychology , 18 (5), 382-394. Marlene, G. (2000). Cultural Diversity in the Workplace: The State of the Field. Journal of Business Communication , 33 (2), 488-502. Ãâ€"zbilgin, M. (2009). Equality, diversity and inclusion at work: a research companion. Washington, DC: Edward Elgar Publishing. This essay on Cultural differences was written and submitted by user Colleen Wing to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Schroeder Surname Meaning and Family History

Schroeder Surname Meaning and Family History The German last name Schrà ¶der  or Schroeder is an occupational name for a tailor or cutter of cloth, from the Middle Low German schroden or schraden, meaning to cut. In northern Germany, Schroeder was sometimes translated as drayman, or one who delivered beer and wine. Schrà ¶der  is the 16th most common German surname. Surname Origin: German Alternate Surname Spellings:  SCHRÃâ€"DER,  SCHRODER, SCHRADER, SCHRØDER Famous People with the SCHROEDER  Surname Richard Bartlett Ricky  Schroder, Jr. - American actor and film directorFriedrich Ludwig Schrà ¶der - German actor and prominent masonic  leaderAbel Schrà ¸der - Danish woodcarverChrista Schroeder - personal secretary to Adolph HitlerErnst Schrà ¶der  - German mathematician Where is the SCHROEDER  Surname Most Common? Surname maps from Verwandt.de indicate the  Schrà ¶der surname  is most common in northwestern Germany, especially in areas such as Hamburg, Region Hannover, Bremen, Lippe, Diepholz, Herford, Rendsburg-Eckernfà ¶rde, Mrkischer Kreis and  Hochsauerlandkreis. Surname distribution maps  from  Forebears  do not specifically address the  Schrà ¶der spelling but indicate that the surname Shroder is most prevalent in Germany (although not as common as Schroeder), while the majority of individuals with the Schroeder spelling live in the United States. Based on population percentage, however, Schroeder is a much more common surname in Germany and is especially common in Luxembourg, where it ranks as the 10th most common surname in the country. Data from WorldNames PublicProfiler varies (probably based on the interpretation of the umlaut spelling), pointing to Schroder being most prolific in Germany, followed by Denmark, Norway, Austria, and the Netherlands, while Shroeder is by far the most common in Luxembourg, followed by the United States. Genealogy Resources for the Surname SCHROEDER Meanings of Common German SurnamesUncover the meaning of your German last name with this free guide to the meanings and origins of common German surnames. Schroeder  Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as a Schroeder  family crest or coat of arms for the Schroeder surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male-line descendants of the person to whom the coat of arms was originally granted. SCHROEDER  Family Genealogy ForumThis free message board is focused on descendants of Schroeder  ancestors around the world. DistantCousin.com - SCHROEDER  Genealogy Family HistoryExplore free databases and genealogy links for the last name Schroeder. GeneaNet - Schroeder  RecordsGeneaNet includes archival records, family trees, and other resources for individuals with the Schroeder  surname, with a concentration on records and families from France and other European countries. The Schroeder  Genealogy and Family Tree PageBrowse genealogy records and links to genealogical and historical records for individuals with the Schroeder  surname from the website of Genealogy Today. Sources Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997.