Introduction
Modernity is the era of production characterized by the rise of industrial capitalism and the hegemony of bourgeoisie. Thus it centered on the production of commodities and products which in the Marxian perspective modernity becomes oriented with production and materialism.
On the other hand, Baudrillard interprets modernity as a process of explosion of commodification, mechanization, technology and market relations and further, characterized by an increasing differentiation of spheres of life. Since modernity characterized by industrial revolution leading to an era of production, capitalism acquired the powerful status in an economic system. Although the remnant of Marxist economy is still preserved in some communist countries, undeniably, the proliferation of capitalism as an economic system made the grounds for globalization of economic, cultural, and political spheres.
This significant condition became fundamental in the global economy wherein every capitalist thrives to advance their business tied in with the pervasive and effective strategic planning in order to adapt with such phenomenal change within the basic spheres of the society. Moreover, this rapidity affected the modernization of the society, wherein it pushes itself to the post modern ideology. Thereby our society today, as most of the scholars and researchers would put it, is on the verge of postmodernity.
In sociological and philosophical point of view, postmodern society is an era of simulation characterized by signs, codes, and models. This characterization leads us to understand in a deeper level our society now as a site of an implosion of all boundaries, regions, and distinctions between high and low culture and appearance and reality. Such condition, however, is not only exclusive to some sphere of human interaction but an inclusion of diverse spheres of human interaction.
In global economy, post-modernity is not new at all. The rapid development in corporate management, organizational culture, and human resource management, are but cryptograms of post-modernity. Moreover, such occurrences in the economic landscape are not intended to intimidate entities which are slow and sluggish in response to the signs of the times, but, a matter of fact in which cannot be blamed to particular someone but to all.
These realizations construct new ideas and theories on the cultural, social, and political realms. Most of the struggles and explicit changes seen in line with the issue of postmodernism are situated within the field of culture and economy. Culture in this sense mostly influenced human events in particular behaviors within a concrete space and time. In here, organizations succumbed frequently on changing strategic planning and management due to labor relations and set of standards prescribed by global economy.
Some corporate entities trying to integrate possible and effective strategies in order to come up with highly competitive resources, in particular, human resources in order to produce high quality of goods and labor production. In line with this thought, we are subscribing to an adage which goes “two minds is better than one”, this goes without saying that organizational culture and its composition shared diverse beliefs, norms, and standards. Furthermore, employees within an organization are not exclusive of one culture but diversified cultural backgrounds. Obviously, this refers to multicultural perspective in an organization.
Multicultural Perspective
Pluralism evades the traditionalist and scholastic perspective on absolutes. With the deluge of information coming from various modes of communication, the essence of absolute deteriorated and is gradually vanishes its doctrine. Thus, the proliferation of pluralism provides a strong foundation on relativism as pervading consciousness of the postmodern man. Moreover, such pluralist view connotes a causal relation to our perspective about human resource management strategies.
The issue on multicultural perspective is now the prime task of any global network or organization. In the course of history, multicultural perspective was unattractive in the eyes of corporate movers and strategists, however, only in the recent spectrum of time when multicultural perspective became elemental in the growth of an organization to successfully compete in the global marketplace.
“Two minds are better than one,” clearly it speaks about the effectiveness of having two minds working together for a good output or result. Applying the discourse on multicultural perspective, diversity of culture, language, lifestyle and thought, are significant in an organization which goes global. We should take into account the fundamental principle that unity in diversity proves to be an effective tool to acquire and gather high quality of knowledge, goods, services, and products.
In this sense, multicultural or diversified human orientation accumulates productive and powerful results making an organization competitive in the global marketplace. Moreover, this perspective preoccupied human resource and public relations practitioners since they recognized the significance and benefits of diversity in the global business. In mapping the historical landscape, we see how racial issues became prevalent especially in the centers of developed economy like United States and some parts of Europe, however, changes in principle, theories, and guidelines in management deemed to recognize the role of equality, setting aside differences to work as one in succeeding the goal of an organization. This contributes particular productive effort of many scholars with innovative mind-set which sets guidelines and strategies objectively.
Importance of Multicultural Perspective
There are many reasons we can provide as to the importance of the multicultural perspective in organization. The diversity in organizational structure and corporate management sustains the organization to be competitive in the global arena.
In view of the human resource management strategy, multicultural or diversity aids a recruitment process since diversity and inclusion initiatives are often precursors to the type of career opportunities. Diversity and inclusion initiative programs help organization acquires highly competent applicants regardless of his/her diversified beliefs and lifestyle.
In today’s economic discourse, diversity is a business imperative tied to corporate strategies, customer-focused services and consumers around the world. Since corporate business ventures globally, it should adapt certain effective strategic planning in which it will make the venture productive and successful. Like for example, the global venture of Coca-Cola Company which goes beyond its borders adapt a multicultural perspective in order to successfully land its business venture. It should recruit labor services and manpower experts not only exclusive to one culture but with diversified backgrounds.
Diversity creates a competitive advantage such that it expresses a respect for individual differences and global awareness. Diversity programs such as recruitment, community investment, supplier diversity, and training are effective business and organizational strategy in order to have a more healthy and competitive organizational environment, and in which desirable productivity may be reached.
Significance of Multicultural Perspective in a global organization
Undeniably, multicultural perspective is vital and significant in an organizational which goes globally. In order to reach the desired goal and objectives, an organization must be aware of the effects of globalization, one of which is pluralism and homogeneity of values and culture. Hence, because of this causal effect of globalization, the idea of multicultural perspective is central.
To speak of global is tantamount to diversity, a mixture of different value system, worldviews, norms, lifestyle, and thought. Ergo, a cross-cultural teamwork and collaboration are needed in order to have more effective productivity output. Such cross-cultural teamwork would not only help an organization to be productive in whatever endeavor but also to introduce a global and cultural awareness treating each culture unique. Again, if we trace back our history, racial discrimination was prevalent in many cultures, however, it was replaced by a more open consciousness in which recognizes the role of each culture for development and progress. In most organizations before skin color is important in determining one’s own capability. This posits discriminatory treatment for workers and employees, but as the world and business pacing its track in global arena, diversity or differences of each employee becomes an asset instead of liabilities.
Diversity management is also been an issue in this postmodern economic field. This fact resides from a simple premise that moving globally will cause certain problem on cultural differences, thereby, yielding to diversity management significantly reduce the friction of problems. Moreover, multicultural perspective’s objectives are expressed in various points like global and cultural awareness, positive recognition of differences among individuals and education. Putting these objectives in mind, we are led to realize something greater than making an organization adaptive with the global changes but also a tacit exposition on how organization tried to unite diverse cultural identities and eventually form a homogenous identity in a more tacit and gradual process.
Moreover, diversity or multicultural perspective highlights various implications in the organization and with the performance of employees. These implications present a positive outlook and result to the development and growth of an organization within a global sphere.
Implications of Diversity Management
There are many implications which we can derive at the implementation of diversity management or multicultural perspective. One important implication is personal-employee morale. This implication is important since it helps boost employee self-esteem and value to his/her performance, Alleviating employee morale creates great positive impact on his/her work. Such importance leads to employee’s career growth, not only on financial level but on the performance and quality of labor itself. Again, professional development occurred when employees actively participate in workforce regardless of their differences and diversity of behavior, norms, and lifestyle. The amount of interpersonal teamwork arises when each employee are willing to set aside differences for better service and output on production. Problem solving on the other hand maybe executed well and come up with better alternative and solution when diverse mind sets sit together to solve problems. Diverse intellectual framework effectively creates best solutions to problem solving. Each culture brings unique views and unique methods of problem solving.
Moreover, the fact that organizations are continuously invents and innovate its organizational structure and business strategies, multiple or diverse human capabilities are needed in order to find more suitable innovation. The global perspective is always central in all business strategies and organizational structure, hence, the need of diverse or global experience and expertise are invoke and use.
The Need for Multicultural Workforce
In managing multicultural workforce, it attracts most likely the best and brightest talent. This statement is premised on the process of selection and recruitment strategy employed by human resource management. Since, organization are leveraging and inclusively accepts applicant with diverse orientations, most probably, the selection of best and brightest talent can be acquired regardless of their differences. The value, therefore, of diversity continues to grow in business communities, recruiting and retaining talented employees who are diverse is becoming more important to organizational success. This posits an idea that multicultural perspective in organization effectively creates a better atmosphere within and resulted to great success of an organization in reaching its objectives and standards.
In capturing the power of diversity of thought, understanding, valuing and encouraging cultural diversity are key elements to such. It is quite clear that the world, in particular, within the economic sphere realizes the need of deeper acceptance and understanding of cultural differences, and trying to temper these differences buy putting aside such cultural hindrances in order to move, act and perform particular tasks effectively.
Furthermore, the power of diverse minds, experiences, culture, and perspectives is a key competitive advantage in a corporate endeavor.
Process of Multicultural Perspective
In diverse management, the combination of ethnicity, gender, and lifestyle difference do not create any imbalance in the organizational culture and structure, rather are means to improve the quality of workforce. Positive imposition and strategic planning of implementation as to create a positive result of combination of differences should be emphasized. Only when employees, though, recognized their differences with others, feel no hindrances and separation with others, can create a good atmosphere and work performance.
The culture of inclusion enables organizations to leverage the talents and perspectives of a diverse workforce. Moreover, diverse workforce much more than a public relations or recruiting issue, it has a great impact on the organization’s ability to innovate and deliver products that fit the need of a diverse and multicultural public.
The process on how multicultural perspective effectively be manage are argued in the following lines:
First, leveraging different ideas, backgrounds, and values can be a great step to achieve success. For instance, when all ethnic groups are represented at all levels of the firm, we can be better able to perform in a global landscape, attract the best talent, and ensure clients with the best service.
Second, leverage relationships with variety of organizations. This step can able organizations easily access recruitment process. Organizations must establish an affinity with local organizations for recruitment of diverse employees competent enough to work.
Third, create variety of programs to enhance minority hiring practices and advancement. Minority hiring practices, diversity training and accountability, and career advancement programs can help enhance employment of diverse employees or applicant.
Such these ideas would allow different organization to further select and able to search for best and talented workers with diverse backgrounds. But the need of affinity and connections with local minority organizations or job fairs in different schools can help any global organization find suitable and talented workers.
Conclusion
Multicultural perspective is integral in organization as it moves towards global competition. In order to successfully compete in the global market, diverse management should be taken into place to help organizations advance its objectives and business strategies.
With such endeavor, the proliferation of multicultural perspective within an organization can be also mean trying to homogenized and unified differences in a tacit manner by using effective strategies and planning.
Moreover, undoubtedly, the power of diverse mind can create a great impact to an organization in problem solving, innovation, structural change and organizational culture.
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