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.
Credit:ivythesis.typepad.com
0 comments:
Post a Comment