Cultural Diversity Leadership in Organisation

Question: Discuss about a Case Study on Cultural Diversity Leadership in Organisation? Answer: Understanding of Cultural Diversity in Leadership Cultural diversity basically means leaders should take responsibility to create a diverse work environment. Top level managers understand the need of diversity but as in the case of middle level managers, they do not feel that they should include diversity in workplace. It is important in an organization to identify the various dimensions so as to measure how managers actually evaluate the course of action (Johansson Cherro, 2013). Most of the organization makes effort to apply internal diversity so as to meet the needs of the shareholders. Innovation is needed as far as diversity is concerned as because it is related to social justice as well. If employees show interest in learning different culture and styles then there will be smooth functioning of the business enterprise. As most of the young generation is busy in their work especially married couples where both parents are working. In that case, efforts are made by the company to give them privilege for reduced hours as well as work from home so that they can easily spent time with their family members as well (Hoch Kozlowski, 2014). Clients can be based from any parts of the world, so it is important to encourage work diversity so that the communication with them is stronger and they feel like trusting the company in most effective manner. Organization should indulge in programs as such where all employees feel free to discuss their facts and opinions with other so that there are no cultural differences among them. Cultural Diversity in organizational setting In an organization, it is important that each and every employee have a healthy conversation with its colleagues as because it will help in reducing social injustice that is difference in caste, creed religion, etc. Research shows that women are basically more dominant in nature and show anger in meetings but this is not what is suppose to be done (Ang Van Dyne, 2015). Co ordination among team members as well as helping attitude towards one another can bring a change in the overall organization. In other words, meaning of diversity is different for all other regions as because some diversity is related to gender specifications. It is also noticed that new hires are mostly women and it is about 30 % who belong in the group of minorities. These women need to be retaining in the organization so that women empowerment is also increased in the most effective manner (Tillman Scheurich, 2013). Examples citing the plan of action If an organization encourages the practice of cultural diversity, then all can communicate on a common grounds and relationship are build in most effective manner (Pieterse et al.2013). As in case Asian can never communicate with American, but if there is no cultural differences and all are ready to change, then it is easy to communicate on homogeneous grounds. By implementing diverse work culture, people will start making effort to convince the client of other culture and build a positive relation with them that will be ultimately helpful in the long run to create revenue generation (Liden, 2012). The success of any organization lies upon the effort that they make to increase in the competence of culture because that will be helpful in creation of overall diversity of workforce. As in case of Nigeria, if the diversity is based upon race, then there is no particular issue but they cannot handle the tribal differences by any chance. Findings In this study, it is noticed that older employees are performance oriented as well as absenteeism is really low as compared to the current generation of workforce. The sales turnover is even lower but the interpersonal skills are in a better position (Groves Feyerherm, 2011). Young generation is best at solving the novel problems that is related to calculations even when they are under immense pressure. Most of the times the problem lies in the management, this is because a young supervisor may lead a older subordinate. This actually led to sense of biasness in the organization and the real problem starts from this point of time (Ferdman Sagiv, 2012). Older people will not be comfortable to work under younger generation because they will feel that they are more deserving for the post but the actual case is not the same. Reference List Ang, S., Van Dyne, L. (2015).Handbook of cultural intelligence. Routledge. Ferdman, B. M., Sagiv, L. (2012). 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Cultural diversity and team performance: The role of team member goal orientation.Academy of Management Journal,56(3), 782-804. Tillman, L. C., Scheurich, J. J. (2013).Handbook of research on educational leadership for equity and diversity. Routledge.