The Importance of cultural competency in Business
Understanding the importance of cultural, ethnic, gender, and other differences in a business setting should actually be a global priority. Advanced technology has made it possible for many cultures to integrate diverse intellectual capabilities; therefore, it is imperative that businesses implement programs to enhance cultural competence and create a working environment of mutual respect. Effective business managers and professionals now recognize that economic success in business is dependent on developing cultural competency with open lines of communication between all parties and a realization that cultural differences are actually assets when cultivated appropriately.
First, businesses must recognize that institutionalized discrimination does exist. The presence of institutionalized discrimination often goes unnoticed by those who are not affected; therefore, awareness becomes a challenge but is achievable. The discovery of one’s own cultural assumptions is the beginning of a “journey and a way of being” (Bhattacharya, Olsen, & Scharf, 2006).
The Research paper on Global Business Cultural Analysis Barbados
... international relationships, political systems, business risk and impact of global expansion. Global Business Cultural Analysis: Barbados Barbados is ... research paper is to analyze the cultural viewpoint of doing business in the nation of Barbados according ... with the tourism sector. Insurance companies, the International Business Companies (IBC), foreign sales corporations, and offshore banking ...
According to Bhattacharya, Olsen, and Scharf (2006) the development of cultural competency in business is dependent on the policies, education, and practices that create cross-cultural understanding and awareness. culturally competent businesses go beyond hiring and professional development to build mechanisms into the daily activities that foster continual learning. They also help in adapting working relationships to be more respectful, effective and appropriate to diverse populations (Bhattacharya, Olsen, & Scharf, 2006).
Using the ping-pong experiment revealed how institutionalized discrimination encompasses daily lives and exposed feelings of awkwardness and alienation. The ability to perform simple household duties, grooming, hygiene, housekeeping, and any other activities of daily living was severely impaired. Most household appliances such as the mixer and vacuum cleaner were noted to have control switches located on the right side, and even the key ignition for the car was located on the right side. As dinner preparation was underway the experiment was eventually abandoned. The disability of not having use of the right hand became just too stressful during a failed attempt at using the food processor. Having experienced the actual disability the awareness of institutionalized discrimination became apparent; therefore, it is a knowledgeable assumption that instituting similar experiments in business environments could work well to promote awareness among managers, professionals, and employees.
Next, learning how to get along by understanding differences not only in cultures but individuals as well forms cohesive relationships in working environments. Cultural competence and strong diversity management does help companies effectively utilize talent and intellectual capital resulting in motivation and maximizing employee morale (Establishing a Knowledge Structure, 2008).
Cultural competence should never imply that certain groups or individuals get preferential treatment. Effective business managers realize that would be counterproductive when the goal is to maximize productivity. Instead, the best objectives in reaching that goal include communication and cooperation to promote team work.
The Dissertation on Cultural Effects of Business
1. Introduction and background information There are a thousand Hamlets in a thousand people's eyes. Even the same thing the people who come from different countries will be treated as the different ways. The world is wonderful that is consisted of various cultures. No one can define what culture is, people just try to understand it. Ralph Linto(1945:21)‘a culture is the configuration of learned ...
Mercedes-Benz is a company that has been successful with cultural harmony at their plant in Tuscaloosa, Alabama. Both the Americans and Germans found that mechanisms for addressing issues varied. According to Debra Nelson, administrator of external affairs at Mercedes-Benz U.S. International, it took a lot of work including cross-cultural understanding and awareness to help the company become productive. Through communication the company discovered commonalities that bonded their workforce and made them successful. Their capability to attract and retain high-quality employees of diverse ethnic and cultural backgrounds revealed their efficiency in cross-cultural management abilities (Establishing a Knowledge Structure, 2008).
Culture is ultimately what shapes the lives of every individual. “Everyone has a culture, and it is core to their identity, behavior, and perspectives on the way the world works and should be” (Bhattacharya, Olsen, & Scharf, 2006).
However, also according to Bhattacharya, Olsen, and Scharf (2006) there is no “one size fits all” when is comes to the best approach at creating a model culturally competent system that integrates those cultures as well as subcultures. The key is simply creating an environment that values every individual with a commitment to understanding that it requires a continuous learning process. Only then can business managers and professionals truly establish a cohesive workforce that defines a successful culturally competent organization.
References
Bhattacharya, J., Olsen, L., & Scharf, A., (2006).
Cultural competency: what it is and why it matters. California Tomorrow. 1-9.
Establishing a Knowledge Structure, (2008).
1-4. Retrieved from www.businessweek.com/adsections/diversity/diversecompet.html
