Managing Culturally Diverse Workplaces Essay Example | Topics and Well Written Essays - 1250 words

Managing Culturally Diverse Workplaces - Es feel out ExampleSuch a tight private schedule may, of course, have consequences for working life. Another aspect of privacy is that Scandinavians atomic number 18 not very extrovert. These unique features of Bosnian employee sallow to say that Ado and his wife Alen require speicla programs and attention of supervisor (Barham and Conway 1998).The master(prenominal) problems faced by people in Bosnia are unstable political situation and heathen diversity (racism) caused by national differences between Bosnia and Herzegovina. Nationalism and civil war state cause people to be suspicious and distrustful. Bosnia suffers from economic crisis and high ostentation rates, social and political instability, poverty and low quality of healthcare services. Coming to Brisbane, it is difficult for Ado and his family to adapt to new environment and overcome cultural scandalise (Brislin, 1993).Bosnian manager is not supposed to publicly reveal his or h er feelings - and if he or she does, it should be separated from objective and rational decisions (Brislin, 1993). This means, among other things, that Bosnians are commonly draw as serious. Bosnian businesspeople describe themselves, among other characteristics, as serious sensible and silent. The Bosnian disposition to reasonableness, tolerance compromise and modesty also has a negative aspect in that some would argue that a person can discern forces that might work against initiative, risk-taking and, in extension, keep down entrepreneurialism (Bartlett and Ghoshal 1999). 2. The main strategies which would help Ado and his family to overcome cultural shock are cross cultural participation and a special plan for career opportunities, attention to withdraw of the family and relocation assistance. A few minutes of small talk can often reduce the emphasize. Effective administrators know when to slow the pace and talk astir(predicate) nonthreatening subjects. However, not even the most tactful administrators always succeed in establishing trust. A small number of minority approach managers and supervisors in ways that are outright defensive--they use profanity and behave indiscreetly. Such defense mechanisms do not usually reflect faulty personalities. Rather, protection of the ego is normal moreover a disproportionate use of defenses indicates a lack of security. Culturally different workers, particularly ethnic minorities, seek to maintain their psychological balance during times of stress in several ways, such as by rationalizations, reaction formation, overcompensation, or projection. People who believe they are members of an underclass or out-group often develop rigid, persistent, and degenerative ego-protection devices (Brake et al 1995). The major determining factor is the quality of interaction among people. The first step in establishing rapport with minority workers is to help them relax. To do so, the administrator must(prenominal) be relaxed. A special attention should be given to accommodation and food of Ado and his family. A company can advise Ado where to corrupt special food and how to behave in new environment. It is important to familiarize Ado with new cultural traditions and organizational culture, value