Discussion
Discuss about the Organization Behavior for Review of Applied Psychology.
The emergence of globalization has rendered radical change on the overall organizational behavior and culture. Youssef-Morgan and Hardy (2014) opined that employees from diverse cultural backgrounds and attitudes are associated with the business process. In order to expand their entire business in various geographic boundaries the organization has to hire large number of employees from different cultural as well as religious backgrounds and attitudes. Rendering multiculturalism at the workplace is one of the most effective ways of grabbing global customers. However, after implementing multiculturalism at the workplace numerous problems are identified at the workplace.
This very specific study has focused to make a critical evaluation about a particular quote “it is better to rely on stereotypes than to enter into a relation with someone from another culture without any idea of what they believe in”. Before, analyzing this statement with proper evaluation of opinion of numerous scholars, the study should provide in-depth overview about the concept organizational behavior. Organization behavior is the study on how people at the workplace tend to follow business cultures, values, ethics and beliefs. In order to be a part of a business organization, every single employee has to follow organizational cultures and values. Harmening and Lunz (2015) opined that due to the entrance of people from various geographical and cultural backgrounds at the workplace, business experts have to face difficulties in maintaining effective relation with them. In this kind of situation, the organizational managers decide to avoid cultural diversity at the workplace.
This very specific study by using numerous organizational behavior theory and policy has decided to evaluate critically about the essence of this statement. Numerous scholars having specific knowledge and understanding on organization behavior has expressed their own opinion regarding this very specific issue or statement.
Rhoads and Valadez (2016) stated that amalgamation of people from diverse cultural backgrounds and attitudes have to face innumerable challenges in maintaining an effective rapport with each other. The success of a business organization is highly dependent on the team and its group performance. Individual performance can never meet business objectives and goal. Therefore, the organizations in order to expand the wings beyond going regional market should get effective group performances. Ravazzani (2016) emphasized that maintaining employee relation with the people of different cultural background is very important for providing best services towards reaching the business goal. While dealing with the people of different cultural backgrounds as well as attitudes business managers have to face language barrier, psychological barrier and cultural barriers. Being unable to make a proper interaction with each other employees fail to share their thoughts and information regarding business process. Consequently, the customer service is getting immensely affected. In this kind of situation, most of the business experts avoid to render cultural diversity at the workplace. Human resource managers while recruiting the employees focus on the language and cultural backgrounds and the applicants.
However, large numbers of eminent scholars have firmly protested on the statement mentioned above. Courtois et al. (2014) opined that without rendering cultural diversity the business experts would not be able to spread their business process in multinational countries. In addition, Barak (2016) stated that employees from different cultural backgrounds and attitudes can give effective performance. Business organization while maintaining a proper rapport among the employees of diverse culture should follow some most effective organization behavior theories. The theory of emotional intelligence believes that employees need to get emotional support from the mangers as well as seniors in order to get motivated towards performances. Brannen and Lee (2014) opined that in real business scenario, the employees have to face numerous challenges in keeping up their performance level consistent. In other word, maintaining customer satisfaction rate is a matter of major challenge for every employee. After facing immense issues from the stakeholders, service providers get de-motivated in performing well towards services. The theory of emotional intelligence believes that motivation, effective communication, coordination are the major ways of getting good performances from the employees. Therefore, with the help of using emotional intelligence theory the communication gap raised at the workplace can be reduced.
Yogeeswaran and Dasgupta (2014) however has differed the point of view of this eminent scholar. As per the opinion of this author employees have to face immense linguistic barrier while sharing any personal affair with each other. On the other hand, business managers cannot interact with those persons properly in order to know their workplace challenges due to language issue. Ultimately, it leaves a major negative impact on the overall performance level of the organization. Therefore, the statement “it is better to rely on stereotypes than to enter into a relation with someone from another culture…” is quite justified to some extent. Ravazzani (2014) pined on the other hand that global customers do not show their interest in purchasing products and services when an organization is gender biased. In order to draw the attention of global customers business experts have to render anti-discrimination act at the workplace. Human resource managers should focus on hiring those employees who are enough skillful and competent towards the services. Skill should not be judged as per cultural backgrounds and attitudes.
Rašticová and Senichev (2014) stated that amalgamation of multiculturalism at the workplace creates immense noise and disturbance within the organization. Being unable to share thoughts and views at the workplace organization has to face immense challenges in delivering the services within proper time. In this kind of situation, the business experts fail to maintain image and reputation. Rice and White (2015) opposed that organizations in order to maintain a proper organizational structure and behavior can implement motivational theory at the workplace. In order to motivate the employees towards services organization should implement several plans and policies. Implementation of reward and recognition policy is highly important in order to motivate the employees towards services.
The employees having linguistic barrier can receive effective training and development session with the help of which both the service providers and service users can get equal benefits and facilities. On the other hand, language competency makes a good bond among the employees. They can easily share effective business strategy and policy within the organization for reaching the peak of success. Large numbers of business organizations tend to focus on using autocratic form of leadership style while making effective business decision. In order to use this specific kind of leadership style the business managers do not wish to take collective decision at the workplace by involving employees. Automatically employees show their reluctant attitude in showing their reliable approach towards the services.
Barbusse (2015) stated that business managers with the help of making an effective participative form of leadership style take collective decision. As a result, employees get enough scope in showing their point of views. After gabbing language competency the people from diverse cultures and attitudes do not have to face challenges in sharing their own opinion. As a result, the entire organization would be able to share a systematic rhythm in proceeding towards success. This very specific author has opined that being stereotype is not a solution for avoiding organizational disturbance. Rice and White (2015) in addition, providing effective training and development session to the employees is one of the most effective ways of maintaining effective relation even with the people of diver cultural backgrounds and attitudes.
Conclusion:
The study has provided detailed overview about the statement based on organizational behavior. Various conspicuous scholars have shared their various opinions regarding this statement. While dealing with the people of different cultural backgrounds as well as attitudes business managers have to face language barrier, psychological barrier and cultural barriers. Being unable to make a proper interaction with each other employees fail to share their thoughts and information regarding business process. As a result, the business managers avoid in hiring people from different cultural backgrounds and attitudes. The organization may have to face immense challenges in rendering organizational profit. Being unable to share thoughts and views at the workplace organization has to face immense difficulties in delivering the services within proper time.
However, after evaluating the point of views of several eminent scholars it can be concluded that being stereotype into a relation is not the solution for an individual business experts in avoiding organizational hazards. Rather the managers should implement proper training and development session based on which the employees would get the scope of improving their communication skill as well as professional competency. Both the customers and the service providers need to share a good rapport with each other in order to render organizational efficiency. In order to motivate the employees towards services organization should implement several plans and policies. Implementation of reward and recognition policy is highly important in order to motivate the employees towards services. However, it is quite evident that employees from diverse cultural backgrounds can grab the attention of global people. Therefore, business experts can focus on the skills and competency level of the employees.
Reference List:
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Barbusse, A., 2015. Multiculturalism in Leadership. Findings and Analyses of Affects.
Brannen, M.Y. and Lee, F., 2014. Bridging cultural divides: Traversing organizational and psychological perspectives on multiculturalism. The Oxford Handbook of Multicultural Identity, pp.417-437.
Courtois, M., Delroisse, S., Herman, G., Desmette, D., Iweins, C. and Stinglhamber, F., 2014. Suppression and justification processes to reduce in-group bias in a multiculturalism diversity context. Revue Européenne de Psychologie Appliquée/European Review of Applied Psychology, 64(6), pp.279-288.
Harmening, D. and Lunz, M.E., 2015. Increasing diversity in the workplace: first-year results of a 10-year prospective study. Laboratory Medicine, 27(1), pp.25-27.
Rašticová, M. and Senichev, V., 2014. Multiculturalism at Czech universities as a predictor of diversity work place. The case of students from former Soviet Union. Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, 59(7), pp.325-336.
Ravazzani, S., 2014. Multicultural Workplace: A Challenge to Internal Crisis Communication?. In CCI Conference on Corporate Communication 2014.
Ravazzani, S., 2016. Exploring internal crisis communication in multicultural environments: A study among Danish managers. Corporate Communications: An International Journal, 21(1), pp.73-88.
Rhoads, R.A. and Valadez, J.R., 2016. Democracy, multiculturalism, and the community college: A critical perspective (Vol. 1081). Routledge.
Rice, M.F. and White, H.L., 2015. Embracing Workplace Diversity in Public Organizations. Diversity and Public Administration: Theory, Issues, and Perspectives, p.298.
Yogeeswaran, K. and Dasgupta, N., 2014. The devil is in the details: Abstract versus concrete construals of multiculturalism differentially impact intergroup relations. Journal of Personality and Social Psychology, 106(5), p.772.
Youssef-Morgan, C.M. and Hardy, J., 2014. A positive approach to multiculturalism and diversity management in the workplace. In Perspectives on the intersection of multiculturalism and positive psychology (pp. 219-233). Springer, Dordrecht.
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