Managing and employed over CultureS

Managing and Working Across Cultures

Managing and Working Across Cultures

Demographic diversity represents any characteristic that can serve as a basis for social categorization and self identification (Tsui & Gutek, 1999. p. 131). This paper will cover ethnic tolerance and places to stay, devout diversity, gender, race, and the influence of mass media. Using the course concepts covered, we will explain how organizations have adopted or incorporated these concepts to (1) enhance business strategies, (2) foster innovation and creativity, and (3) meet the evolving needs of a global business environment. In global marketplace, organizations will encounter demographic factors such as age, race, education level, religion, political party preference, sexual orientation, and gender (Kottak & Kozaitis, 2003). As a team, we will introduce Continental Airline, AT&T, Nike Inc., Columbia Broadcasting Network, and the United States Postal Service (UPS) to identify, apply, and analyze the best practices of each firm.

Continental Airlines ranked amidst the peak of the best companies and Airline of the Year for 2001. Continental used ethnic and multiculturalism demographic factors on the management planning, which was their new improved diversity hiring, and multicultural marketing strategies, which increased airline's profits and massive growth. Continental acquired a new attitude in hiring multicultural employees, strategic training, and retaining minority employees have brought the company to about 50% employees including managers are minorities today. This new method of recruitment is crucial to airline's multicultural recruitment success.

Continental leads in hiring and retaining Hispanics, and added Spanish signs in 20 airports. Hispanic, French, and Japanese advertising and hiring practices have increased multi-language crews who serve Mexico, Europe, and Asia. Other procedures Continental is utilising to manage diversity and increase multiculturalism and pluralism are connecting the "U.S. Hispanic Chamber of Commerce, forming alliances with the Organization of Black Airline Pilots; Black Flight Attendants of America; National Black MBA Association; and Hispanic MBA Association to recruit minorities for all levels of the company" (Fitzerald, 2001. p. 1).

Whereas, some businesses may be painful with diversity initiatives, in a multicultural international world today businesses should think about ethnic assemblies for success. Multicultural workforces convey varied ideas and creative procedures to solve topics. Continental was aware of and investigated the ethnic and multiculturalism demographic components that contribute to conflict. Continental management realized that to be a success they must embrace and promote hiring of the diverse nationalities in their workforces and develop avenues for employees to effectively communicate and find ways to bridge the differences across multicultural ethnic groups through strategic planning and diverse leadership (Fitzerald, 2001). Through specialized methods companies accomplish organizational goals by offering diversity classes to address possible conflicts, assist multicultural employees to understand others ideas, while showing respect.

Some of the influences of ethnic and multicultural demographic factors on individual rewards and recognition include developmental strategic diversity and communication training classes. Investing in strategic training of employee's interpersonal skills, teamwork, leadership skills, decision-making, conflict resolution, business ethics, time management, and success of employees to compete in the global market, pays ...