Cultural Diversity as a Human Resource Issue

Cultural Diversity as a Human Resource Issue

Introduction

The globalization of economies and businesses now has a strong impact on patterns human resource management. The international management of human resources is and a complex field booming. Indeed, managing multicultural teams capacity and diversity manager has often remote key competencies are likely to develop guidance for the future. Cultural diversity, far from being a handicap can become a competitive advantage. I wish to propose in this paper, trails to better manage diversity culture in the workplace through the use of devices for the development of intercultural learning. In fact, more and more companies have employees in from various countries and thus different cultures. Companies are well gradually become multicultural groups that express the social and cultural nationalities that compose it.

Cultural diversity becomes therefore a fundamental part of business management. The new challenge for all operational issues of the business and in particular the management teams. Means team work any form of collaboration between actors or internal outside the company to achieve a common goal. The formation of these teams can respond to different objectives (decision making, coordination, development activities) and be one-off (project team, working group) or permanent (council administration, council, committee, and steering committee). The formation of these teams has been strongly encouraged by companies in recent years. But while he was there a few years, especially in multidisciplinary teams accounted individuals of the same nationality who share their work and their role in the company with a different perspective on the problems. (Schramm, 2007)

The highlight today is the development of multicultural teams that require close collaboration between individual's beliefs, values and behaviors very different, all of which are to increase the difficulty of collective work, as it is integrate members whose cultural assumptions are not necessarily identical design and work organization. Cultural diversity can greatly complicate the dynamics of the group as it can cause relationship problems and misunderstanding between partners. Poor interpretation of a message or an attitude can cause tensions between team members and create a cleavage based cultural origins of each. The Cultural diversity can then lead to conflicts that are expensive and may block the project's progress.

The departure of some members due to disagreement is also quite common and shows fragility of these organizations compared to mono-cultural teams. The issue multicultural teams' work must therefore be treated as a matter to share in the management of companies. Naturally, like any diversity management, such differences may foster creativity and innovation. Productivity multicultural teams can be either significantly higher or lower than frankly teams mono-cultural. Put implement an intercultural approach is to perform a delicate operation. It involves propose mechanisms to manage cultural diversity and to exploit these differences competitive advantage.

Discussion

Studies have shown that multicultural teams through cultural diversity can often better problem solving considered complex. One of major potential benefits of cultural diversity would obtain synergies from the creative combination of different cultural approaches to problem solving given (technical, commercial, human) ...