Integrating Culture and Diversity in Decision Making

Integrating Culture and Diversity in Decision Making

Description

The organization focuses on the company Google for the discussion of organizational culture. As organizations expand their area of operations globally, they are confronted with a variety of human capital strategic challenges. The ability to operate across geopolitical and cultural boundaries impacts an organization's ability to grow and maintain marketable prestige that transforms organizational effort into value while maintaining a transformational organizational culture (Buttner et al., 2009). Globalization creates human capital requirements for interaction among a variety of cultural paradigms and the creation of socio-cultural alliances that support global business plans. One of the outcomes of globalization is the expansion of the use of information technology in ways that create knowledge throughout the various organizational subcultures. Harnessing information technology to benefit organizational workplace diversity programs supports organizational learning (Pollitt, 2005). Organizations that wish to embed workplace diversity practices into their human capital strategies should come to an understanding of the differences between theory and vision of workplace diversity and the practical application of workplace diversity practices.

Organizational Culture and its Signs

Google have workplace diversified employees in the organization. When an employer advertises support of equal opportunity and affirmative action for underrepresented individuals, this exemplifies tolerance for legislative compliance and different cultural backgrounds. One of the problems related to the study of diversity is the lack of an organizational, clear, and consistent definition for diversity (Anand & Winters, 2008). Some organizations define diversity as regularly monitoring compliance as a social justice component of human resource management responsibilities. The compliance perceptions is not about engaging in strategies of diversity or inclusion because it was the right thing to do, but doing something because it had to be done due to legislative directives. When affirmative action programs were first introduced there was the exclusion of the majority group members, especially European American men. Diversity and inclusion programs seek to leverage the contributions of all individuals even though they are different (McMillian-Capehart et al., 2009). In addition, managers are able to advance diversity initiatives because the discourse focuses on business goals. Those goals include the ability to obtain diverse customer-base perspectives, and that diversity might increase productivity.

The intent of affirmative action is to make certain equal employment opportunities are available for underutilized minorities, women, and persons with disabilities, veterans of the Vietnam period and special disabled veterans. It is also important to know that affirmative action plans and policies are also used to attract and retain employees in the previously mentioned categories (Kreitz, 2008).

The Google's organizational culture influences how diverse groups function. Some researchers put forward the diversity perceptions of learning and integration based on an organizational culture supporting diversity as an opportunity to produce positive outcomes. In fact, managers need to focus on organizational culture in order to render positive diversity results. Understanding organizational culture is important because it can be an asset or a liability. It is an asset when it sustains decision making and control and a liability when it ...