Understanding cultural, ethnic, and gender differences in business management

Cultural and Ethnic Differences

The Importance of Understanding Cultural, Ethnic, and Gender Differences by Managers and Professionals in a Business Setting.

The proceeding essay explains the role managers can play in managing cultural, ethnic and gender diversity in an organization and why it is important for the managers to understand it in a professional environment.

The Importance of Understanding Cultural, Ethnic, and Gender Differences by Managers and Professionals in a Business Setting.

It is usually evident and practiced in many organizations that although diversity is considered highly important part of organizational culture but in practice the culture is biased (negatively) towards women and minorities. (Australian Multicultural Foundation, 2013)

The working and communication styles (more friendly and less dominating when it comes to conversation styles) used by women are usually not acceptable and less popular throughout the organization. Because of this they are not the top priority when promotions are considered. Moreover, because of the family and other responsibilities that women have, there is a general perception that they are less devoted and honest to their professional responsibilities. This also acts as a barrier to their development and promotions at work. (FIRN, 2008)

Furthermore, the culture and personality of people from different countries / geographical locations varies from place to place. Every country and its residents have different professional working styles and priorities. Their conversation styles, confidence, approachability, friendliness, honesty and integrity towards work also vary. These variations / diversities are also considered by the management while considering the promotions and assigning duties. These are also considered at the time of appointment. Although organization, these days, claim to be unbiased but there I always some biasedness against these ethnic minorities and women on the back of the management's mind which becomes evident when practices are witnessed. (Australian Multicultural Foundation, 2013)

With the world turning global and organizations converting to global workplaces and multinationals, it is really important for management and the managers as well as all the individuals (professionals) to identify understand and cater these diversity issues and make the organizations equal opportunity employers. (FIRN, 2008)

But for managers to properly manage and eradicate all the biasedness and partiality against cultural, ethnic and gender minorities there is a dire need to fully understand what is meant by diversities and how these lead to management bias (which in turn effects the motivation and loyalty of these minorities towards the organization). (Australian Multicultural Foundation, 2013)

Furthermore, the managers also need to understand disadvantages of these diversities. Moreover, there is also a need to understand that how should they respect and appreciate these diversities in the organizations they work at. This respect will lead to a positive and learning organizational culture, with motivated employees. (FIRN, 2008)

There is also a need for the manager to work towards bridging the gaps between majorities and minorities. This is also the responsibilities of all the other employees to. This attempt by the managers require them to identify the comfort levels of the minorities and take steps to make them come out of the securities and complexes they have. Further they also need to works towards improving the attitudes of majorities towards minorities.

The managers and other employees should also work towards improving the relationships between all the colleagues. These steps also require the management to fully understand the personality and though process of these minorities and then work towards improvising the relations. Proper trainings also play their part. (Australian Multicultural Foundation, 2013)