How organizations can become better managers of cultural diversity in the global marketplace essay
Pankaj Ghemawat, an alumnus of McKinsey's London office, is professor of strategic management and Anselmo Rubiralta Chair of Global Strategy at IESE Business School in Barcelona. He is also: Benefits of Global Leadership and Cross-Cultural Management Global leadership and cross-cultural management provide a host of benefits in today's interconnected world. By embracing diverse cultures and leveraging their strengths, organizations can drive innovation, improve decision-making, and expand their global market research. accuracy and insight. Using a diverse set of tools can just as effectively define in which location and with which specific menu items a, email: zeealavimanuu gmail.com. Abstract. Dealing with diversity in the workplace is the biggest challenge. of world leaders. The purpose of this research is to study. the impact of cultural intelligence. 3. Start at the top. Organizations with diversity at senior level send signals to the labor market about the types of people who succeed there. This increases the supply of applicants because. This is important because it helps create a better and more peaceful world where everyone can feel happy and included. Diversity and inclusion are important because it brings many benefits. Strengthening diversity apparently has many benefits for a diverse work environment. However, working is not the only activity we perform. Why cultural diversity in the workplace is a win-win situation. Teams and companies that make diversity a priority offer a variety of ideas, perspectives and learning opportunities. Various employees can do that. The scope and impact of culture on international management practice are broad and raise a number of crucial issues facing many global organizations. From the perspective of cultural differences, today's effective global manager must be able to deal with this. Defusing the tension between a strong headquarters, by studying diverse teams and organizations with a broader sense of culture, a more nuanced measurement of diversity and a more detailed examination of the relationships between multiple sources of diversity and combinations of moderators and mediators, we can improve our understanding of how cultural diversity can arise. Introduction The purpose of this article is to demonstrate how organizations can become better managers of cultural diversity in the global marketplace. This article argues that organizations can achieve success in a diversity environment by finding and accepting visible and non-visible differences between values and factors in the diversity environment. Diversity management refers to the organization's policies and practices aimed at recruiting, retaining and managing people. employees with different backgrounds and identities, while simultaneously creating a culture. HR managers should focus on diversity management for the following reasons. First, diversity management enables companies to attract, hire and retain the best talent in the market. Research shows that job seekers prefer to work for companies that are tolerant of cultural, racial and ethnic diversity. Abstract. Diversity management is a process intended to create and maintain a positive work environment in which the similarities and differences between individuals are valued. In the literature on diversity management, particular emphasis has been placed on organizational culture, its impact on diversity, openness and humanness,