Diversity Management Essays Examples

The present essay is evaluating to problem about diversity management or organizational behavior mostly with bounded to the economic position in the United Kingdom. Restaurants hire temporary employees which are often migrants or people who are not enough familiar with social and cultural character of the United Kingdom or the client of such companies. Fast foods are hiring part-time employees from other countries with foreign nationalities in order to decrease their wage or because of non-availability of local workers. These workers may not be able to completely make out social and cultural character and behavior of the local clients. In such environment the management of such workforce could become troublesome in respect of improving the motivation to labor and managing them in respects of groups. So far as the workers are coming from various social and cultural groups, their psychology and their motivation could be another and combine them into one team in order to perform can also turn hard.
Problems concerning management of McDonald's is considered in this essay mostly with related to the psychological terms and the motivation degree of migrant workers and the management of cross-cultural groups. Research works leaded by Canen and Canen, (2001) have proposed that because of cultural and social differences, workers might be time to internalize to the foreign or new cultural atmosphere and preparation based on cultural aspects is a demand to combine them to the workforce. People who are arriving to the United Kingdom in search for job often find it hard to combine the workforce and grasp the requirements of the clients. Most workers of McDonalds are part-time or provisional employees, so it is often difficult for them to adapt to the working conditions and understand the requirements and needs of clients. According to Griffin, (2010) the social situation and language is an significant factor, also the working culture and the distinctions is an great issue to be addressed by the company. Some explorer,
such as Gerstl-Pepin and Hasazi (2006), have analyzed the cultural and social distinctions of humans coming from different countries, this research based on Hofstede’s theories of social and cultural distinction show that individualism is a main factor. United Kingdom is seen as an individualistic country but most of the McDonald’s workers are arriving from African and Asian nations who are having collectivist conduct (Finestone and Snyman, 2005).
Hence to another explorer by Canen and Canen, (2002) who analyzed the psychology of temporary and part-time employees have found that majority of these workers considered their initial work at such companies like McDonald’s etc. to have an arrangement afore they find more important job which are related to their education and experience.
Also important issue for the management of McDonalds is consolidation of the workers, who have arrived from different nations, into working teams who can work effectively. According to Gray and Wildersmuth, (2005) workers from different cultural and social background will have trouble in consolidation together and their work would depend on the integration on a team level. McDonald’s employees need to be combined as a command and they should be able to understand each other to effectively work.
Cultural framework individualism Hofstede’s theory concern to the extent to which individuals select their own attachment and stand up for themselves, while collectivist pressure person interdependence (Singh, 2009). Also people from high uncertain avoidance cultures await precise procedures and try to get away from conflict. The distance's force shows the formality of the working relationship (Singh, 2009).
Because of the various cultural backgrounds from which the employees come from, there is a propensity for the workers to merge into uniform groups. It means that hires coming from same cultural and social origin or nationality would shape their own groups and they are not able
Such type of tensions and conflicts inside the fast food level staff of McDonald’s even though not seeable to the customers it is a origin of constant non-performance from the part of the fast food level staff. By Parhizgar, (2002) it is necessary for the correct comprehension of the interior clients of an company in order to perform effectively. The inside clients of the company would be the employees working in various branches of performing various work functions which require a level of comprehension of the other workers and their problems. Only when there is a right combination of the group, the company can function effectively. In particular, in the case of McDonald’s where the fast food uses people from different cultural and social groups, combining them to one team has become one of the important advantages of the management. In certain cases it has been marked that due to the integrating of the workers within the fast food, there were often conflicts and tensions mostly due to the incorrect understanding of other workers.
On the basis of the further research it was designed the next recommendations to solve the two special problems which are linked to the cultural and social differences of the workers inside themselves and inside the much bigger environment. First initial trouble is the social and cultural differences within the workers which need to be resolved by providing teaching based on multiculturalism and installing in the workers the necessary levels of comprehension of the workers from different cultural and social groups. By Griffin, (2010), companies with high levels of multicultural workers are now taking up training based on comprehension the cultural and social distinctions of their colleagues which has provided significant efficiency and refine the
performance levels. By Canen and Canen, (2002) comprehension and analysing the requirements of the inside clients of the company is an important facet in creating a appropriate working atmosphere. From here the recommendation to refine the understanding of the workers with each other is to ensure training in the field of cultural and social distinctions (diversity training) of the persons coming from different countries.
Second issue it is temporary and part-time employees motivation and psychology because of the poor levels of public status and stigma related with the work at the ground level employment in fast food chains such as McDonald’s is to give them with possibilities for promotions and enhancement inside the same company. It has been researched that many of the temporary and part-time workers are off on the finding for better possibilities and if such workers are provided with possibilities to work in the same company and refine the working conditions, wage, and their commitment and motivation levels to the company can be considerably improved. It is needful for the management to communicate with the workers about the possibilities inside the company in terms of advance and moving up the professional ladder. Most of the temporary and part-time employees who are arriving from different countries are having important levels of education and experience, so the companies can use this resource to refine the performance.

Bibliography

Badhesha, R. S., Schmidtke, J. M., Cummings, A. and Moore, S. D., 2008. The effects of diversity training on specific and general attitudes toward diversity. Multicultural Education & Technology Journal, Volume 2 Issue 2, Pages 87 – 106
Canen, A. G. and Canen, A., 2001. Looking at multiculturalism in international logistics: an experiment in a higher education institution. International Journal of Educational Management, Volume 15 Issue 3, Pages 145 – 152
Canen, A. G. and Canen, A., 2002. Innovation management education for multicultural organisations: challenges and a role for logistics. European Journal of Innovation Management, Volume 5 Issue 2, Pages 73 – 85
Finestone, N. and Snyman, R., 2005. Corporate South Africa: making multicultural knowledge sharing work. Journal of Knowledge Management, Volume 9 Issue 3, Pages 128 – 141
Gerstl-Pepin, C. and Hasazi, S., 2006. “Utilizing an “ethic of care” in leadership preparation: Uncovering the complexity of colorblind social justice. Journal of Educational Administration, Volume 44 Issue 3, Pages 250 – 263
Griffin, R. W., 2010. Management. 10th Edition Cengage Learning publications
Parhizgar, K. D., 2002. Multicultural behavior and global business environments. 2nd edition, Routledge publications
Singh, K., 2009. Organizational Behaviour: Text and Cases. Pearson Education India
Wildersmuth,C. and Gray, S., 2005. Diversity Training. American Society for training and development.