Cultural Dimensions In The Workplace

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Table of contents Description Page No. 1. Introduction 3 2. Analysis 4 2.1. Cultural Dimensions at the workplace 2.2. The correlation between the diverse factors and the employees’ differences in the diverse workplace 2.2.1. Individualism-Collectivism 2.2.2. Power Distance 2.2.3. Handling the culture differences and differences mitigation 2.3. The role of leadership for the purpose of managing such differences 2.4. Employees’ motivation with diverse employees 2.5. Motivation Concept 2.6. Herzbergs and Maslow’s Theory 2.7. Internal and external motivation in the diverse environment 4 5 5 6 6 7 8 9 10 12 3. Conclusions 13 4. Bibliography 14 Figures Figure 1illustrates the motivation factors in the work place. Source: the researcher…show more content…
In the same context, Javidan and Dastmalchian (2003) have argued that the employees will not feel comfortable if they are requested to participate in decisions. 2.2.3. Avoiding Uncertainty This indicates to unorganized management in which the staff member feels threatened at the workplace. Thus, the employees in such culture anticipate having clear instructions by the company management. 2.2.4. Dealing with diversity and cultural differences The leader can be able to manage diversity and cultural differences through: A. Establishing cultural intelligence: this can be performed through giving continuous training to the staff in order to recognize the principles of cultural differences required in the workplace to enable the company to achieve its vision and mission. B. Avoiding ethnic intolerance: this is important to create the harmonization of the team work in the workplace C. Good listening to the staff especially the local staff that are considered as a key source of information. D. Monitoring the cultural differences through his/ her own experiences E. Improving the employees’ personal skills without looking at the cultural background . 2.3. The leadership role in managing these…show more content…
Job satisfaction: This is by having the feedback from the employees so the management shall detect the employees’ satisfaction level to enable the company to achieve its vision and mission 2.3.2. Organizational commitment: Through these commitments, the company shall be able to improve its rules and objectives 2.3.3. Employees’ welfare: This is significant for the company because the staff will not have an excuse for not achieving the best performance for the company 2.3.4. Decreasing the turnover Once the employee feels that he is threatened in the company, his/ her performance will be decreased so the company shall give the staff at least the same benefits as competitors are giving. 2.3.5. Support Through applying the incentive to motivate the staff so the company can gain from them the best performance and accordingly achieving the company vision and mission Figure 1illustrates the motivation factors in the work place. Source: the researcher According to Vroom (1964), in the past, the correlation between the performance and motivation have been studied by many researchers, but there was no high statistical correlation between the two of them. In spite of that, later on the researches focus on this matter to declare that relationship. In this chapter, the researcher shall explain the research concepts related to this part of the

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