In every organization, there is a culture that informs employees of what is expected of them. Communication is an essential tool in companies because it helps in the management of cultural integration. Whenever firms employ new staff, they undergo an induction process to introduce them to the existing culture so that they are enlightened on the companies’ expectations. The orientation process helps new personnel understand how to interact with colleagues and stakeholders. Companies also rely on tools such as employee handbook, structure, vision and mission statements, and hierarchy, among others, to emphasize the existing culture. After the introduction process, one gains cultural knowledge, awareness, sensitivity, and competence.
This week’s reading has made me rethink and question cultural sensitivity. If people are given an orientation on new culture to build on their cultural knowledge and awareness, then I do not understand why some people have to be insensitive during organizational meetings. For instance, suppose one is working with a company that manufactures and sells sunscreen products directly to their clients. One decides to be racist by claiming that a particular product from the company is not for blacks; that person is insensitive to the black culture. Cultural awareness enables one to have a sense of respect for one’s lifestyle by respecting the existing differences. The particular staff should understand that the mission of such a company is to meet customers’ needs.
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I think it is essential for people worldwide to embrace cultural intelligence to have a clear understanding of why some cultures behave the way they do. Instead of judging one culture over the other, one should spend time with both cultures to comprehend their similarities and differences. For instance, there was a time I was serving in an international restaurant that majored in specific cultural cuisine that includes Chinese, Mexican, English, and African. The chefs employed to prepare the different cuisines; some were not from particular communities but believed they were good enough to handle the assigned dishes. At one point, there was an incident whereby a Mexican client walked in and asked for the best Mexican cuisine. Still, after being served, the customer was not satisfied and complained to the restaurant’s manager. The customer’s complain made me rethink the significance of cultural sensitivity and intelligence. The client was right to complain because of the disappointment. The restaurant’s manager can save the reputation of the place by ensuring the client’s needs are met by employing the right people with specific cultural knowledge.
A leader is someone who guides others to the desired path, which can be a goal or a mission. According to this week’s reading, I think that managers are also leaders because they are also in charge of the overall decisions made in the company. Just like leaders, they also engage people in the decision-making process. They think for the company just the same way servant leaders act. I rethink on Benin’s difference between managers and leaders. I believe there is no difference because managers are also involved in the change and innovation processes of organizations.
In conclusion, this week’s reading has made me rethink and narrow down on culture, communication, and leadership. I think insensitive cultural people during organizational meetings are ignorant because, before employment, they usually undergo a cultural orientation process. In both culture and leadership, communication is essential. Communication leads to understanding between leaders and their teammates. There is no difference between leaders and managers because both of them are involved in change and innovation processes. Both leaders and managers plan for their team members. In some way, they also control the activities of their fellows. In other words, managers are also leaders.
