Employees who come from different countries view the world in different ways due to the different cultural practices from their countries of origin. It is important for mangers to learn how to embrace different cultures at the work place. This can be achieved if global leaders are able to embrace cultural diversity at the work place. Such leaders can achieve this by understanding the meaning of different cultural practices and learn how people from different backgrounds conduct themselves at the work place. This includes getting to know their motivation in order to provide for them a working environment that enable people from different cultures to work effectively and be productive.
I would use the understanding on cultural different to manage staff by promoting diversity at the work place. This can be done by means of developing a diversity program at the work place and within the community at large. It is important to embrace people from different cultural backgrounds in order to get customers from all backgrounds (Patrick & Kumar, 2012). Company managers should provide their employees with opportunities to learn about the cultural values of their coworkers as well as their way of life as a way to embrace different cultures. This is essential in building a healthy work environment that accommodates different people.
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Individuals who have different cultures can be well managed if there is good communication skill within the organization. Poor communication can lead to workforce failure especially from multinational organizations. It is also important to enhance good relationships among coworkers through platforms such as team building. This is important because it ensures that everyone is engaged in their work efficiently. It is essential to promote the appreciation for different cultures by asking people of different cultures to share their experiences. This makes everyone to feel comfortable as they feel that they are recognized.
References
Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. Sage Open , 2 (2).
