Organizational Cultures

ORGANIZATIONAL CULTURES 5

OrganizationalCultures

OrganizationalCultures

Culturedefines what an organization is and the direction it is taking in itsoperations. A culture of a company determines the way of life of thatcompany. It is a tradition of an organization that is followed by thepeople who are around and in the organization. The culture of acompany defines the attitudes of the people in it and thereby theproductivity of the employees(Andersen, &amp Collins, 2015).A culture that appears to be favorable to the employees and themanagement will see the company prospering and doing better. Aculture that is not favorable will see the organization leading tothe failing path.

Theculture of diversification is one that appreciates the need to havevarious people from different races, gender, ages and other aspectsworking together in the same company. This culture could see theorganization do better with time as its benefits will be evident inthe organization.

Howcan an organization develop a culture that appreciates differences ingender, race, age, sexuality, and culture?

Theorganization can apply various techniques to attain culturediversification in various ways. To start with, the organization cantry to get rid of the resistance that comes about change by aninclusion of the various stakeholders (Knox &amp Marston, 2013). Itis worthy to consider and appreciate that various individuals havedifferent attitudes towards change, diversification being one of it.It is hence essential to involve the stakeholders affected in thecoming up of such decisions.

Theother way of promoting diversity in the organization is bycultivating a culture of openness in the organization. This will bedone by encouraging every individual in the organization to air hisor her views about any issue irrespective of age, gender or race ofthe person(Matsumoto, &amp Juang, 2016).This will create a friendly environment where everyone will be freeto each other and will be able to accommodate such decisions asdiversifying the organization irrespective of once personalpreference.

Diversityshould also be started from the top management. This means that fordiversity culture to flow to all levels, the leadership positionsneed to be distributed equally amongst different individuals from allwalks of life (McClintock, 2013). No particular group of people fromthe same sex, race, sexuality or age group should be allowed to takeso many of the top position at the expense of others. Diversity inthe top leadership would set a unique example of how the entireorganization ought to look like.

Diversitycould also be cultivated in the organization through training. Thisis a great tool that would enhance the attainment of the acceptanceby as many individuals as possible (Passmore, 2013). The fact thattraining is handled in a professional way means that moreunderstanding will be achieved and hence better acceptance. Trainingwill enable the process of letting known to all stakeholders of thebenefits that come with diversity in the organization.

Employeesatisfaction survey also needs to be launched in the organization.This will enable the management to identify the critical issues aboutdiversification, regarding what makes the employees happy and whatannoys them. This will, in turn, enable the to use the feedback tocome up with policies that will ensure diversity that is equitable,fair and a true reflection of the employee`s views.

Conclusion

Inconclusion, it is clearly evident that organizational diversityculture is useful to every organization. Even though the culture ofdiversity has shortcomings, the merits that come about are immense(Robinson 2016).Every organization is hence called to implement the culture ofdiversity if it is to reap the fruits of a diverse environment.

References

Andersen,M., &amp Collins, P. H. (2015). Race,class, &amp gender: An anthology.Nelson Education.

Knox,P. L., &amp Marston, S. A. (2013). Humangeography: Places and regions in global context.Pearson.

Matsumoto,D., &amp Juang, L. (2016). Cultureand psychology.Nelson Education.

McClintock,A. (2013). Imperialleather: Race, gender, and sexuality in the colonial contest.Routledge.

Passmore,J. (Ed.). (2013). Diversityin coaching: Working with gender, culture, race and age.Kogan Page Publishers.

Robinson-Wood,T. (2016). Theconvergence of race, ethnicity, and gender: Multiple identities incounseling.SAGE Publications.