The workplace has to be the epitome of tolerance, interaction, assimilation and borrowing or influence of other aspects found in the workplace. Adaptability is important. It means that the business should allow for a change in both the volatile and dynamic nature of the organizations. The psychodynamic approach in workplaces focuses on dynamics of human behavior. Diverse integration and diversity perspectives are pertinent in an environment of ever-changing work practices and demographic patterns. Hiring is often based on talent and capability to offer something to the business. Many companies struggle to recognize and the value of creating and inclusive workplaces. This has led to a scenario where the workforces contained several workers all from different backgrounds. The document below explores Diversity and inclusion efforts for Fig technologies case, in areas of Fair Treatment of Ethnicities, Benefits of Organizational Diversity, Improving Organizational Culture, Gender and Work-Life Balance, and Age Demographics.
Fair Treatment of Ethnicities
Fig Technologies is a global technology solutions firm, in an attempt of expansion they have obtained a number of smaller firms to expand its services in different regions. In an attempt to make sure that divisions are aligned with its counterparts in Qatar and Germany, the Executive Leadership Council (ELC) has hired an outside firm, The Solution Group which I’m a consultant for to visit and learn their processes, systems, and culture. This report will assess my three teams which members as follows: Team 1: 4 Americans, 3 Germans, and 3 Qataris; Team 2: 5 Germans, 3 Qataris, and 2 Americans; and Team 3: 4 Qataris, 4 Americans, and 2 Germans.
While making my selection All the countries have similar work cultures. This is reflected in the individualism dimension scores determined through the Hofstedes cultural dimensions. Germany has an individualistic culture with a score of 67 on the individualism dimension. Qatar’s dimensions are higher than Germany’s with 78 score on the same dimension (Al Dulaimi, & Bin Sailan, 2011). Individualism is highest in the United States with a score of 91 in this cultural dimension.
Individualism indicates that high skills are important and hard work is rewarded in the three cultures (Al Dulaimi, & Bin Sailan, 2011). This analysis creates a picture of stiff completion in the work place which explains the strife. In the current cultural settings, teams may be ineffective because of the competition and the desire for each individual to prosper. All team members will attempt to outdo one another to get more rewards. Language barrier between the team members may also affect the effectiveness of the teams. The team members represent diverse languages namely English, German, and Arabic. If team members are not fluent in the other two languages, communication might be a problem.
Assimilation test
1. Apart from your native language which two other languages among English, Arabic, and German can you speak fluently?
2. Suppose you were to relocate from your native country to a foreign country in what neighbourhood would you live? Choose one below:
· All white neighbourhood
· An Arabic neighbourhood
· In a big city with people from all over the world
· In a German majority neighbourhood
3. Are you willing to learn the local language apart from your own?
4. What do you think about team members who are not from your culture?
5. Do you think that the local language is beautiful?
6. What part of the local culture do you feel you can adopt?
7. If you were given the opportunity to live in this country permanently, would you make it your home?
8. What have you learned about the foreign culture that makes you a better person than you were?
9. Do you feel comfortable working with members of the other cultures?
10. Have you made any friends outside your ethnicity?
The Assessment
According to Charles (2006), people prefer to live among their co-ethnics. This fact was also revealed by the assimilation test above. In the question that asked individuals in which neighbourhoods they would like to settle in, the Qataris answered that they would want to live in majority Arabic neighbourhoods. The same went for Germans who said that they would want to live among white majorities abroad. The same answer was given by Americans. According to Crowder et al (2012), many Americans prefer to live in neighbourhoods with majority members of their race.
The assessment also indicated that many people preferred to speak in their local language when working in their home country. Those who work abroad said they were interested in learning a new language especially because it was predominantly being used in the new environment. Language is a measure of assimilation because it is the primary medium of interaction. The factors that influence such behaviour that hinders assimilation could be mistrust among the members from different backgrounds. For instance, the Arabs from Qatar may feel mistrust for the American and the Germans following the recent altercations and remarks in the public media that Muslims are the cause of terrorism in the world. This may affect group dynamics especially if the group in question is in the minority. When assessing the willingness of people to learn a different language there was disinterest especially when the group was the majority. For instance, in the US offices American workers were apprehensive of the thought of learning another language arguing that it is the outsider that should learn a new language. This was an indication of constrained relationship among the teams. On the same note, the assessment noted that people were reluctant of making friends outside their ethnic groups. Perhaps, this is influenced by the mistrust identified above.
When it comes to living in the country, the assessment revealed that many westerners felt homesick and were eager to go back home. This was not the case for the Qataris working in Germany and US. Similarly, the Qataris were unwilling to adopt any other culture that contradicted their culture. This follows that Muslims are more conservative and fear that the western culture might erode their faith. On the question whether members were comfortable working with other people from other cultures, the respondents were open to working with other people because it brings different perspectives and improves their decision-making skills (Podsiadlowski et al., 2013).
My recommended approaches for improving assimilation are as follows: Sharing, I would ask team members to share interesting facts about their culture and about the other cultures. Team projects, I would design projects that require the team members to work together to accomplish the task. With the effort of them getting to know more about each other’s and their culture. Team Based rewards, I would recognize team and group efforts rather than individual efforts. This will force people to work together more often to achieve such rewards.
Benefits of Organizational Diversity
Fig Technologies has a work force comprising women. The culture has promoted development of subjective sexual relationships in its call service center based at Miami office. These two offices have witnessed rising tension among staff members who are pro biased associations championed by their colleagues. Some of the issues found bewildering these offices include: personal prejudice towards their seniors which has led to declining marketability of the company’s products like Futbal. Equally, the excursion found out that due to dominance of women workforce from cross cultural and social orientations, same sex- relationships are developing. The influence of university graduates working in the call centers has immensely influenced the professional practices. Lately, it has become common practice among employees to withdraw from their duty posts and engage in gossiping and fist fighting. In addition, the employee conflicts have been rising and cross-manipulation due to transfers between offices in Miami and those at Kansas City.
The present organizational culture at the Miami offices have thwarted growth of Fig Technologies. This has been demonstrated by the poor taste towards their products as revealed by the international employees working in these offices. The employees have noted low morale and zeal to use the utility provided by the Fig Technologies. Indeed, the markets in South Africa and Brazil has frustrated the sales of the utility because of poorly constructed organizational culture. Diversity, both in principle and policy is one solution to the currently dwindling business environment. With such a tendency, impropriety in management of organizational affairs and large scale dysfunctional social relationships will continuously limit its success (Ostroff & Schulte 2014). It is in the interest of the company that it maintains growth, though the existing gender composition of employees is derogative and out for malicious fall of the firm.
The situation at Kansas office is worse. Lack of sexual diversity at Fig Technologies have indicated increasing same sex relationships developing. At the office, it was found that all staffs, including gate attendants and the senior management officers were predominantly ladies. The office had limited time for social activities which encompassed opposite sex in the cadre. The culture of the organization also barred socializing with men at workplace, as a result, most of the ladies appeared secluded from their social system. They stayed long hours at work place which significantly influenced their desire for opposite sex.
In addition, it was established that the employees, mostly women having been indulging in heterosexual practices. Sexual connections have initiated with the liberalized within the social systems of employees. As workers continue to redefine their attachments with their colleagues, there has been diminishing output and creativity. Fig technologies have become the hood for heterosexual people. Ladies with homosexual cravings have found the Kansas office satisfying.
There has been declining interest on their clients. Consequently, the management has opted to counter the tendency. The only sure way is to adopt diversity both at recruitment, job allocation, and social attachments. Lack of organizational diversity at the Kansas City office has worked at the detriment of the organizational growth. So is the need to ban it. Diversity is important in fostering growth through enhanced creativity and problem-solving skills. Presence of highly integrated workforce, characterized by culturally composed gender orientation fosters inclusive engagement towards realization of economic objectives of the organization. Besides, it is noteworthy to highlight the social impacts of diverse culturally composed workforce in effecting change and taste for testing new undertakings (Ostroff & Schulte 2014).
The relevance of analyzing organizational culture is in finding the best practices that will in the long run enhance output in the organization. As an organization absorbed in delivery of technologies to the market, the management will be interested on practical ways of enhancing diversity, especially, if it is certified as impeccable in profit maximization.
One such way of enhancing organizational diversity at Fig Technologies is improving workplace engagement and associations. This is achieved through improved systems of recruitment, enhanced employee engagement, and composure for retention. This will help in colonizing roaming employees who seldom fight peace at their work stations due to volatile memories (Alvesson 2016). Also, it is only through on such benchmark that the management can spearhead establishment of both formal and informal activities in order to enhance interactions between the employees located at different levels of the organization, department and social profiles.
The executive committee should consider adopting a functioning work design that facilitates interaction between employees as well as an improved scheme of recruitment where new employees are introduced into the firm in order to strengthen existing employees. A functional system of organizational diversity enhances progress and achievement. This is actualized through open forums for consultative decision making, and has a long-term impact in institutionalizing the organization for social growth, (Fang & Gerhart, 2014).
The employees have been commonly seeking their own schemes of adjusting to both informal and formal work challenges. The Executive council should consider establishing as well as improving existing formal and informal channels through which they can express their grievance. The long-term impact is rising growth in product admissibility and creativity, (Mora 2013). It should be complementing these channels with awards and recognition systems is one way of boosting morale of employees.
Improving Organizational Culture
Upon a vary of assessments and assimilation Fig Technologies has developed concerns for their offices globally. There have been team members complaining about certain groups whose beliefs are different and celebrations not being observed by the company. The ELC has requested an assessment and plan of action to dissolve these concerns. I will address discrimination and harassment within the organization. I will report on improvements and new policies for the organizational culture.
Inclusivity has become a significant factor in organizational culture, especially with organization hiring more diverse individuals in the workplace. Technology and increased mobility of work have made it easier to find people of more than religious belief and practice in the workplace. It is, therefore, necessary to become cognizant of these diversity elements and devise ways to accommodate individuals with diverse religious backgrounds to avoid workplace conflicts and infringements of workers' rights which may affect both productivity and profitability.
One issue that arises with religious beliefs is the issue of absences due to religious purposes. For example, the Seventh Day Adventists are advised to observe the Sabbath on which they are not supposed to perform any work. This is bound to create conflict especially when an employee is unsuccessful when seeking to be excused from work on a Saturday. Also, it may create some level of resentment for the other employees who have to work on Saturday and cover the individual's duties when they are paid similar wages. Another way in which religion may affect the workplace is in the case of certain holy days which while they are not frequent and regular, they are considered as days of religious observance.
For example, the Hindu observe Diwali while the Muslims have Id Il Fitri. It may be difficult for an employer to allow these holidays especially when he is understaffed. While in some cases it is allowable by the court, it may paint the employer as discriminatory towards a particular religion. Other instances occur during Ramadhan where the Islamic community stay off food for a significant period and they are invited to luncheons. Or where certain religions do not accommodate foods that are not Halal and yet the company offers meals to its employees (Dinsen & Thuesen, 2015).
Legally, it is allowed for an employer to record as insubordination in the event it may increase financial costs or cause some level of inefficiency in the organization. However, it is the responsibility of the employer to ensure that the workplace and the organizational culture is an appropriate fit for the individual. This can be done by ensuring that there is documented transparency concerning an individual's religion which is made known to the supervisors of the individuals. The work schedule should be flexible to accommodate work swaps and the individual compensates for the time they were absent. It is important for the organization to ensure that while normal food is prepared, also foods that are considered Halal are prepared to accommodate those whose religion permits. Also, it is important to educate members of the organization on the importance of observing workplace sensitivity when it comes to diversity in religions.
Beliefs concerning gender and sex are mostly impacted by our cultural beliefs and the religious beliefs. While some individuals may be open to the idea that sexuality may be expressed in more than one way, it might be a difficult concept for other people to understand. For example, an individual may be put off when he sees two women associating romantically. Also, an individual may feel offended when they are considered as a man or woman yet they prefer to be gender fluid.
Further, it may be necessary to ensure that freedom of expression and inclusivity is emphasized as an integral work policy in the organization (Ang & Van Dyne, 2015). Gender sensitivity is important to ensure that a workplace is a suitable place for people to express themselves wholly without fear of being judged, being discriminated or experience hate. It is therefore important to create awareness and hold sensitivity sessions during orientation for each employee in the workplace.
Fig Technologies is committed to ensuring an inclusive and diverse workplace. To that effect, all religious beliefs represented in the organization will be well accommodated. It is important that the individual concerned with a particular religion exercise due diligence towards the company as well. All holy days which are well documented will be allowed to be observed by the individual. In the event that this day falls on a working day, it is necessary that the individual compensates at a later date. Workplace wear will be respected and can accommodate religious attire where reasonable. The company will be able to provide meals that are sensitive to the cultural and religious backgrounds of individuals in the organization. No religion shall be discriminated upon for whatever reason.
Also, the company recognizes different and diverse sexual and gender identities. All individuals regardless of their sexual and gender identity will be treated as equal according to their designation and their required roles. They shall be free from harassment of any nature, and any individual who perpetuates to harass them shall be fired immediately. No one should be discriminated upon based on their sexual or gender orientation and they will be treated with the respect that they deserve.
Gender and Work-Life Balance
Fig Technologies is researching gender and work-life attitudes. I will be reporting on the demographics of gender in the workplace, pay, scheduling, and work responsibilities within the organization. I will be discussing child and adult care being offered in the organization. Also, the different discriminations upon certain genders.
Demographics of gender in the workplace with regard to position, pay, and expectations
The issue of gender equality is most prevalent in the corporate world. In most cases, if not all, the victimized group are women. This is precisely manifested in the compensation difference found between the genders. Fueling this debate is the act of some employers to pay their female employees less compared to the male counterparts. Because of the difference in the compensation gap, there exists a significant disparity in the monetary and non-monetary benefits for work. In spite of the efforts to bring equality in the corporate world, less has been achieved. So far, there has not been any direct connection between performance and gender (Malach Pines et al., 2010). Therefore, undervaluation of the women's work is wholly based on male chauvinism and the traditional role of men and women in the society. These discriminations against the hiring, promotion, and the assignment of jobs to women have disabled the efforts meant to foster equality.
The aim of all the businesses is always to make massive profits by creating more market, which this is attained by having a conducive working environment to the employees, considerate salaries, and remunerations as well as proper management which can only be achieved through workplace culture. With the current growth in technology and the issue of globalization, many organizations have been formed to fight for the women to make sure that they have been given leadership positions in the businesses, government, and also in the society. It is important to ensure that there is a minimal gap in gender pay in the technology industry.
The advantages and disadvantages of flexible schedules and work responsibilities
In assigning duties and responsibilities, employers should ensure that they possess the required technical and communication skills that pertain administration services. The advantage streams along ensuring flexible in working schedules. Flexibility involves compressing working days into flexible hours or telecommuting. Flexibility provides a concern for general personal obligations in life responsibilities. However, sometimes the flexible schedules can lead to distractions from neighbors and friends.
Telecommuting has no clear delineation between work and home. Flexible schedules ensure that employees enjoy their time without inconveniences thus reduce turn-over rates for the valued staff. Even more important this will ensure there is minimal consumption of time and fuel costs. A well thought out schedule allows employees to work from home when there isn’t so much work to be done in the office, this means that fewer people will be driving and easier for people to telecommute.
Nevertheless, a sense of personal control of the work environments provides motivation and good entrepreneurial spirit thus increased productivity. Flexibility ensures that employees do not burn out from overload. Thus, reduces tardiness and absenteeism. However, team-oriented departments require set guidelines to meet the day’s activity. Managers are sometimes faced with troubles adjusting to new management styles when some of the staff members have not come to work.
Human resources benefit of offering child and elder care in the organization
Offering child and elder care is one of the best ways of recruiting talent. Family-friendly benefits are said to be one of the ways of retaining working parents (Dychtwald et al., 2006). The parents need time off for things like doctor’s appointment, unexpected illnesses, and family vacations. Attending to the aging parents helps in ensuring that the employees focus on work without distraction from family duties. As workforce mature, the organization becomes caregivers to children and the elderly. Firms that introduce such initiatives help the employees with caregiver responsibilities.
Work-life balances
Work and life balance lead to better working performance. Job satisfaction will be at a high rate and many of the employees will be committed to their organization. Such incentives tend to reduce the turn-over rates and most importantly bosses perform their jobs better thus increases profits and minimizing the costs for firms.
Age Demographics
When hiring, there are various factors to be considered. The issues of talent, enthusiasm, expertise, wisdom, as well as working habits, come with age demographics. Many of the recruiters do not want to get into trouble for favouring an applicant over their age. The youth (18-34) come with a boast of exuberance. Enthusiastic employees come revved up looking for challenges and ways to improve themselves (Gordon, 2018). It is easier to mold a young worker than weeding them out. In today’s society, a young workforce is accustomed to working with new technology. However, they are less vested in their jobs because of the numerous opportunities out there for them. They are likely to leave work earlier than the older worker.
A big number of individuals in today’s workforce are way beyond the traditional retirement age. For some reasons, older employees (35 and above) are continuing to work way into their later years and they continue to bask in the benefits they reap from remaining active. Older workers are often more experienced, and they bring great wisdom and knowledge to a business organization.
Employment Act discourages age discrimination and employer policies that ensure the protection of older employees from unfair treatment can help a company. They may also bring different perspectives from those of younger employees based on their long working experience. This kind of diversity in experience and knowledge can help a business to thrive. Hiring older employees may also help one to gain a leg up against the competition due to their immense experience in a particular industry (Lautsch & Kossek, 2011). However, it is evident that an older worker requires higher salaries because of their expertise. While cost is often justified, an organization should consider greener workers for less and spend more on training them.
Claims of age discrimination may cause public relations problems and harm a business’ reputation. Workplace age diversity is crucial for any business. Employers should not overlook the age factor. Benefits of inclusivity create harmony at work the management should not let misconceptions of workers get in the way of productivity many promotions emphasize on years with the company and performance levels. Availing equal opportunities to the staff will create a culture of inclusivity and overall growth of the organization.
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