Multicultural Case Study Power Point
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PSY-FPX7543_FainoRebeccaAssessment2.pptxTHE USE OF LOCAL DIALECT AMONG EMPLOYEES IN THE WORK PLACE
Capella University
Rebecca Faino
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Case Study overview
Communication is the vehicle that controls different people as well as operations in the company or in the workplace.
There are different ways in which communication is carried out; vertical is between the different levels of management and horizontal is between the different departments in the same level.
There is internal and external communication. Internal communication entails the institution alone while external entails the institution with other companies and external stakeholders.
Because of the cultural differences, there is always a common language which is usually chosen for use by all employees to avoid the use of local dialects.
In this organization there is the issue of use of local dialect among the employees which has caused an issue of fights and misunderstanding among the employees as some feel left out in the community.
The professional setting chosen is an open layout office.
Formal communication in the workplace generally consists of business and office memoranda, yearly reports or even fliers in client solicitations. It may also contain worker handbooks, disciplinary and remedial activity materials and medical coverage choices along with retirement fund alternatives.
Informal communication in business are usually verbal notices that managers give workers about the memoranda's and manually written notes, administrator remarks about other verbal correspondence that are far less informative to business operations.
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Organization Overview
The organization is made up of different individuals from different cultural backgrounds with almost all the ethnic communities represented.
Most of the individuals have an Arabic culture since it is an IT company.
They started by isolating themselves and forming small groups of their culture then started communicating in their local dialect.
This influenced other people to do the same and the office colleagues are now fighting each other.
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Cultural Conflicts
A cultural conflict is regarded as being a dislike as well as hostility or even an issue that exists between the individuals from different philosophies as well as ways of life.
The cultural conflict in this case is the use of local dialects among the different groups of cultures in the company.
This has become a norm and in the initial stages nobody saw it as a threat to peace and the harmonious workplace setting.
With time, some of the individuals started using local dialect to gossip and talk about their colleagues in the workplace.
This has led to contradictory aspirations as well as behaviors and conflicts in the organization.
Productivity has also decreased due to the same issue.
A cultural conflict is regarded as being a dislike as well as hostility or even an issue that exists between the individuals from different philosophies as well as ways of life.
The cultural conflict in this case is the use of local dialects among the different groups of cultures in the company.
This has become a norm and in the initial stages nobody saw it as a threat to peace and the harmonious workplace setting.
With time, some of the individuals started using local dialect to gossip anf talk I’ll about their colleagues in the workplace.
This has led to contradictory aspirations as well as behaviors and conflicts in the organization.
Productivity has also decreased due to the same issue.
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Cultural Diversity
| Your Name | Name of Other |
| National Origin | Gender and age |
| Indigenous Populations | Sexual Orientation |
| Social Economic Status | Ethnic Minorities |
The more diverse society the more willing they are to cooperate; they choose to provide social competency training as mandatory to stay away from issues. Social issues can extend from miscommunication to genuine altercations, all impeding on profitability and performance. Diversity training is essential for creating mindfulness and respect.
Creating positive social skills within a form of community or society so to speak, results in an ability to understand, speak with, and cooperate with individuals and to work with changing the social convictions and timetables (Martin, 2014).
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Cultural Identity Concerns & Cultural Conflicts
The cultural identity concerns arose when some of the cultural groups felt that their culture is more superior than others and that their culture should be made as the foundation for communication and opertaions in the company.
The people who perceive their heritage as well as host culture as being complementary may form a compatible cultural identity.
The workplace was initially led by diversity and inclusion and cultures were never a thing for debate.
When the use of cultural language started, cultural Conflicts began because individuals who perceived their heritage as well as host culture as complementary were acting like a threat to the other workplace colleagues.
The cultural identity concerns arose when some of the cultural groups felt that their culture is more superior than others and that their culture should be made as the foundation for communication and operations in the company.
The people who perceive their heritage as well as host culture as being complementary may form a compatible cultural identity.
The workplace was initially led by diversity and inclusion and cultures were never a thing for debate.
When the use of cultural language started, cultural Conflicts began because individuals who perceived their heritage as well as host culture as complementary were acting like a threat to the other workplace colleagues.
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Biases & Corrective Strategies
The biases I had with any culture is associated with moving to the South from the North. I have seen immigrants buy local businesses and the locals refuse to buy from the merchant because they are from the Eastern Continents.
I believed that women from Asia are not modest but working with them made me believe that they are modest enough and sophisticated as well.
Corrective Strategies for these biases and others in the future entails more interactions with diverse communities to understand their way of life and to use Google services to learn more about different cultures in the world.
The biases I had with any culture is associated with moving to the South from the North. I have seen immigrants buy local businesses and the locals refuse to buy from the merchant because they are from the Eastern Continents.
Also, I believed that women from Asia are not modest but working with them made me believe that they are modest enough and sophisticated too.
Corrective Strategies for these biases and others in the future entails more interactions with diverse communities so as to understand their way of life and to use Google services to learn more about different cultures in the world.
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Best Practices
The best practice should be to limit the use of local dialect to specific times such as during lunch and tea breaks.
The practice can be enforced informally by instilling to the participants on how to use their local dialects at the workplace.
Having a common dialect for formal use especially when the employees are communicating to the clients of the business.
This approach will lead to equality for all and ensure no one is left out towards achieving the organizations goals and objectives.
Business correspondence is used in most working environments because it underlies profitability, and it produces achievement. However, when there is a problem with communication especially correspondence it can create problems in the working environment due to misunderstandings. It could be important for some organizations to re-assess so they can enhance the sufficiency of communication among their employees depending upon the kinds of workforce the organization is (Kaplin, 2014).
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Best Practices
The use of accommodative approach to deal with conflict issues (Peppas, 2006).
Training employees to accommodate their associates.
There is no attempt to harm the feelings of others but rather a focus to shield their feelings when satisfying others concerns.
The approach centers on a pre-determination of an action and this case uses local dialects that can only be understood by a few associates.
The idea to accommodate other associate's underlines teamwork rather than decisiveness. A man places his interests last and permits the other party to further their interests. This approach can be used regularly to avoid any miscommunication, misunderstanding, and feelings of inequality in the workplace. (Peppas, 2006).
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Best Practices
The organization can deal with this issue by realigning the employees.
The groups can be detached through mixing the employees and re-allocating their roles
The organization can have a scan or an overview of the employees and identify those who use a similar dialect or those that have shared values.
By realigning their duties, miscommunication or rather the possibility of using local dialects will be decreased and hence avoid conflicts (Patrick and Kumar, 2012).
Use of Collaborative Approach
The coordinated effort style includes parties cooperating to determine issues, and both sides get together with win-win states of mind. It is a good arrangement style in formal organization set ups in ensuring teamwork among employees and thus avoid communication disparities (Patrick and Kumar, 2012).
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Conclusion
Cultural identity is an important aspect in any setting. Individuals will find themselves gravitating towards a certain group where they share common values within the members of certain groups.
In any workplace, multicultural conflicts erupt as associates who share the same culture isolate themselves from other groups of different cultural backgrounds.
They will then use specific forms of cultural identities and dialects they are familiar with.
Where a group uses its specific language in the workplace, divisions tend to occur, and thus a conflict erupts. (Martin, 2014).
The management must ensure equality in the workplaces and enforce the policies to become equal and fair to all.
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References
Kaplin, D. (2014). Encouraging Diversity in Psychology - Association for Psychological Science.Psychologicalscience.org. Retrieved 15 August 2016, from http://www.psychologicalscience.org/index.php/publications/observer/2014/october-14/encouraging-diversity-in-psychology.html
Martin, G. (2014). The Effects Of Cultural Diversity In The Workplace. JDM, 9(2), 89. http://dx.doi.org/10.19030/jdm.v9i2.8974
Patrick, H. & Kumar, V. (2012). Managing Workplace Diversity: Issues and Challenges. SAGE Open,2(2). http://dx.doi.org/10.1177/2158244012444615
Peppas, S. (2006). Diversity in the workplace. Employee Relations, 28(2), 119-129. http://dx.doi.org/10.1108/01425450610639356
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