MODULE 3

MODULE 3


III. MANAGING DIVERSITY

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SUMARY

We saw the spheres of activity in the management of cultural diversity knowing how each one work. We also learned the differences between managing diversity and equal opportunities,

Also we learned parallel between managing diversity and the competitive advantage, analyzing each variable as cost, resource acquisition, marketing, creativity, problem solving, and organizational flexibility.

Finally we learned the components to transform traditional organizations into multicultural ones.

QUESTION

Which is the best way for a organization to manage the cultural diferences?

We saw the spheres of activity in the management of cultural diversity knowing how each one work. We also learned the differences between managing diversity and equal opportunities,

Also we learned parallel between managing diversity and the competitive advantage, analyzing each variable as cost, resource acquisition, marketing, creativity, problem solving, and organizational flexibility.

Finally we learned the components to transform traditional organizations into multicultural ones.

When an organization is involved with different cultures it must educate their employees towards an understanding and tolerance in these differences. There is a process that can make things easier for an organization.

This process is call Holvino’s Multicultural Organizational Development model and it provides a useful support of the stages of an organization moving from a monoculture, that is characterized for exclusionary issues into the organization where the values of one group, culture or style are dominant, to multicultural organization who are inclusive and where the values of diverse people are valued and contribute to organizational goals and excellence.

According to this, an organization must development approach to designing and implementing a diversity initiative follow a five-step process: 1) preparing for the initiative; 2) assessing needs related to diversity; 3) developing a vision, goals and a strategic plan; 4) implementing the interventions selected; and 5) monitoring and evaluating progress and results.

These steps are something basic and very easy to accomplish by an organization, the key is that it must focus on the strengths of the organizational development approach to diversity, because this will provides a clear focus; it is similar to other planning processes.
If every organization take this into account, the problems with the cultural differences will be easier to accomplished, and will make the workplace a better place for the employees and a more successful company because is clear that a happy worker make happy costumers.

Bibliography

• DEBORAH MERRILL-SANDS, EVANGELINA HOLVINO WITH JAMES CUMMING (2000). Working with Diversity. Center for Gender in Organizations (CGO) SIMMONS Graduate School of Management Chaos Management, Ltd.