Communicating With A Culturally Diverse Workforce
Communicating with a culturally diverse workforce
Origin:
The face of the workplace is changing: More women, more ethnic minorities, and more immigrants are entering the work force. As a result, the workplace is increasingly multicultural. Nowadays, today’s job market: employers look for job candidates who have good communication and interpersonal skills and are team players. Those skills are increasingly important as the work force expands to include a wide variety of cultures.
Culture is a set of learned attitudes, behaviors, and the other things that comprise a way of life. Although people share their organization’s culture with their co-workers, it’s unlikely that they will share personal culture with all the co workers. They will find many “ways of life” represented in the workplace. Depending on experience with and exposure to different cultures, their “comfort zone” with different groups can expand or contract.
The challenge to today’s employer is to ensure that its work force’s diversity is a source of strength, not one of conflict. Recognize, however, that it is not the sole responsibility of the employer to see that goal achieved; all employees share in that responsibility.
The dimensions of diversity in organizations include:
• Age
• Educational background
• Ethnicity
• Family status
• Gender
• Income
• Military experience
• National, regional or other geographical areas of origin
• Ownership of property and assets
• Physical and mental ability
• Race Sexual orientation
• Social class
• Spiritual practice
• Work experience
These dimensions need to be considered when identifying, selecting and recruiting prospective coalition members. A heterogeneous group can work together effectively on mutual goals and objectives through consensus and cooperation.
Miscommunication is a major source of intercultural discomfort and conflict. Communication verbal,...
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