Facets of Managing in Cross-Cultural Diversity
Facets of Managing in Cross-Cultural Diversity
Contributor(s): Ilona Światek-Barylska (Editor), Udaya Mohan Devadas (Editor)
Subject(s): Economy, Business Economy / Management, Human Resources in Economy, ICT Information and Communications Technologies, Socio-Economic Research
Published by: Wydawnictwo Uniwersytetu Łódzkiego
Keywords: Cross-Cultural Diversity; European Identities in Business; Intelligent (Ro)Bots; Social Capital; Migration of Employees; Human Resources
Summary/Abstract: Diversity and multiculturalism have become pervasive in today’s organizations. Facets of Managing in Cross-Cultural Diversity is a timely publication critically exploring the phenomenon of managing in cross-cultural diversity. This book offers important insights on real issues and studies into management in a cross-cultural, global environment, and uncovers the issues from macro and group-individual perspectives. Unlike most publications on diversity which are limited to a single country’s experience, this book brings together authors who write about and study workplace diversity in the context of different countries and cultures. Associate Prof. Dr. Roziah Mohd Rasdi, Universiti Putra Malaysia
Series: Uniwersytet Łódzki
- E-ISBN-13: 978-83-8220-534-3
- Print-ISBN-13: 978-83-8220-533-6
- Page Count: 182
- Publication Year: 2021
- Language: English
Introduction
Introduction
(Introduction)
- Author(s):Ilona Światek-Barylska
- Language:English
- Subject(s):Business Economy / Management, Human Resources in Economy, ICT Information and Communications Technologies, Socio-Economic Research
- Page Range:7-9
- No. of Pages:3
- Keywords:Cross-Cultural Diversity; European Identities in Business; Social Capital; Migration of Employees; Human Resources
Identity – a Brief Humanistic Perspective
Identity – a Brief Humanistic Perspective
(Identity – a Brief Humanistic Perspective)
- Author(s):Joanna Sośnicka
- Language:English
- Subject(s):Economy, Social development, Sociology of the arts, business, education, Human Resources in Economy, Socio-Economic Research
- Page Range:13-21
- No. of Pages:9
- Keywords:culture; personal identity; social identity; symbol
- Summary/Abstract:Today identity is ‘the loudest talk in town’, the burning issue on everybody’s mind and tongue. Normally, we tend to notice things and put them into the focus of our scrutiny and contemplation only when they vanish, go bust, start to behave oddly or otherwise let us down (Bauman 2004: 16–17).Does the concept of identity find itself in a similar situation? Any extensive analysis undoubtedly blurs the concept, and interdisciplinary approaches do not help with grasping the essence of identity (if that is possible at all). The objective of this article is not to create another definition (we have enough already); instead, by making use of the richness of humanistic thought, the goal is to draw attention to certain dimensions and aspects of realizing identity, which are currently, in the author’s opinion, worth considering. Personal identity is not created in a vacuum – one’s environment and social reality have a great impact on them. The chapter addresses these influences with particular attention to selected elements.
Comparative Analyses of European Identities in Business – and Every-Day Behaviour: Working and Living Together in Europe
Comparative Analyses of European Identities in Business – and Every-Day Behaviour: Working and Living Together in Europe
(Comparative Analyses of European Identities in Business – and Every-Day Behaviour: Working and Living Together in Europe)
- Author(s):Angela Diehl-Becker
- Language:English
- Subject(s):Economy, Sociology, Socio-Economic Research
- Page Range:23-37
- No. of Pages:15
- Keywords:identity; Europe; organizational behavior
- Summary/Abstract:The aim of the project “Comparative Analyses of European Identities in Business and Every- Day Behaviour” (EU-CAB) is to find out whether – regardless of the return to national state positions that has been obvious lately since the peak of the refugee movement in 2015 – a kind of European identity has been built up in the selected European nations. Furthermore, the project seeks to answer whether the perception of behaviour in these countries is similar or varies to a certain degree. The project covers the following EU member states: Finland, France, Hungary, Poland, Portugal, and Germany,1 which were selected according to political and geographical criteria. The project’s staff is multi-disciplinary, including social psychologists and sociologists, engineers, linguists, economists, mathematicians and philosophers.
Managing in Diversity: the Major Domain and Contemporary Transitions
Managing in Diversity: the Major Domain and Contemporary Transitions
(Managing in Diversity: the Major Domain and Contemporary Transitions)
- Author(s):Udaya Mohan Devadas
- Language:English
- Subject(s):Supranational / Global Economy, Business Economy / Management, Human Resources in Economy
- Page Range:39-67
- No. of Pages:29
- Keywords:Diversity; managing diversity; cross cultural diversity; change in diversity management; problems and challenges for diversity management
- Summary/Abstract:Diversity has been a popular term both in theory and practice for many decades, especially with globalization. This chapter discusses diversity and diversity management with special reference to cultural diversity. The aim of this chapter is to understand: how diversity has been viewed and explained, what concepts and models explain diversity, what solutions are given in managing diversity, and what the future of managing cultural diversity might be. A targeted literature review was carried out for the purpose, using journal articles, selected books, theses and documents, as well as other open web sources. The review outcomes show that: diversity has been viewed differently in different times, it is mainly explained in terms of its cognitive and cultural dimensions, diversity management has been mainly targeted for performance improvements, and in the future managing cross-cultural diversity is likely to focus on enabling individuals to be more successful in different cultures, based on their cultural competencies and intelligence, rather than on ethnocentric views towards other cultures.
Replaced by Machines? The Intelligent (Ro)Bots as the Disruptive Innovation for Human Workforce in Cross Cultural Perspective
Replaced by Machines? The Intelligent (Ro)Bots as the Disruptive Innovation for Human Workforce in Cross Cultural Perspective
(Replaced by Machines? The Intelligent (Ro)Bots as the Disruptive Innovation for Human Workforce in Cross Cultural Perspective)
- Author(s):Artur Modliński, Marcin Bartosiak
- Language:English
- Subject(s):Economy, Human Resources in Economy, ICT Information and Communications Technologies
- Page Range:69-89
- No. of Pages:21
- Keywords:artificial intelligence; bots; cobots; human resources, autonomous technologies; disruptive innovation
- Summary/Abstract:The rise of artificial intelligence (AI) and its growing capacity in sensing, cognizing, and performing, is directly exposing the human workforce to the competition with more and more intelligent machines. The potential replacement of the human workforce by AI has become the starting point for a scientific discussion not only for human resources management, but also for organizational anthropology and cross-cultural management. Managers should know the nature of machines replacing humans, and develop strategies to deal with the phenomenon. This chapter presents examples of professions that can be replaced by technology. It also shows a case where such a replacement has already happened. It tries to answer the question if the human workforce can be universally (globally) “disrupted” by autonomous technologies, and it lies the foundation for future research regarding the acceptance of technology in various cultures.
Cultural Differences in Understanding Social Capital – Wasta and Social Capital
Cultural Differences in Understanding Social Capital – Wasta and Social Capital
(Cultural Differences in Understanding Social Capital – Wasta and Social Capital)
- Author(s):Omar Shaheen
- Language:English
- Subject(s):Economy, Business Economy / Management, Socio-Economic Research
- Page Range:91-100
- No. of Pages:10
- Keywords:social capital; Wasta; client; possessor; structural dimension; cognitive dimension; relational dimension
- Summary/Abstract:Wasta (in the Arabic literature wasta) means “intercession” or “mediation”. This concept covers a wide range of social activities. In the West it is known as clientelism, due to the existence of an informal relationship between the client (requestor of Wasta-demanding interest) and the possessor. The purpose of this paper is to analyze Wasta in an Arabic country through the three dimensions of the social capital (structural, cognitive, relational). To achieve this aim a theoretical research method was used to analyze Wasta. As a social mechanism in an Arabic country, Wasta can be considered an example of social capital, due to the fact that it contains the structural, cognitive and relational dimensions of the social capital mentioned in the literature.
Migration of Employees from Ukraine – Cultural Proximity and Human Resources Management Practices as a Chance to Keep them in Poland
Migration of Employees from Ukraine – Cultural Proximity and Human Resources Management Practices as a Chance to Keep them in Poland
(Migration of Employees from Ukraine – Cultural Proximity and Human Resources Management Practices as a Chance to Keep them in Poland)
- Author(s):Katarzyna Gadomska-Lila, Viktoriia Moskalenko
- Language:English
- Subject(s):Economy, Supranational / Global Economy, Human Resources in Economy
- Page Range:103-116
- No. of Pages:14
- Keywords:migration; culture; practices of human resources management; Ukrainian employees
- Summary/Abstract:The purpose of this chapter is to identify the reasons for the emigration of Ukrainian employees and to explain the importance of cultural proximity and human resources practices whose aim is to keep them in Polish organisations. The considerations are based on a desk research analysis of migrations of Ukrainians, and on the results of quantitative empirical research conducted by the Authors regarding national cultures, values related to work and managing human resources. The research results allowed to determine problems faced by Ukrainian workers employed in Poland, as well as human resource management practices to help overcome them. The study shows that cultural proximity, linguistic similarity or common history favour the choice of Poland as the direction of migration for Ukrainians, and human resources management practices of Polish employers favour quick implementation to work in Poland.
Management in a Multicultural Environment
Management in a Multicultural Environment
(Management in a Multicultural Environment)
- Author(s):Katarzyna Januszkiewicz, Justyna Wiktorowicz
- Language:English
- Subject(s):Economy, Supranational / Global Economy, Socio-Economic Research
- Page Range:117-133
- No. of Pages:17
- Keywords:multicultural diversity; multicultural management; organizational behaviour; culture in organization
- Summary/Abstract:Diversity management is indicated as one of the most important challenges faced by contemporary organizations (Roberson 2019; Cletus, Mahmood, Umar and Ibrahim 2018; Januszkiewicz, Bednarska-Wnuk 2017). The ability to take advantage of diversity in the development of the communication process (Okoro, Washington 2012; Evans, Suklun 2017), interpersonal relations (Mamman, Kamoche, Bakuwa 2012), and finally cooperation, is the key factor in building organizational commitment (Luu, Rowley, Vo 2019; Ghasempour, Rahimnia, Ahanchian and Syed 2020) and a competitive advantage based on social capital (Herriot, Pemberton 1995; Han, Han, Brass 2014; Walczak 2011; Aghazadeh 2004). The aim of this chapter is to analyse the methods and tools of multicultural management in organizations including issues such as culture and multiculturalism and their impact on human behaviours in organizations, and intercultural sensitivity (Bennet, Bennet 1993; Sizoo, Plank, Iskat, Serrie 2005; Bhawuk 2009; Paige, Jacobs-Cassuto, Yershova, DeJaeghere 2003). Based on desk research, we also indicate recommendations for managers in multicultural environments.
Diversity and Inclusion Practices among Different Cultures
Diversity and Inclusion Practices among Different Cultures
(Diversity and Inclusion Practices among Different Cultures)
- Author(s):Marta Borkowska
- Language:English
- Subject(s):Economy, Supranational / Global Economy, ICT Information and Communications Technologies, Socio-Economic Research
- Page Range:141-158
- No. of Pages:18
- Keywords:diversity; inclusion; diversity management; culture; cultural differences
- Summary/Abstract:The aim of this chapter is to analyse diversity and inclusion (D&I) practices from the perspective of different cultures and verify if approaches towards those concepts are common or contain disparities. According to a literature analysis, approaches towards D&I vary significantly depending on the culture, mostly due to a country’s location (Western vs. Eastern), and history and values by which a nation is driven. Research conducted in an international IT company, on the contrary, shows no differences in D&I practices among cultures. Lack of diversification may be a result of the necessity to adapt to a constantly changing business world and requirements imposed on all units of an organisation to follow one coherent strategy in terms of D&I. Research limitations as well as the need for a further analysis in order to fully investigate the subject are also discussed.
Culture and Performance Appraisal Processes and Practices: Critical Insights from the South African Public Sector
Culture and Performance Appraisal Processes and Practices: Critical Insights from the South African Public Sector
(Culture and Performance Appraisal Processes and Practices: Critical Insights from the South African Public Sector)
- Author(s):Tyanai MASIYA, Herbert Kanengoni
- Language:English
- Subject(s):Economy, National Economy, Socio-Economic Research
- Page Range:159-181
- No. of Pages:23
- Keywords:culture; performance appraisal; public sector
- Summary/Abstract:This chapter provides an insight into culture and performance appraisal practices and processes in the South African public sector. Performance appraisal is an element of performance management – a relatively new phenomenon in many African countries, which depends on western-oriented reform initiatives and is becoming increasingly more popular. Literary discussions about cultural influences on performance appraisals in South Africa and some African countries are limited. Performance appraisal is a complex process whose outcomes are used for decision-making in an organisation – to improve employee performance. This chapter concludes that many African practices, attitudes and customs affect the effective use of performance appraisals in improving employee performance in the public sector. The chapter contributes to findings regarding cultural influences on performance appraisal in the South African public sector and the African public sector in general.