Businesses are challenged with cultural diversity because of internationalization and migration. It can lead to innovational ideas, enhanced leadership but meet vision conflict.
The synthesis of the diversity of people’s views can lead to the creation of masterpieces. Thus, it is necessary to establish a common idea of development and an atmosphere of an absence of conflicts of interest. According to Ravazzani (2016), the use of heterogeneous teams creates opportunities for innovation. For instance, a correlation between departments, where everyone needs to share their thoughts on solving a problem impact general outcome (Catmull, 2019). Today, with effective leadership, employees do not feel discriminated against and can freely reveal their talents (Mahmood and Raewf, 2021). Modern realities require organizations and people to be more united, which can lead to a positive effect.
Correct positioning of supervisors creates a pleasant working atmosphere for all employees. Leaders need to show honest and ethical company values to bring workers together (McCann, Sparks and Kohntopp, 2017). Likewise, it is necessary to pay attention to the interests of personnel and their views on diversity. For example, Mousa, Massoud, and Ayoubi (2020) conducted a survey of male and female doctors’ attitudes towards cultural diversity. As a result, it was revealed that women relate better to the topic and feel happier; therefore, it is necessary to pay attention to solving the problem of men. Leaders have a powerful influence on the attitudes and cooperation of workers, so it is essential to instill in them the correct values.
The problem lies in conflicts of interest, beliefs, and possible discrimination. There are many theories for managing and accounting for diversity, but they all need further practice (Roberson 2018). The idea of uniting recreation areas or joint gatherings can lead to ruin because of ignorance of the ethics of a foreign culture. For example, the culture of Cubans involves close-range communication and physical contact as hugs or handshakes being a sign of gratitude, and Europeans may not understand such a gesture (DiSilvestro, 2017). In research by Ahmed (2019), adverse effects are more significant than positive ones. Everyone has experience and perspectives, consequently, connecting different perceptions can be a challenge.
Ahmed, M. (2019). ‘The good, the bad, and the ugly: Implications of ethnic diversity in the workplace’, Aisthesis: Honors Student Journal, 10(1), pp. 10–18. Web.
Catmull, E. (2019). How Pixar fosters collective creativity. Harvard Business Review. Web.
DiSilvestro, A. (2017). From customs to tradition: 9 things you didn’t know about Cuban culture. Volunteer Vacations | Discover Corps. Web.
Mahmood, Y. N., and Raewf, M. B. (2021). ‘The cultural diversity in the workplace’, Cihan University-Erbil Journal of Humanities and Social Sciences, 5(1), pp. 1–6. Web.
McCann, J. T., Sparks, B. H., and Kohntopp, T. F. (2017). ‘Leadership integrity and diversity in the workplace’, Research in Economics and Management, 2(5), pp. 177–191. Web.
Mousa, M., Massoud, H. K., and Ayoubi, R. M. (2020). ‘Gender, diversity management perceptions, workplace happiness and organisational citizenship behaviour’, Employee Relations: The International Journal, 42(6), pp. 1249–1269. Web.
Ravazzani, S. (2016). ‘Understanding approaches to managing diversity in the workplace’, Equality, Diversity and Inclusion: An International Journal, 35(2), pp. 154–168.
Roberson, Q. M. (2018). ‘Diversity and Inclusion in the Workplace: A Review, Synthesis, and Future Research Agenda’, Annual Review of Organizational Psychology and Organizational Behavior, 6(1).