Managing Diversity in Organizations-Free-Samples for Students

Questions: 1.How would you characterize the main Economic, legalpolitical and sociocultural differences influencing the relationship between the partners in Shui Fabrics? 2.How would you define Shui's core problem? Are sociocultural differences the main underlying cause of this problem? Why or why not? 3.What impact, positive or negative, does an all-male Board bring to the Organization? 4.How might Burger Fuel embrace even more cultural diversity within its Organization? Answers: Questions 1.Economic differences To the Rocky Rivers, the ROI of 5 percent was not satisfactory for the last three years and is considering to pull out from the venture possibly It is believed by Shanghai Fabrics that at an optimum ROI of 5 percent the company is functioning. From the local authorities, the company might land in hot water if it is increased (Austin, 2013). 3000 jobs have already been created was added to the countrys economy, with an unemployment rate of 20 percent. Legal-Political differences In China, the foreign investment policies are highly regulated Foreign companies are facing stricter regulations With legal-political standards, it has a track (Clegg, Kornberger Pitsis, 2015) Socio-Cultural differences In orientation of performance, it is different Less attention is paid by the Chinese towards profits rather its focus is more in creating jobs for their population By reducing the workforce the Americans are determined in achieving the highest ROI by having focus more on the efficiency Performance orientation: High emphasis on performance is placed by Americans and they reward people for improvements in their performance and the excellence. They want to visualize performance with economy, higher profit expectation and to be oriented to the task (Guillaume et al., 2014). Humane Orientation: The main concern of Chinese is the creation of jobs which is considered to be the real contribution to the local economy. 2.The core problem of Shuis is the lack of communication and the lack of cultural intelligence. The measurement of success of both partners is different with respect to American and Chinese partners of Shui fabrics. The performance of the company is the satisfactory element for Chinese partners as it helped in creating the jobs and boosting the economy while the ROI is only 5 percent with which the Americans are not pleased since last three years. Yes, we believe that the sociocultural difference of both the partners is the underlying cause of the problem. In determining the success the influence of sociocultural background is too large extent (Torry, 2017). If the situation was to be handled by me then we would simply state that the total profit cannot be increased drastically as we might be open in exploiting the Chinese government. 3.The rules that are followed by the company are designed by the corporate governance. This corporate governance involves the board members of the organization. So this appears to be having the positive impact as the structure is governed by them by the board members. According to the annual report of Burger Fuel 2009, the responsibility of the corporate governance of the group is given to the board of directors (Guillaume et al., 2014). In this, the control and the direction of the business are involved. In this case, the Burger Fuel consists of six men in, the board members who have some objectives which are as follows: Wants to establish the Burger fuel worldwide Risk management is administered However, in the BFW limited business and affairs for the overall action, the board is responsible from the behalf of the shareholders. Although the figures obtained from the annual report of 2014 suggest that on the whole the organization and board are performing well with a positive impact on the company as there is a growth of the business internationally and locally. 4.Possibly in the international market, the most important element is the consideration of the culture. Hence Burger fuel has to recognize that more cultural diversity has to be embraced by it within the organization for its success. From the past experience of the employees, it is understood that Burger Fuel is involved in inviting the people from all the cultures who are highly passionate as it is their value (Clegg, Kornberger Pitsis, 2015). The company should continue offering an enjoyable working environment to the employees who has been experiencing it. Fair pay policy has to be implemented for all the employees without prejudice. It has to build the team environment from various cultures by providing the working environment in an ideal manner. References Austin, R. D. (2013). Measuring and managing performance in organizations. Addison-Wesley. Clegg, S. R., Kornberger, M., Pitsis, T. (2015). Managing and organizations: An introduction to theory and practice. Sage. Guillaume, Y. R., Dawson, J. F., Priola, V., Sacramento, C. A., Woods, S. A., Higson, H. E., ... West, M. A. (2014). Managing diversity in organizations: An integrative model and agenda for future research. European Journal of Work and Organizational Psychology, 23(5), 783-802. Torry, M. (2017). Managing God's business: Religious and faith-based organizations and their management. Routledge.