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Multicultural Organization Insights

A multicultural organization seeks and values all forms of diversity by developing inclusive structures and practices. It recognizes various cultural contributions, does not just pay lip service to diversity but takes action to eliminate social dominance. A truly multicultural organization gives all employees an equal chance to participate and ensures all forms of social dominance are eliminated. Most companies fall into the categories of monolithic, characterized by a dominant group and few minorities in leadership, or plural, with a more diverse workforce but still assumptions of assimilation to the dominant culture. Becoming multicultural requires structural, cultural, and behavioral changes through interventions like training, programs, and reward systems that consider diversity at all stages.

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Christian Steve Terencio
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81 views19 pages

Multicultural Organization Insights

A multicultural organization seeks and values all forms of diversity by developing inclusive structures and practices. It recognizes various cultural contributions, does not just pay lip service to diversity but takes action to eliminate social dominance. A truly multicultural organization gives all employees an equal chance to participate and ensures all forms of social dominance are eliminated. Most companies fall into the categories of monolithic, characterized by a dominant group and few minorities in leadership, or plural, with a more diverse workforce but still assumptions of assimilation to the dominant culture. Becoming multicultural requires structural, cultural, and behavioral changes through interventions like training, programs, and reward systems that consider diversity at all stages.

Uploaded by

Christian Steve Terencio
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

LAGARTO MARK M.

Chapter 4 GUANZON MAY JOY B.


Reporters:
DELA PEÑA HERR WYN
BSHM2B BARRANTES MARK
JOSEPH M.
CHAPTER 4

MULTICULTUR
AL
ORGANIZATION
A multicultural organization seeks for
and values all forms of diversity, as well
as develops structures and work practices
that encourage the success and inclusion
of individuals from all backgrounds.
Recognizes the contribution of various cultural
groups in its purpose, operations, goods and
services.
Concept of Which does not believe in lip service but rather in
action to eliminate social coercion in all forms
Multicultura within the organization.
l Which gives diverse employees an equal chance to
participate in decisions that shape the organization.
Organization
Which follows up to ensure that all forms of social
dominance are eliminated
Only a tiny percentage of
companies are genuinely
multicultural, according to
academics who research and
write about them. Most
organizations, fall into one of
two categories: monolithic or
multiple.
Monolithic Companies are characterized by:

A large number of white males makes who make up


the majority of the total employee population.

Few women or person of color in managerial roles

High levels of occupational segregation; high level of


discrimination and prejudice.

An explicit value placed on one dominating group, culture, or


style at the expense of other
A more diverse workforce;

Plural Policies and practices that are more inclusive of


individuals who are not members of the dominant
Organizations group;
are
Better incorporation of minority group members
distinguished into informal networks;
by:
Lower level of discrimination and prujudice.
Plural and monolithic organizations
share these criteria;

Both are characterized by Both assume that those


skewed integration of who are different will
minorities across functions, assimilate to fit into the
levels, and work groups. dominant culture.
Factors of
Multiculturalism
1. For starters, businesses are growing more diverse across the
board;
• individuals of different colors
• Genders
• educational levels
• sexual orientations
• Socioeconomic status
• Religious affiliation
• And a variety of other elements of diversity are merging at
work .
2. A second important factor is that businesses operate in
an ever-changing environment;
• Technology advances
• Rapidly altering customer bases
• Major legislative changes
• Legal issues all have an effect on enterprises.

Both of these factors necessitate that organizational leaders


examine the importance of diversity.
STAGES AND LEVELS FOR BECOMING A
MULTICULULTURAL ORGANIZATION
Multicultural Change in the
Organization
The majority of study on multicultural businesses focuses
on Three Kinds of Changes;
1. Structural Change- The formal procedures that guide
and control the operations of the organization are
undergoing structural change.
2. Cultural Change- Addresses fundamental assumptions,
attitudes, ideas, and ideologies that influence an
organization’s view of itself.
3. Behavioral Change- Is focused with altering the
individual and group-level behaviors, attitudes, and
beliefs that impede diversity goal.
Multicultural organizations use a number of different
interventions to support their employees. Common
interventions include:
1. Managing/valuing diversity training
2. Orientation programs for new members
3. Targeted career development programs
4. Mentoring programs, focus groups, task forces
5. Performance appraisal and reward system that consider
diversity; and
6. Company-sponsored social events
Multicultural organizations determine which interventions and
when to use them;
1. Laying the ground work and securing organizational leadership
for intervention;
2. Assessing organizational needs related to diversity;
3. Developing and communicating a vision, goals,and strategic
plan;
4. Implementing selected interventions; and
5. Monitoring and evaluating progress and results.
Each step is important in equipping
a company to undertake the
challenging and time-consuming job
of promoting diversity. Being
multicultural is not an easy task, but
it is one that is rewarding.
THANK YOU
FOR LISTENING!

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