Cultural Diversity Issue of Non-American Term Paper

Pages: 13 (4611 words)  ·  Bibliography Sources: ≈ 21  ·  File: .docx  ·  Level: College Senior  ·  Topic: Business - Management

Some of the early supposition was that in this field a successful leader was born with qualities enabling him or her to be a good leader. Keeping this in mind, the general notion was that back in the 1940's and early 1950's characteristics, such as, intelligence, persistence, self-confidence, alertness and preference for control separated born-leaders from non-leaders. In response to this belief, various types of thinking and contrasting theories of leadership arose later, which supported the notion that a leader's behavior, instead of their traits, is what defined one's ability to be a good leader.

The way today's organizations function, it is important for the leader to have a desirable impact on the organizational goals, the facilitative, democratic and coaching styles are positive while the authoritative style is mostly positive. In comparison, the coercive and pacesetting styles have a negative impact on the environment of any organization. [Managing Change: A collection of articles]Download full Download Microsoft Word File
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Term Paper on Cultural Diversity Issue of Non-American Assignment

However, it is also a very normal process to state that one leadership style is always better than the other one. Hence, contemporary thinking on leadership suggests that some styles are more appropriate than others in some situations, which implies that a leader's style should be based on the present situation. Therefore, excellence in a leader's style is the ability to use a range of diverse styles maybe in certain situations more than one style at time may have to be used so one should have the ability to change from one style to another very quickly. This enables the leader of any organization to bring out the best from any individual in the team according to one's specific nature. With the passage of time and acquired experience, leaders learn this ability, especially if they willingly play with various styles and use new techniques. One such example involves identifying coercive leaders as those who could benefit from improving their "emotional intelligence" by concentrating on the development of personal competencies such as self-awareness, self-management, social awareness, and social skill. [Managing Change: A collection of articles]

To lead is to show the way by going in advance. To lead is to guide or direct a course of action. To lead is to influence the behavior or opinion of others. We all need to be leaders, regardless of our formal title or role. This starts with inner self-leadership and moves outward to influence, guide, support, and lead others. The process of becoming a leader is the same as the process of becoming a highly effective human being. Leadership development is personal development. Leadership ultimately shows itself in what we do out there. But it starts in here."

Human Resource Management

Human resource management is probably today's most leading aspect of administration provided that the function of "employee" permeates every department of an organization, whether it is a municipal transit service, a finance unit, or a policy analysis function. This is the reason, regardless of whether it is a choice or circumstance, human resource management is all about the managers working for the company as a whole and not just its own department since its objective is to present a focal point for all the managers. [Human Resources and Personnel Management]

Human resource management is defined as "the policies, practices and systems that influence employees' behavior, attitudes, and performance." It also integrates management functions such as forecasting, recruiting, selecting, training, evaluating, compensating, and of course, assists employee/employer relations.

Under the subject of "Strategic Human Resource Management," these functions have been categorized into the following seven functions: determining human resource needs; attracting potential employees; choosing employees; teaching/preparing; rewarding; evaluating performance; and creating a positive work environment. Keeping in view these functions, Strategic Human Resource Management is described as a format of planned human resource deployments and activities intended to enable an organization to achieve its goals and is apparently a part of a wider range of organizational or strategic plan for any corporate. [Human Resources and Personnel Management]

The aspects of human resource management are worth studying and comprehending. In its most simple form, human resource planning forecasts organizational demand and supply of potential employees. In strategic human resource management, this type of planning involves distributing financial resources and determining human resource priorities in a way that represents an organization's vision and strategic plan in its human resource planning. So, potentially leading to downsizing, hiring temporary employees, privatizing, etc. this is why the organizational strategic plan should direct and support the course of action taken.

Recruitment is the phase between planning and the actual selection of new employees, in the human resource management process. Organizations recruit employees regularly, are interested in increasing the number of applicants for each employment position, targeting the type of applicants to find a match for the employee position and the nature of employment, and increasing the possibility that a potential applicant who is offered a position will actually accept that position. It is a normal practice for large corporations in the private sector to recruit in an on-going process to always having a pile of interested applicants, such "strategic" recruiting is rare in the public sector since recruiting there is through the form of advertising available employment opportunities only when they vacant.

The most challenging aspect of human resource management is selecting the best applicant when hiring an employee for a vacant position. In doing so, an employer relies on interviews, ability tests, personality inventories, work samples, or reference checks in determining how well a potential employee will perform job tasks in a position. In varying degrees, each of selection techniques serve as a validity test - that is, they are used independently to assist an employer in analyzing or predicting how well a potential employee will function in a position. However, in spite of such predictive validity indicators there is limited reliability when it comes to testing one's performance and that's why human resource managers often recognize and consider their own personal feelings and impressions towards an applicant keeping in mind the above factors when hiring new employees or taking in present employees for projects.

Managing Diversity in Practice

One of the most surprising results from the census taken in the year 2000 for many companies dealing with customer service was that Hispanics comprised of nearly 13% of the U.S. population. This was more than the population of the African-Americans who were considered to be the largest minority group in the country till the census. [Many Americans Find Bias at Work]

This new interesting statistic not only shocked the customer service companies but also caused many to contemplate ways to cash in from this new market. The main issue is that unlike African-Americans, who use to be the largest minority group in the United States, the new growing communities of Hispanics speak little or no English at all. To improve the customer service, many companies opted for implementing Spanish as another mode of communication to their workforce.

Although, this helped to increase the number of customers in the companies dealing with healthcare and customer service industries because the employees started to provide better service to the growing Hispanic community. This also led to the workplace diversity becoming a new challenge in this century.

If we look back into the history of the labor movement we learn about the past where working together and developing partnerships with other companies was mainly done to achieve fair and equitable working conditions for all.

In every company, the union movement plays a crucial role in promoting and implementing the knowledge and skills of the Non-English Speaking workers, because there is great scope of these diverse employees in the growing global market. This brings an advantage to those workers who have been at a disadvantage because of discrimination and otherwise. However, if we take the example of Australia, we come to know that their society gained tremendously from the diverse cultures in the economy and culture as well. [Many Americans Find Bias at Work]

Unions are suppose to play an important role in making sure that workers are entitled to decent working conditions and also receive their wages on time like they are suppose to according to the awards and agreements framed by the various companies.

With growing problems and issues of sensitivity, it is healthy to involve the union to take the initiative to enable the workplace to be free from discrimination, sexual harassment, and racism and also issues related to using native languages as an option in communicating. However, there is still a lot that needs to be done.

The fact is that America now depends on the contribution made by the migrant community for success in their economic, social and cultural aspects.

The truth is that times world over have changed demanding workforce that is not only literate but also willing to do jobs that require skills and sound knowledge.

In today's global world, the eminent presence of non-English speaking workers in communicating with a culturally diverse economy, and also catering to a growing export economy… [END OF PREVIEW] . . . READ MORE

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Cultural Diversity Issue of Non-American.  (2004, April 2).  Retrieved June 22, 2021, from

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