Effective Diversity Management Within The Multicultural Workplace - Managing Immigrants And Refugees

If your company hires a large number of immigrants

, refugees, or alternative foreign staff, you have most likely tried providing them with English as a Second Language (ESL) training. Or perhaps you have provided coaching in Spanish or intercultural communication to your managers. Unfortunately, you have probably discovered that the coaching, despite its high price, had limited impact and resulted in negligible, if any, improvement in your workplace. That is because these "obvious" coaching solutions - language and culture training - didn't address the actual, underlying problems of your workplace. They were solely "band aid" solutions - fast, ineffective fixes to advanced problems.

So as to develop effective management methods for your multicultural workplace, you want to begin with two important steps:

Step 1

First, identify your specific workplace issues, going beyond the obvious and simplistic "They don't speak English." As an example, establish the particular issues that result from the actual fact that the workforce does not speak English. Maybe your customers are complaining and you would like to stop their complaints. Or maybe co-workers are complaining and teamwork is suffering. Maybe managers are unable to communicate their directions effectively, so production is suffering or, worse, you're experiencing high management turnover. Although not speaking the same language is definitely part of the matter in all of those situations, it's never the entire problem. So as to dig down and discover the root issues of your multicultural workplace, you may would like to conduct a radical downside definition, the next step in the process.

Step 2

In order to develop an intensive and accurate downside definition, you may would like to research a wide range of workplace dynamics which underlie your workplace issues (language dynamics, culture dynamics, personal dynamics, job dynamics, organizational dynamics). These dynamics develop in unique ways that in each workplace based on how the organizational culture intertwines with the languages and cultures of its individual employees. Often this intertwining results in the emergence of a complete new culture for the entire organization, which is idiosyncratic and depends on many factors, like kind of business the organization is involved in; workforce demographics; client base; sort, frequency and period of employee/customer interactions; employee job duties and responsibilities; and organizational policies and procedures, to name just a few. As a result of these factors return together and function in several ways that in several organizations, there's no "one size fits all" resolution for the multicultural workplace. That is why good problem definition is vital to formulating effective, targeted strategies for improving multicultural workplace dynamics.

Thus stop throwing your company's money away on ineffective or only marginally effective coaching solutions, and instead invest 1st in some good problem definition that will result in focused, effective and targeted solutions.

by: Jennifer

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