The paper "Cultural Considerations of Management Decisions in Dilemmas" is a great example of a research proposal on management. The concept of workplace diversity has been widely accepted in today’ s business organizations around the globe. The social and moral pressures exerted by minority groups, together with the legislation of certain legal provisions allowing cultural integration has increased the rate by which diversity permeated the business environment. Diversity, on itself, opens a wider avenue for organizations in terms of setting up strategic positions with internal and external clients. However, diversity, like any other opportunities are double-edged swords that can easily ruin the strategy of the organization.
Only organizations that are able to see through the unique. Cultural diversity is loosely defined as the variety of individuals coming from different races and cultural backgrounds pooled together to work in an organization. Some organizations seek cultural diversity because of some advantages it offers, like diverse perspectives and ease in relating to customers. Some organizations regulate the cultural diversity in their ranks in order to reduce culture-related conflicts. This just asserts the inability of most organizations to fully grasp the diversity and its related strengths and weaknesses.
Because of the relatively new concepts introduced by diversity, some areas of the organization are yet to encounter the effects of having a diverse workforce. One of the most interesting aspects of the organization that is affected by diversity in decision making. According to Chow & Crawford (2004), the ability of organizations to make decisions lies in two aspects – objective data gathering and synthesis and the socio-cultural background of the people involved in the decision making process.
This is a specific statement to Hofstede’ s cultural dimensions in decision-making. The decision of individuals generally reflects his personality, belief systems, and his biases (Hofstede, 1997). For example, the Japanese would decide against risky investments mainly because his cultural style does not approve of such types of investments compared to his American counterpart.
Brown, Nina. (2007). Edward Hall: Proxemic Theory. Center for Spatially Integrated Social Science. Accessed from http://www.csiss.org/classics/content/13
Chow, I.H.S, Crawford, R. (2004). Gender, Ethnic diversity, and Career Advancement in the Workplace: A Social Identity Perspective. Society for the Advancement of Management. SAM Advance Management Journal. 12(4); 224-29
Hall, Edward. (1966). The Hidden Dimension. Garden City, New York. Doubleday.
Hofstede, Geert. (1997) Cultures and Organizations: Software of the Mind, http://www.geert-hofstede.com/
Journal of Intercultural Communication. (October 2008). Accessed from http://www.immi.se/intercultural