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BUS854 Managing Cultural Diversity

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BUS854 Managing Cultural Diversity

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Course Code: BUS854
University: Central Queensland University

MyAssignmentHelp.com is not sponsored or endorsed by this college or university

Country: Australia

Question:

For this task you need to reflect on your own attitudes, beliefs and perceptions of cultural diversity in the workplace.
Research each of the different cultures below:

Vietnamese culture
Sudanese culture
A culture of your choice that is different to your own.

Your report needs to cover the following points for each of these cultures:
The ways in which diversity can impact on work and work relationships
The need for inclusivity, cultural safety and cultural competence
What things are of specific importance in these cultures that would need to be considered when providing health and community services?
Describe how you would use appropriate verbal and non-verbal communication The difficulties or challenges you might expect to experience if you were of the cultural minority in a workplace.
How to overcome barriers
How you would recognise and demonstrate respect for the needs of people from diverse social and cultural backgrounds
How you could recognise situations where misunderstandings might arise from diversity and what methods might be used to prevent, overcome or manage cultural conflicts

Answer:

Vietnamese Culture
Vietnam is one of the unique countries with a strong cultural background that has been built over many years of different civilizations. The cultural diversity of Vietnam has been influenced by the long chain of settlers in the long civil war who included French, Chinese, Americans, and Russians, who have all formed a place in the current Vietnam cultural practice. Apart from the painful history, Vietnamese are considered as very hardworking and they also have very strong family bond and relations (Endres, 2016).
In Vietnam, the cultural difference can be seen in the aspect of the different lifestyle where the lifestyles in the country seem to differ from one region to another. This one of the major ways where diversity issue is prone to occur in the workplace (Barak, 2016). Therefore, it’s a requirement that any management or business leaders should seek an understanding of the difference in these groups and what could be done to enhance cultural competence.
As stated earlier, Vietnamese have strong family relations and bond. When deciding to provide a community-oriented service such as healthcare thus this should an important aspect that should be taken into consideration. Most of the family live under one roof or just in the same compound therefore it’s even more easy to gather family history in respect to the incentive provided (Van Bich, 2013). Vietnamese often greet one another through shaking hands and it’s always a courtesy to smile at someone while speaking. When passing bad message such a sorry message the people like passing it through a non-verbal symbol e.g. white hats which are only worn during grieving time (Endres, 2016).
Majorly, Vietnam has two important groups which comprise 85% of Vietnamese and 25% of other non-Vietnamese population. Being in the minority group one must have to expect a lot of dislike and discrimination mostly due to harsh country history (Van Bich, 2013). One of the main ways of reducing these barriers is reducing individual subgroups barriers. As part of the population, one should be able to understand what makes up the entire cultural background i.e. issues such as religion and customs of the people.
The religion of the Vietnamese is based on various superstitions. Some of the major religions practiced in the country include Buddhism, Catholicism, animism, Confucianism, and Taoism (Barak, 2016). To demonstrate respect for the people of Vietnam one should be able to fully understand the important customs of the people which majorly include religion and family customs which are play a very huge role in Vietnamese culture.
According to my understanding in Vietnamese cultural environment, one of the main ways of identifying misunderstanding from diversity is through looking at illness treatment and miscommunication or poor interpretation. To avoid this is always better to layout a platform at a workplace where everyone can be able to view his or her issues in regards to any unease feeling. Direct confrontation is also an issue that should be avoided and thus trying to solve the problem should be generally focused in general cultural education for the effective implementation of change in the entire group (Tran, 2013).
Sudanese Culture
The Sudanese population is comprised of more than 50 different tribes which majorly consist of the Islamic religion.  One of the main factors that clearly characterizes Sudanese culture is the social stratification. Where the Fur are considered as Sultans or chief leaders of the regions and with the help of the council of elders (Voll and Voll, 2016). The hierarchy then follows village leaders and then heads of houses. The lowest kind of group in the Sudanese community is considered as the ‘ironworker’ who stripped off many privileges in the community such as the luxury jobs and any part in leadership. Women in the Sudanese community have a low place in the community and with this, I believe it’s another effect on the working relationship (Quezada, 2014). The need for a cultural safety or precaution is almost a mandatory concern cause some cultural practices and beliefs are too outdated or just unethical to be practiced further.
Like in the Middle East nations, one of the priority factors to most of the Sudanese population is the religious practice. Thus, when deciding to provide public help or support its important to understand the religion aspect of Sudanese people (Voll and Voll, 2016). The main language used in verbal communication by the Sudanese population is Arabic which is majorly used and known by the majority of tribal groups. The use of non-verbal communication such as waving or shaking hands are also commonly practiced gestures. As a sign of respect, it’s very important to maintain an eye contact while interacting with someone (Hale, 2018).
If I was part of the minority group in Sudanese population one of the main challenges that I would expect to experience is continuous harassment and direct discrimination at the workplace or in any other public area. The issue of a language barrier is also one of the possible challenges. To avoid this barrier one must be committed to learning how to mix with people by learning commonly spoken languages and how to avoid the cultural norms which seem to reflect badly on my individual personality (Boyd and Brock, 2014).
One of the main ways that I would demonstrate respect to the Sudanese people and their culture is through identifying means of celebrating their strong and rich cultural dynamics. With almost more 500 different ethnic groups, Sudanese culture can be considered as one of the largest and most diverse cultures in the world (Quezada, 2014). Through the willingness to learn from one another and celebrate each other, I believe Sudan and South Sudan are of the few places on earth that would shift the entire world focus on how they do things. This will also eliminate the different cultural barriers and use it as a source of strength by learning from one another (Hale, 2018).
The major two ways of identifying where misunderstanding might arise in the Sudanese culture is through the overview of different cultural dynamics and religion difference. These two elements have also been considered as the causes of war events in Sudan and with this it has also grown to be a social issue. The main way of eliminating this cultural conflict is by first learning what make the differences between groups and how to learn to accept one another by focusing on the cultural difference as something that makes them who they are today (Boyd and Brock, 2014).
Indian Culture
The Indian culture is one of the most unique and profound cultures in the world where its considered as one of the oldest civilizations which goes back over thousands of years. The entire Indian environment is based on cultural beliefs, values, and lifestyle which distinguishes it as one of the strongest living cultures today. Majorly, the Indian cultural practice can be perceived mostly through the highly practiced family values and the exciting traditional clothing (Cohn, 2017).
Indian culture can be considered as one of the most diverse cultures in the world which it ‘harbors’ a significantly large number of the population making it the largest in the world. With this in mind, cultural difference in the workplace is expected to occur at a very high rate through common differences such as religion, languages, and lifestyles which are one of the most sensitive elements of Indian culture (Malik and Pereira, 2016). With over 6 strong religions and 22 different languages, this is a direct statements showing the need for cultural competence and safety in any workplace or social environment.
Some of the main specific requirements that should be considered while providing community service and health in Indian culture is the aspect of religion which has significant value in every community irrespective of the type of practice, power distance, and masculinity which is a major challenge in India till today. The issue with masculinity is an aspect where women in India continue to face more struggles and hardship in the society unlike in most parts of the world where gender equality is practiced as law (Hakim, 2016). In terms of verbal communication, the majority of the Indian population is considered learned where still main native language in India is English. The issue of personal space in Indian culture is very essential, especially to women. However, non-verbal communication is also commonly practiced as means of communication especially in areas such as art and music which are one of the most practiced cultures till today (Cohn, 2017).
As part of a minority group in India, one of the challenges that I might encounter in the workplace is the problem of identity and equity. Through the power distance, a lot of people in India are stripped off various advantages in the community including any recognition in the social-cultural practice and any chance of growing as an individual (Sue, Rasheed, and Rasheed, 2015). Religion is another big issue that I expect to encounter as a challenge since Indian culture has a very sensitive spot on religion approaches. In order to solve these challenges, I will focus on learning how to improve my personal traits and how to effectively relate with other people on a one-on-one basis. This will also help me to understand and respect other people cultures as part of who they are and their position in society (Malik and Pereira, 2016).
The main ways which I would recognize misunderstanding from diversity include poor attitudes towards disclosure, miscommunication, and poor decision-making styles which are all reflection of individual perspective. To solve this predicament my main focus would be to concentrated on cross-cultural training and cultural mergence. Through the cultural training, I would be able to effectively integrate the cultural difference between the workers and with the cultural mergence, I would be able to enhance the employee interrelation (Pereira and Malik, 2015).
References
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Boyd, F.B. and Brock, C.H. eds., 2014. Social diversity within multiliteracies: Complexity in teaching and learning. Routledge.
Cohn, B.S., 2017. Notes on the History of the Study of Indian Society and Culture. In Structure and change in Indian society (pp. 3-28). Routledge.
Endres, K.W., 2016. Beautiful customs, worthy traditions: Changing state discourse on the role of Vietnamese culture. Internationales Asienforum, 33(3-4), pp.303-322.
Hakim, C., 2016. Key issues in women’s work: Female diversity and the polarisation of women’s employment. Routledge-Cavendish.
Hale, S., 2018. Gender politics in Sudan: Islamism, socialism, and the state. Routledge.
Malik, A. and Pereira, V. eds., 2016. Indian culture and work organizations in transition. Routledge.
Pereira, V. and Malik, A., 2015. Investigating Cultural Aspects in Indian Organizations. Springer International Publishing: Imprint: Springer.
Quezada, R.L., 2014. Family, school, & community partnerships: Working with culturally diverse families. Multicultural Education, 21(3/4), p.2.
Sue, D.W., Rasheed, M.N. and Rasheed, J.M., 2015. Multicultural social work practice: A competency-based approach to diversity and social justice. John Wiley & Sons.
Tran, T.T., 2013. Limitation on the development of skills in higher education in Vietnam. Higher Education, 65(5), pp.631-644.
Van Bich, P., 2013. The Vietnamese family in change: The case of the Red River Delta. Routledge.
Voll, J.O. and Voll, S.P., 2016. Sudan: Unity and diversity in a multicultural state. Routledge.

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