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International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-10, Issue-1 (February 2020)
www.ijemr.net https://doi.org/10.31033/ijemr.10.1.15
84 This work is licensed under Creative Commons Attribution 4.0 International License.
Cultural Diversity among the Employees and its Effect in
Organizational Climate
Dr. G. Balamurugan1
, B. Santhiya2
1
Assistant Professor, Department of Management Studies, Anna University(BIT Campus), Tiruchirappalli, INDIA
2
PG Student, Department of Management Studies, Anna University(BIT Campus), Tiruchirappalli, INDIA
1
Corresponding Author: drgbalamuruganmba@gmail.com
ABSTRACT
Cultural diversity is a group of diverse individuals
from different cultures or societies. The study is conducted
to explore how manage workforce diversity and its
consequences to the company’s existence as well as examine
how companies’ deal with challenges that comes with
employees from diverse cultural backgrounds. The study
describe diversity challenges that can affect the working
climate and conflict between the employees through the
diversity .The result shows that cultural diversity plays an
effective role in some companies however inadequate
mentoring and guidance could cause a company low
productivity. For this reason there is must be regular
improvement in ways to effectively manage a cultural
diverse in workforce as the world keeps advancing.
Keywords-- Cultural Diversity, Effect, Organizational
Climate
I. INTRODUCTION
There are many areas discussed in the following
papers on cultural diversity and its effect in
organizational climate. Cultural diversity is important in a
changing world. If our basic courses are to be current
with student needs of the future, incorporating instruction
on effectiveness within multicultural setting is important.
Many organizations experience cross cultural
management, based on the different culture, there may
exist different management approaches, to adapt cultural
diversity, adapt cultural environment ,improve employee
satisfaction and so on. In addition, employee satisfaction
can often be influenced by cultural diversity or ethnic
diversity, every company has a corporate culture, and
when the corporate culture, meets cultural diversity, it
will have positive and negative influence on employee
satisfaction. A positive organizational diversity climate
will be intolerant of workplace harassment and
discrimination, whereas a negative diversity climate will
convey to employees that harassment and discrimination
are tolerated by the organization. Since managing
diversity still remains a challenge in organizations,
managers tend to learn managerial skills needed in a
multicultural working environment and prepares
themselves to teach others within their organizations to
value cultural differences and treat all employees with
digity.
II. OBJECTIVES OF THE STUDY
 To identify cultural diversity among the
employees.
 To study the cultural challenges that can affect
the working climate and find out conflicts
between employees.
 To investigate the impact of cultural differences
on team work in organisation.
III. REVIEW OF LITERATURE
 Martha kyrillidou and M.Sue Baughman, (2009):
The survey addresses a number of climate
issues, such as diversity, team work, learning
and fairness as well as current managerial
practices and staff attitudes and beliefs.
 Priscilla dike,(2013): The study is conducted to
explore how companies deal with challenges that
comes with employees from diverse cultural
backgrounds.
 Saumya Goyal and Dr. Sangya
Shrivastava,(2013): This study makes a healthy
and happy working environment for all the
categories of employees.
 Joel Augustus Daddie,(2015): Mismanaged
diversity can cause employee dissatisfaction
which can affect productivity, leading to lower
job performance.
IV. CULTURAL DIVERSITY
Cultural diversity is the similarities and
differences in such characteristics as age, gender, ethnic
heritage, physical abilities and disabilities, race, sexual
orientation among the employees of organizations.
Employees conceptions of work, expectations of rewards,
sufficient salary from the organization and practices in
relating to others are all influenced by diversity.
Managers of diverse work groups in
organization so must need to understand how the social
environment affects employees norms and beliefs about
work and they must have communication skills to
develop confidence, relationship and self-esteem in
members of diverse work groups.
Workforce diversity does not automatically
result in positive outcomes. The reality is that increased
International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-10, Issue-1 (February 2020)
www.ijemr.net https://doi.org/10.31033/ijemr.10.1.15
85 This work is licensed under Creative Commons Attribution 4.0 International License.
diversity can lead to increased conflict among
organizational employees. Differential expectations and
unspoken assumptions can cause conflicts and
misunderstandings.
V. ADVANTAGES AND
CHALLENGES OF CULTURAL
DIVERSITY
Improved innovation based on the concept that
differences will provide new and different ideas.
Problem-solving is aided by staff with different
perspectives, backgrounds and training.
Other benefits can include competitive edge,
better public image, increased productivity, job
satisfaction and morale, as well as improved inter staff
relations and a satisfying work environment.
The Challenges of Cultural Diversity
 Diversity in unity-in-spite of belonging to one
country each state has its own language.
 Most of the time community identity is ascribed
status and you learn to love them.
 Different understandings of professional
etiquette.
 Conflicting working styles across teams.
VI. INTRODUCTION TO
ORGANIZATIONAL CLIMATE
Organizatioanal climate is the shared perception
of employees who work and live in the organization. It is
the sum of individual perceptions regarding the
organizational procedures, policies and practices. It
represents the psychological environment of the
organization consisting of individual opinions framed
upon micro events that happen to them as well as to
others around, over a period of time.
Organizational climate is an important concept because it
is an influence on the behavior of organization members.
VII. IMPORTANCE OF
ORGANIZATIONAL CLIMATE
Organizational climate is the manifestation of
the attitudes of organizational members towards the
organization itself.
 An organization tends to attract and keep people
who fit its climate, so that its patterns are
perpetuated at least to some extent.
 To facilitate measurement and manipulation of
organizational climate, researchers have
dissected its characteristics and perceptions into
categories such as the nature of interpersonal
relationships, the nature of the hierarchy, the
nature of work, and the focus of support and
rewards.
VIII. FACTORS THAT INFLUENCE
ORGANIZATIONAL CLIMATE
 Involvement
 Supervisor Support
 Autonomy
 Work Pressure
 Clarity
IX. MEASURING CLIMATE
Measurement of climate seeks to identify the
components of both bad and good climate, both is
absolute terms and perceptual terms. While there are
commercial instruments that measure climate, there are
powerful arguments for having one tailor made to the
organization.
Generally, the areas of interact to measure are:
 External environment
 Organizational leadership
 Organizational structure
 Management practices
X. THE EFFECTS OF DIVERSITY IN
THE WORKPLACE
 Solid research needed to be conducted to support
the idea that diversity was beneficial to the
workplace.
 Diversity was found to be a lot more complex
than it was originally thought to be.
 Research indicates that diversity can produce
both positive and negative when introduced and
enforced in the workplace.
 Evidence suggests that diversity may produce
conflict and employee turnover as well as more
creativity and innovation.
Negative Effects of Diversity
 Diverse groups are shown to be less integrated
and have a higher of dissatisfaction.
 Increases the level of dissatisfaction in group
members, as well as miscommunication.
 Diversity can be linked with conflict, lower
group adhesiveness, increased employee
turnover and absenteeism, and lower quality of
performance.
XI. DIVERSITY TRAINING
As diversity in the workplace grows at an
amazing rate, more and more organizations are now
focusing on diversity in the workplace by emphasizing
recruitment, selection, retention and training.
 Diversity training objectives in the workplace:
 Increase awareness about diversity issues
 Define and describe the various issues related to
diversity, equity, and inclusion in their
International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-10, Issue-1 (February 2020)
www.ijemr.net https://doi.org/10.31033/ijemr.10.1.15
86 This work is licensed under Creative Commons Attribution 4.0 International License.
respective disciplines.
 The purpose of diversity training is to increase
participants cultural awareness, knowledge and
communication.
 Diversity training can benefit an organization by
helping to prevent civil rights violations,
increasing the inclusion of different identity
groups, and promoting better teamwork.
Strategies
 Gain senior leadership commitment Engage
employees in the process.
 Support local/community diversity groups
 Provide diversity training, not as the destination
but as part of thejourney.
 Promote open communication and dialogue.
XII. HOW TO OVERCOME CULTURAL
BARRIERS AT WORK
 Ensure clear and polite communication
 Learn about different cultures
 Work towards accommodating cultural
difference
 Share knowledge
 Employ diversity training
XIII. CONCLUSION
Cultural diversity is very important at workplace
these days. As a manager, you have to understand the
cultural diversity in every phase within organization.
Finally, gives to equal rights to all employees this is
cannot any effects arise in organization climate.
REFERENCES
[1] Giri,Vijay N. & Kumar Pavan. (2007). Organizational
commitment, climate and job satisfaction: An empirical
study. The ICFAI Journal of Organizational Behaviour,
6(3), 7-18.
[2] Mathur, D. (2013). The impact of culture on team
efficiency. Abhinav International Journal of Research in
Management and Technology, 2, 53-57.
[3] Winstead, K.F. (1997). The service experience in two
cultures: A behavioural perception. Journal of Retailing,
73, 337-360.
[4] Prajogo, D.I. & McDermott, C.M. (2005). The
relationship between total quality management practices
and organizational cultures. International Journal of
Operations and Production Management, 25(11), 1101-
1122.

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Cultural Diversity among the Employees and its Effect in Organizational Climate

  • 1. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962 Volume-10, Issue-1 (February 2020) www.ijemr.net https://doi.org/10.31033/ijemr.10.1.15 84 This work is licensed under Creative Commons Attribution 4.0 International License. Cultural Diversity among the Employees and its Effect in Organizational Climate Dr. G. Balamurugan1 , B. Santhiya2 1 Assistant Professor, Department of Management Studies, Anna University(BIT Campus), Tiruchirappalli, INDIA 2 PG Student, Department of Management Studies, Anna University(BIT Campus), Tiruchirappalli, INDIA 1 Corresponding Author: drgbalamuruganmba@gmail.com ABSTRACT Cultural diversity is a group of diverse individuals from different cultures or societies. The study is conducted to explore how manage workforce diversity and its consequences to the company’s existence as well as examine how companies’ deal with challenges that comes with employees from diverse cultural backgrounds. The study describe diversity challenges that can affect the working climate and conflict between the employees through the diversity .The result shows that cultural diversity plays an effective role in some companies however inadequate mentoring and guidance could cause a company low productivity. For this reason there is must be regular improvement in ways to effectively manage a cultural diverse in workforce as the world keeps advancing. Keywords-- Cultural Diversity, Effect, Organizational Climate I. INTRODUCTION There are many areas discussed in the following papers on cultural diversity and its effect in organizational climate. Cultural diversity is important in a changing world. If our basic courses are to be current with student needs of the future, incorporating instruction on effectiveness within multicultural setting is important. Many organizations experience cross cultural management, based on the different culture, there may exist different management approaches, to adapt cultural diversity, adapt cultural environment ,improve employee satisfaction and so on. In addition, employee satisfaction can often be influenced by cultural diversity or ethnic diversity, every company has a corporate culture, and when the corporate culture, meets cultural diversity, it will have positive and negative influence on employee satisfaction. A positive organizational diversity climate will be intolerant of workplace harassment and discrimination, whereas a negative diversity climate will convey to employees that harassment and discrimination are tolerated by the organization. Since managing diversity still remains a challenge in organizations, managers tend to learn managerial skills needed in a multicultural working environment and prepares themselves to teach others within their organizations to value cultural differences and treat all employees with digity. II. OBJECTIVES OF THE STUDY  To identify cultural diversity among the employees.  To study the cultural challenges that can affect the working climate and find out conflicts between employees.  To investigate the impact of cultural differences on team work in organisation. III. REVIEW OF LITERATURE  Martha kyrillidou and M.Sue Baughman, (2009): The survey addresses a number of climate issues, such as diversity, team work, learning and fairness as well as current managerial practices and staff attitudes and beliefs.  Priscilla dike,(2013): The study is conducted to explore how companies deal with challenges that comes with employees from diverse cultural backgrounds.  Saumya Goyal and Dr. Sangya Shrivastava,(2013): This study makes a healthy and happy working environment for all the categories of employees.  Joel Augustus Daddie,(2015): Mismanaged diversity can cause employee dissatisfaction which can affect productivity, leading to lower job performance. IV. CULTURAL DIVERSITY Cultural diversity is the similarities and differences in such characteristics as age, gender, ethnic heritage, physical abilities and disabilities, race, sexual orientation among the employees of organizations. Employees conceptions of work, expectations of rewards, sufficient salary from the organization and practices in relating to others are all influenced by diversity. Managers of diverse work groups in organization so must need to understand how the social environment affects employees norms and beliefs about work and they must have communication skills to develop confidence, relationship and self-esteem in members of diverse work groups. Workforce diversity does not automatically result in positive outcomes. The reality is that increased
  • 2. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962 Volume-10, Issue-1 (February 2020) www.ijemr.net https://doi.org/10.31033/ijemr.10.1.15 85 This work is licensed under Creative Commons Attribution 4.0 International License. diversity can lead to increased conflict among organizational employees. Differential expectations and unspoken assumptions can cause conflicts and misunderstandings. V. ADVANTAGES AND CHALLENGES OF CULTURAL DIVERSITY Improved innovation based on the concept that differences will provide new and different ideas. Problem-solving is aided by staff with different perspectives, backgrounds and training. Other benefits can include competitive edge, better public image, increased productivity, job satisfaction and morale, as well as improved inter staff relations and a satisfying work environment. The Challenges of Cultural Diversity  Diversity in unity-in-spite of belonging to one country each state has its own language.  Most of the time community identity is ascribed status and you learn to love them.  Different understandings of professional etiquette.  Conflicting working styles across teams. VI. INTRODUCTION TO ORGANIZATIONAL CLIMATE Organizatioanal climate is the shared perception of employees who work and live in the organization. It is the sum of individual perceptions regarding the organizational procedures, policies and practices. It represents the psychological environment of the organization consisting of individual opinions framed upon micro events that happen to them as well as to others around, over a period of time. Organizational climate is an important concept because it is an influence on the behavior of organization members. VII. IMPORTANCE OF ORGANIZATIONAL CLIMATE Organizational climate is the manifestation of the attitudes of organizational members towards the organization itself.  An organization tends to attract and keep people who fit its climate, so that its patterns are perpetuated at least to some extent.  To facilitate measurement and manipulation of organizational climate, researchers have dissected its characteristics and perceptions into categories such as the nature of interpersonal relationships, the nature of the hierarchy, the nature of work, and the focus of support and rewards. VIII. FACTORS THAT INFLUENCE ORGANIZATIONAL CLIMATE  Involvement  Supervisor Support  Autonomy  Work Pressure  Clarity IX. MEASURING CLIMATE Measurement of climate seeks to identify the components of both bad and good climate, both is absolute terms and perceptual terms. While there are commercial instruments that measure climate, there are powerful arguments for having one tailor made to the organization. Generally, the areas of interact to measure are:  External environment  Organizational leadership  Organizational structure  Management practices X. THE EFFECTS OF DIVERSITY IN THE WORKPLACE  Solid research needed to be conducted to support the idea that diversity was beneficial to the workplace.  Diversity was found to be a lot more complex than it was originally thought to be.  Research indicates that diversity can produce both positive and negative when introduced and enforced in the workplace.  Evidence suggests that diversity may produce conflict and employee turnover as well as more creativity and innovation. Negative Effects of Diversity  Diverse groups are shown to be less integrated and have a higher of dissatisfaction.  Increases the level of dissatisfaction in group members, as well as miscommunication.  Diversity can be linked with conflict, lower group adhesiveness, increased employee turnover and absenteeism, and lower quality of performance. XI. DIVERSITY TRAINING As diversity in the workplace grows at an amazing rate, more and more organizations are now focusing on diversity in the workplace by emphasizing recruitment, selection, retention and training.  Diversity training objectives in the workplace:  Increase awareness about diversity issues  Define and describe the various issues related to diversity, equity, and inclusion in their
  • 3. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962 Volume-10, Issue-1 (February 2020) www.ijemr.net https://doi.org/10.31033/ijemr.10.1.15 86 This work is licensed under Creative Commons Attribution 4.0 International License. respective disciplines.  The purpose of diversity training is to increase participants cultural awareness, knowledge and communication.  Diversity training can benefit an organization by helping to prevent civil rights violations, increasing the inclusion of different identity groups, and promoting better teamwork. Strategies  Gain senior leadership commitment Engage employees in the process.  Support local/community diversity groups  Provide diversity training, not as the destination but as part of thejourney.  Promote open communication and dialogue. XII. HOW TO OVERCOME CULTURAL BARRIERS AT WORK  Ensure clear and polite communication  Learn about different cultures  Work towards accommodating cultural difference  Share knowledge  Employ diversity training XIII. CONCLUSION Cultural diversity is very important at workplace these days. As a manager, you have to understand the cultural diversity in every phase within organization. Finally, gives to equal rights to all employees this is cannot any effects arise in organization climate. REFERENCES [1] Giri,Vijay N. & Kumar Pavan. (2007). Organizational commitment, climate and job satisfaction: An empirical study. The ICFAI Journal of Organizational Behaviour, 6(3), 7-18. [2] Mathur, D. (2013). The impact of culture on team efficiency. Abhinav International Journal of Research in Management and Technology, 2, 53-57. [3] Winstead, K.F. (1997). The service experience in two cultures: A behavioural perception. Journal of Retailing, 73, 337-360. [4] Prajogo, D.I. & McDermott, C.M. (2005). The relationship between total quality management practices and organizational cultures. International Journal of Operations and Production Management, 25(11), 1101- 1122.