The importance of corporate culture--美国Essay代写范文

美国Essay代写范文:“The importance of corporate culture”，这篇论文主要描述的是企业文化对于企业的发展是非常的重要，不同的企业文化之间的差异能够影响到企业的生产力，在企业文化多元化的今天如何为员工营造一个安全、舒适的环境就显得非常的重要，在企业文化的熏陶下能够提升员工对工作的积极性和满意度。

Cultural differences can affect an organisation in many ways; it can strengthen as well as weaken the workforce. With the recent globalization of organizations, it is necessary that organizations today recognize the significance cultural diversity in order to succeed. A business should recognize how the cultural diversity impacts the association and how management and human resources address these concerns from a corporate level. Any concerns that are not addressed can affect the association negatively (Minehan 2002: pp 230), which leads to bad publicity.

To enable the company to be successful, careful management of diversity is necessary to actively manage the problems. Public and private sector organizations are involved in a number of activities aimed at reducing cultural and communication barriers to create a more productive work environment. A member of the potential is maximized by self-awareness and understanding, combined with the management and direction to ensure a safe environment for the development of the employee. Working together with companies, diversity found through self-consciousness, the staff can implement to improve self-management skills and job satisfaction (Iles, 1995).

Discussion:

When examining values it is crucial for an organization to ascertain concerns that may weaken an association. Some of these concerns can include lack of communication between members of different cultures or race. This lack of communication can deteriorate an organizations ability to function if employees lack the proper tools to be able to adapt all over an environment that promotes cultural diversity.

Open communication is of the most crucial elements of any organization. Companies have an opportunity to develop an association where communication is a main element of any decision. McDonald’s stresses need for open communication, being unavailable only sends the wrong message; no one wants to feel like they are being left in the dark or ignored (Bucher, 2000: pp 84-96)

Training is a necessary element of successful job performance. In order for this training to be effective, it should be specifically designed to address all concerns and opportunities that occur at present time or the future. Open communication often practiced through training also can help address fears and concerns leading to better morale. Low employee morale and retention can create challenges for any organization. The most significant concerns in the workplace today revolve around employee morale and confidence. Employees should feel as part of the organization in order to be productive and motivated.

Diversity increases the productivity of individual, organizational efficiency, competitiveness and sustainability, which are recognized and valued. It contributes to the management, development and preservation of human capital. Diverse workforce will strengthen and enhance the industrial culture and core values that support innovation, a diverse set of ideas and harmonize them with relevant organizations strategy. Managers who are actively involved in diversity contribute to minimize the legal, governance and financial risk and maximize returns in productivity, directly or indirectly linked to turnover (McCain, Barbara, 1996)

Recently, AMA study showed a clear relationship between diversity at the executive level, and increased sales. Sales can increase as a result of decision taken by managers with a broader and more diverse origin. If there is no value for diversity in the workplace, there would be to expand the views or there may be little or no satisfaction with new innovative ideas created in a variety of corporations. Failure to manage and value diversity in the workplace can be very harmful and can cost a company: a negative image of the consumer, and low employee turnover rates, loss of revenue from advertising, discrimination lawsuits, court time and money, court costs and settlements (Donaldson & Werhane, 2000: p 45)

It also means working with the best suppliers and to attract and retain the best employees. With a wide range of diversity in the workplace provides a new and innovative ideas and plans. The quality of diversity will directly affect the innovation and flexibility of any company is developing. This requires the adoption of culture be established, together with an environment of opportunity and creating an atmosphere of trust developed.

It is important to believe that most people, although it differs from the other they want to do all the work they have. “Dealing with diversity and individual differences should be included amongst the most important issues challenging all leaders in quest for higher productivity and organizational competitiveness”. Potential employees maximized by self-awareness and understanding, combined with the management and direction in ensuring a safe environment for the development employee. Working together with the ‘diversity programs, and found through self-consciousness, employees can realize the value they are through self-management skills, and they begin to see the growth of job satisfaction (Wright, 2006).

If a company has decided to provide and manage the diverse workforce, they must decide whether they will include all the ways the members differ from each other, or simply their race, ethnicity and gender. Differences in these three are the ones which have led to large numbers of people being given unequal access to opportunities and resources (Reed & Kelly, 2003: pp 41-82).

Since becoming a working range of many managers and employees in groups or groups consisting of members representing different cultures, ethnicity, geographic location, and with proper training, they begin to see they can communicate in a productive manner. Another crucial for a successful and manageable working in diverse environments is to make sure employees and managers recognize the importance of diversity management initiatives (Rosen & Lovelace, pp 78-84).

Conclusion:

Managing diversity is a necessary element to sustain a cultural workforce that is able to communicate successfully. Organizations that recognize the significance can enable themselves to strengthen their workforce. An organisation should recognize the necessary values that promote diversity all over the workforce. Human resources should implement steps and strategies that continue to work with management to sustain workforce that is culturally diverse (Davison, 1994).

The world grows smaller every day, and as a result we live in a diverse global society. Any company, which includes stores, covering a variety of staff can meet the needs of its clients, both domestically and externally, and is held by employees at the same time (Donaldson & Werhane, pp 45). In today’s diversity, working is very common and cannot be ignored.

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