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Valuing Independent Thought Within Cultural Groups in the Workplace

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Workforce Inter-Personnel Diversity

Abstract

There are many cultural groups in the workplace. Many members of these groups are treated as if they are monolithic in their thoughts and actions. Although organizations are different, their leaders are sometimes monolithic in their perceptions of cultural groups. Not all cultural group members have the same views on structure, policies, and beliefs. Culture differences and the constant evolution of each society dictates that some accommodation and adjustment for differences be made. The alternative is embarrassment and failure of businesses that have had to suffer unnecessary loss of reputation and money because they do not acknowledge cultural differences. With rapid changes of America’s demography, the social and ethnic composition of the workforce is changing. However, the contribution of some groups is not always optimally utilized. HR practitioners and scholars are beginning to review their understanding of formal diversity policy and their actual inclusive HR practices. Organizational leaders who are willing to think differently about diversity within cultures and integrate them into workforce inter-personnel diversity initiatives may produce results that cost the organization only the amount of time it takes to align people to their strengths and potential. They will avoid having hidden figures within their organizations as those who are performing at their best will be openly recognized for their performance.

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    Claretha Hughes

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Hughes, C. (2019). Valuing Independent Thought Within Cultural Groups in the Workplace. In: Workforce Inter-Personnel Diversity. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-030-03433-7_5

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