Multicultural Workforce at a Large Research Paper

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The enforced smiling of Wal-Mart employees at taciturn German customers, and the fact that no one at the company realized "that American pillowcases are a different size than German" pillowcases, leaving Wal-Mart Germany "with a huge pile of pillowcases they couldn't sell to German customers" are examples of how an informed and nuanced cultural understanding of a nation is demanded to succeed in a global environment (Schaefer 2006).

On a more subtle level, diversity can create a more positive organizational culture by changing the dynamics of the workplace on a daily basis. Of course, almost all organizations say that they support diversity. But "clearly, there are often substantial differences between constructed 'espoused culture' and the real 'culture in use' -- that is, between the formal statements of senior management regarding organizational culture and the informal culture of various parts of the organization" (Trefry 2006: 6). A diverse workforce can inject an important dynamic of creativity and new thinking, and prevent an organization from growing stagnant.

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Different interpersonal styles can create a more balanced workplace culture. For example, although it is important not to stereotype, a more traditionally cooperative style of management provided by female employees can balance out a hyper-masculine dynamic at a highly competitive organization.

While every organization has its own, unique culture, aspects of which may transcend its geographical location and the demographics of employees, a large company must be flexible and open-minded in its attitudes to fully benefit from globalization and the greater diversity of business culture worldwide. A globalized workforce that is balanced in terms of ethnicity, gender, and talent can be an invaluable asset in communicating with customers -- equally as valuable as an efficient supply chain and value-enhancing operations management......

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