Advantages and Disadvantages of Cultural Diversity in the Workplace

Full text

Running head: CULTURAL DIVERSITY 1
Advantages and Disadvantages of Cultural Diversity in the Workplace
Jay Klagge
2013
DOI: 10.13140/RG.2.1.1539.1765

CULTURAL DIVERSITY 2
Introduction
On page 102 of her book titled “International Dimensions of Organization Behavior”
Alder (2008) provided a list of potential advantages and disadvantages associated with cultural
diversity in the workplace. Each of the potential advantages and disadvantages she listed is
greatly impacted by the three keys to unlocking an organization’s behavioral potential, which
are: (1) communication, (2) communication, and (3) communication. Communication is
essential for organizational success in an organization with a monolithic culture yet its
importance is heightened in a multicultural organization.
Good communication will unlock the potential benefits and advantages of a culturally
diverse workplace. Contrarily the lack of good communication will result in the problems and
disadvantages often associated with a culturally diverse workplace. Setting forth how good
communication can unlock the advantages and mitigate the disadvantages of a culturally diverse
workplace is the purpose of this paper.
Potential Advantages
Having a culturally diverse workforce can result in a competitive advantage for
organizations operating on foreign soil. Alder (2008) listed better understanding of national
employees, local clients and customers, as well as the local social, political and economic
environment as being the specific external advantages for these organizations. However, having
a better understanding of other cultures is only an advantage if it results in better interpersonal
communication. Alder (2008) also listed several internal advantages of having a diverse
workforce in organizations that operate on foreign soil. The primary advantages she listed
expand the bounds of organizational rationality through the increase of new ideas, new
perspectives, and new interpretations. As she noted, the resulting expansion increases problem-

CULTURAL DIVERSITY 3
solving skills, flexibility, and creativity within the organization. Again it should be noted that
the exchange of ideas, perspectives, and interpretations requires free and open interpersonal
communication if expanded problem-solving, flexibility, and creativity are to result.
Potential Disadvantages
Having a culturally diverse workforce can also result in several disadvantages for
organizations. Alder (2008) stated that overgeneralization and ethnocentrism is the cause of
many culturally specific disadvantages. Increasing intercultural skills and intercultural
competency can decrease the incidence of overgeneralization and ethnocentrism. Intercultural
skill is defined as the ability to understand and appreciate those from other cultures. Yu (2012)
suggested that multicultural organizations should focus on the issues of cultural sensitivity,
cultural awareness, and behavioral skills as the first step toward increasing general intercultural
competency. Again in should be noted that intercultural skills and intercultural competency are
based on the acquisition of intercultural communication skills (Varner & Beamer 2011). Alder
(2008) added specific communication-related disadvantages of cultural diversity in the
workplace. Among those disadvantages were increased ambiguity, complexity, and confusion
due to miscommunication. She noted the impacts of cultural diversity on problem-solving,
decision-making, and consensus-building each of which stands or falls on the quality of the
communication process.
Communication Is Key
The benefits of a multicultural workforce can be realized through good communication.
Good communication requires an understanding of the other culture, its norms, values,
preferences, and social practices. Understanding whether the other culture exhibits a high-
context or low-context communication style is important (Kennedy & Everest, 1996). Paying

CULTURAL DIVERSITY 4
attention to those elements of a specific culture is what communicates respect and appreciation to
those from that culture. Ignoring those elements of culture will erect an unnecessary and
immovable barrier to good communication. Cox (1991) suggested the use of focus groups,
support groups, and informal networks between those of the various cultures in the organization
as good ways of breakdown barriers and building the relationships that foster open
communication.
Multinational organizations that employ a culturally diverse workforce should be ever
conscious to realize that the differences between people from different cultures are far less than
the similarities between those people. Basic values like trust, respect, affirmation, humility,
openness, and graciousness are universally understood and appreciated. Understanding how
those basic values are expressed in a given culture and caring enough about those from that
culture to modify our behaviors to correspond to their ways will lay a solid foundation for
communication and all of the potential benefits and advantages of cultural diversity.

CULTURAL DIVERSITY 5
References
Alder, N.J. (2008). International dimensions of organizational behavior, 5th ed. Mason, OH:
Thompson South-Western.
Cox, T. (1991). The multicultural organization. The Academy of Management Executive, 5(2),
34-47. Retrieved from http://search.proquest.com.ezproxy.apollolibrary.com/docview/
210533751/fulltextPDF?accountid=458.
Kennedy, J. and Everest, A. (1996). Put diversity in context. Personnel Journal, 70(9), 50-54.
Retrieved from http://search.proquest.com.ezproxy.apollolibrary.com/docview/
210533751.
Varner, I., & Beamer, L. (2011). Intercultural communication in the global workplace, 5th ed.
New York, NY: McGraw-Hill.
Yu, H. (2012). Intercultural competence in technical communication: A working definition
and review of assessment methods. Technical Communication Quarterly, 21, 168-186,
DOI 10.1080/10572252.2012.642443.