Meaning of global organization and benefits

1. CULTURAL AND GLOBAL
DIVERSITY

2. CHARACTERISTICS OF CULTURE
• Dynamic: Culture is something which undergoes a change; though it may be slow but
usually it is constant.
• Learnt: Culture is not a hereditary phenomenon. Rather, a person needs to learn it by
interacting with one‘s environment.
• Non-uniform: Cultural constituents like rituals, ideas, moral values, beliefs etc., differ
considerably i.e. they are different in different sections of the society. Moreover, they
change with time.
• Patterned: Culture is integrated. A change in one part obviously will bring a change in
the other.
• Social: Culture is an outcome of the society.
• Shared: Culture is something which is shared by the members of an organization.
• Transferable: Culture is transmitted from one age group to another

3. CULTURE
• Culture refers to different lifestyles, traditions, and perspectives that
can be found in the United States and throughout the world. The
cultural landscape that surrounds us is both fluid and complex.
• Edward Tylor (1871) defines culture as,― that complex whole which
includes knowledge, belief, art, morals , law , custom, and any other
capabilities and habits acquired by man, as a member of society.
• Culture is basically a collection of ideas, values, assumptions etc.
which differentiate a person from another; which can be passed from
one generation to another; and thereby help an individual to
understand as to how he/she should act in a society.

4. Cultural Diversity
• Cultural Diversity Management It is management of differences and
similarities of employees working at a workplace and further said as
“the degree of ‘otherness’ felt by individuals”

5. Harvests to be reaped from cultural diversity
A company that retains a diverse workforce are likely to serve and
compete better in a multicultural market. By maintaining a diverse
workforce makes all employees at a workplace feel connected and
relate more to the company they are working for.
Better customer service: As most of the organizations have different
kinds of customers; i.e. a diverse customer base. A diverse employee
base can better understand and communicate with different types of
customers and thus better serve their diverse needs

6. • Better problem solving: A team composed of diverse members benefits
the organization from more information, richer ideas/view points, and a
greater number of approaches to solve problems as compared to a team
composed of the same type of members.
• More flexibility: The organization must be able to respond quickly to meet
rapidly changing customer desires, competitive actions.
• Enhances firm‘s image: The organizations are concerned about the public
image i.e. what the public thinks of them and the kinds of feelings which
come to their mind when their names are mentioned. A favourable or
positive public image helps the organization to attract investors,
customers and employees.

7. CHARACTERISTICS OF MULTICULTURAL ORGANIZATION
• exhibits the contributions made by the diverse cultural groups in its
mission, operations, and products or services
• which believes to eradicate social coercion in all forms within the
organization
• gives equal chance to the diverse employees to participate especially
in decisions that shape the organizations
• takes a follow-up to eliminate all forms of social domination

8. PROCESS OF CULTURAL DIVERSITY MANAGEMENT
1.Diagnosis: Every organization needs to identify the current situation in terms of policy, statistics
and culture by looking both at the issues and the causes.
2. Aims Setting: The next step is setting of aims that normally include the important concerns
such as the business case for avoiding discrimination, identifying the vital role of commitment
from the top management of the organization, and a vision of what the organization would look
like, after successful diversity management.
3. Awareness raising: This is a very important stage in which the awareness needs to be raised.
The awareness about diversity needs to be raised among the employees at all the levels,
especially the managers.
4. Policy development: The new systems are implemented through the involvement of all the
employees. These should not be imposed.
5. Managing the transition: It involves a variety of training initiatives. These may include
programmes which are specifically designed for minority groups in order to make them
understand the culture of the organization and acquire essential skills

9. HISTORY OF ICDO
• It was established in Vienna, Austria.
• Their vision was recognized and supported by prominent
professionals in the field, benefactors, institutions, organizations,
governments, professionals from different backgrounds ranging from
business development, finance, project and event management, art,
design, etc.

10. Mission of ISDO
• The mission and goal of ICDO is the promotion of cultural diversity,
inclusivity, inter-culturalism, human rights, as well as raising
awareness of different cultural expressions and their values with the
aim of fostering cultural interaction in order to bring people together
and bridge cultural gaps. ICDO acts, promotes and conserves
biodiversity, environment, and sustainability for the wellbeing of
humanity.

11. ACTIVITIES CARRIED OUT BY ICDO
• Educating:People about cultures, diversity, biodiversity, human rights,
inclusion, sustainability, as well as organize different activities with the
aim of the long-term empowerment that will help them to develop
and provide more opportunities in their future.
• Provide Support: different groups and individuals, indigenous people ,
under represented and marginalized communities worldwide,
women, youth, minorities and migrants

12. ACTIVITIES CARRIED OUT BY ICDO
• Conduct Research: Through data collection, tracking and monitoring about
the impact of diversity, inclusion and human rights on the economy, and
social life in different parts of the world.
• Provide Information: ICDO provides information to local and international
public, governments, and corporations about the betterment that
diversity and inclusion bring to society on micro and macro levels.
• Monitor Policies: ICDO moniters policies that are implemented, for their
impact on cultures and societies, while communicating them to the public.

13. ACTIVITIES CARRIED OUT BY ICDO
• Create CSR Programs:For international companies with the aim of
promoting and establishing diversity, equality inclusion and
sustainability as part of workplace culture ICDO creates CSR events.
• Conduct social development projects: ICDO carries out projects
worldwide, working together with individuals, communities, the
creative sector, universities, professionals and organizations around
the world.

14. GLOBAL DIVERSITY
North American companies are more acceptable to the idea that
strong diversity measures are needed.North American companies’
managements are also more positive to the need to increase diversity
in the very senior ranks and have a wide reach to their diversity
efforts, rather than a single-minded focus on hiring and promoting
women. Their diversity efforts are directed most strongly to women.
Western European CEOs are more likely to take a hands-on approach
to diversity than CEOs in other regions. Western European companies
focus their diversity programs on worklife balance issues to promote
gender equity. Western European companies fall short when it comes
to including ethnic minorities in their ranks.
Asian companies are nonetheless systematically increasing their
recruitment pools—not necessarily because they feel they are
insufficiently diverse, but because they expect to need more workers
in the future. Asian diversity managers are comparatively giving more
attention on pay