Cultural sensitivity in a workplace Essay Example

(Anderson, Lawton, Rexeisen, & Hubbard, 2006). These skills involve the capability to create a functioning association with others. Acquired cultural sensitivity skills enable employees to interact in a peaceful way by respecting ones’ culture and customs. Outside interactions also have a great impact on the other workers in the workplace based on the fact that those employees who interact with outside commercial client end up applying skills acquired thereby incorporating the rest of the employees.

Additionally, culture sensitivity may encourage discussion. This is based on the fact that company and workers operate on eggshells for anxiety of offending ones’ culture. Once cultural miscommunication results in a workplace, discussion arises in an attempt of trying to solve the issue. In this case, the underlying cause of miscommunication is determined thereby learning how to prevent any other matter from happening. Besides, this serves as a lesson to the other worker on culture sensitivity. These discussions assist the staff members to do away with miscommunications, stress, and costly errors.

Culture sensitivity aspect enhances team building aspects in workplace performances. Various actions integrated with a working environment such as organization-sponsored cluster lunches, retreats and conferences bring about interacting, mingling and getting to understand each other in a small risk surrounding (Fullan, 2014). This enhances a sense of teamwork which transforms into a more cohesive staff while they are working. This significantly improves the productivity of the organization based on the fact that unity is maintained in the working place.

Cultural sensitivity sometimes brings about communication barriers in the workplace. When a person builds a workforce with the employees from a lot of beliefs and home area, there is an increase in the

number of communication filters and enhances bad communication styles that promote inside and outside communication strategies. Job cultures that seem to be a bit general enhance communication to be easier because the employees are free and do not have any doubt on each other’s’ normal functioning in a working environment. When companies or organizations become more diverse, the relationship and nature of the working place change substantially hence some differences start to be counted day by day. When all this happens, you find that the working environment is not suitable at all, and communication becomes the biggest problem in the institution (Barrett, 2008).

Discrimination is the worst issue when it comes to cultural sensitivity. This is simply because underrating one’s capability can cause some regrets and end up not achieving the set objectives and targets of the Organization. Diversity valuation, improvement, and application of differences plans and some approach results to assortment training (Nguyen, Nguyen, Barrett, 2008). An organization that by a mistake employs a diverse workforce has got resource processes aside to cater for the diversity. Nevertheless, companies that with time starts being diverse without a definite plan of action may constitute to a lot of discrimination among the employees, the subordinate as well as the managers. Naturally, if a person has an assorted working force, there is a considerable measure of separation chances subsequent to the accumulation is typically set up on the recognizing attributes observed inside the people and in addition how every individual reacts to something which is the inverse of the desires. Fundamentally, direction and insurance concerning social affectability ought to be offered need to improve obligation and how to handle

your kindred work mates in the everyday exercises. Taking everything into account, there exist positive and negative effects of social affectability in the working spot.

Reference

1. Anderson, P. H., Lawton, L., Rexeisen, R. J., & Hubbard, A. C. (2006). Short-term study abroad and intercultural sensitivity: A pilot study. International Journal of Intercultural Relations, 30(4), 457-469.
2. Fullan, M. (2014). Leading in a culture of change personal action guide and workbook. John Wiley & Sons.
3. Nguyen, T. D., Nguyen, T., & Barrett, N. J. (2008). Consumer ethnocentrism, cultural sensitivity, and intention to purchase local products—evidence from Vietnam. Journal of Consumer Behavior, 7(1), 88-100.