The Potential Effect of Cultural Differences in a Culturally Diverse Work Environment

1999 ◽  
Author(s):  
Paul F. Tully ◽  
John E. Merchant
Keyword(s):  
Work Environment ◽  
Cultural Differences ◽  
Culturally Diverse ◽  
Potential Effect

More than lost in translation? An exploratory study of social workers’ experiences working with Vietnamese wives in Taiwan

2010 ◽  
Vol 53 (3) ◽  
pp. 327-338
Author(s):  
Su-Chen Hung ◽  
Wen-Shan Yang ◽  
Pei-Chih Yen
Keyword(s):  
Social Work ◽  
Social Workers ◽  
Cultural Differences ◽  
Exploratory Study ◽  
Culturally Diverse ◽  
Work Practice ◽  
Social Work Practice ◽  
Cross Border ◽  
Diverse Society ◽  
Lost In Translation

This article identifies the cultural differences and language barriers faced by Taiwanese social workers when working with families of cross-border marriages, and discusses the importance of adopting a multicultural approach in social work practice in order to cater to the urgent needs of an increasingly culturally diverse society.

Dealing With Cross-Cultural Issues in Culturally Diverse Classrooms

2020 ◽  
pp. 1170-1186
Author(s):  
Joost Bücker ◽  
Rens Bouw ◽  
Alain De Beuckelaer
Keyword(s):  
Cultural Differences ◽  
Research Universities ◽  
Cultural Awareness ◽  
Culturally Diverse ◽  
Business Schools ◽  
Institutional Support ◽  
Cross Cultural ◽  
Cultural Issues ◽  
Diverse Classrooms ◽  
Teachers And Students

This study examines the extent to which faculties receive support in their coping with the challenge of cultural differences in their international classroom. The authors explore this relationship in eight business schools in Dutch research universities. These cases offer an in-depth description of the problems encountered in cross-cultural interactions, such as development of monocultural groups, lack of proper foreign language understanding, and stereotyping. They also discuss potential solutions in terms of language training, cultural awareness training for both teachers and students, institutional support, and the business school's rationale for internationalization.

scholarly journals On fitting paradigms to people

1982 ◽  
Vol 13 (4) ◽  
pp. 189-196 ◽  
Author(s):  
A. P. Moerdyk ◽  
David A.L. Coldwell
Keyword(s):  
South Africa ◽  
Work Environment ◽  
Cultural Differences ◽  
Labour Force ◽  
Work Force ◽  
Cost Effective ◽  
Cultural Factors ◽  
Work Place ◽  
Value Structures ◽  
The Individual

In a previous article (Coldwell and Moerdyk, 1981) it was argued that many blacks in South Africa are at a disadvantage in the 'White man's world' of business and industry as a result of a number of cultural factors, some of which were described. In this paper, the suggestion is made that it is probably easier and more cost-effective to find ways in which both tasks and organizations can be restructured along socio-technical design lines, than it is to try to change the personality and value structures of the labour force to fit them to the demands of the work place. A number of cultural differences are outlined and suggestions put forward about possible ways in which jobs and organizations can be modified to make them more compatible with the characteristics of the work force. A closer 'match' between the individual and his work environment is seen as the key to enhanced productivity, reduced stress, and consequent improvements in both job satisfaction and company profitability.

Mentoring overseas nurses: Barriers to effective and non-discriminatory mentoring practices

2010 ◽  
Vol 17 (5) ◽  
pp. 603-613 ◽  
Author(s):  
Helen Allan
Keyword(s):  
Health Care ◽  
Cultural Differences ◽  
Culturally Diverse ◽  
Care Home ◽  
National Study ◽  
Ethical Practice ◽  
Mentoring Practices ◽  
Diverse Backgrounds ◽  
The Uk ◽  
Discriminatory Practice

In this article it is argued that there are barriers to effective and non-discriminatory practice when mentoring overseas nurses within the National Health Service (NHS) and the care home sector. These include a lack of awareness about how cultural differences affect mentoring and learning for overseas nurses during their period of supervised practice prior to registration with the UK Nursing and Midwifery Council. These barriers may demonstrate a lack of effective teaching of ethical practice in the context of cultural diversity in health care. This argument is supported by empirical data from a national study. Interviews were undertaken with 93 overseas nurses and 24 national and 13 local managers and mentors from six research sites involving UK health care employers in the NHS and independent sectors in different regions of the UK. The data collected showed that overseas nurses are discriminated against in their learning by poor mentoring practices; equally, from these data, it appears that mentors are ill-equipped by existing mentor preparation programmes to mentor overseas-trained nurses from culturally diverse backgrounds. Recommendations are made for improving mentoring programmes to address mentors’ ability to facilitate learning in a culturally diverse workplace and thereby improve overseas nurses’ experiences of their supervised practice.

scholarly journals DANCE COSTUMES IN ABUJA CARNIVAL: THE CONTRADICTIONS OF SOCIO-POLITICAL INTEGRATION

2018 ◽  
Vol 3 (2) ◽  
Author(s):  
Lilian E. Bakare
Keyword(s):  
Cultural Differences ◽  
Culturally Diverse ◽  
Social Identification ◽  
Aesthetic Value ◽  
Political Ideologies ◽  
The Social ◽  
Arts Festival ◽  
Identification Theory ◽  
The Aesthetic ◽  
Derivatives Of

Nigeria is a culturally diverse nation. This has always been a source of trouble for the country. The challenges that have been faced in the country have been mostly as associated with cultural diversity. Differences in political ideologies, religion and traditional festivals are also derivatives of differences in culture. As a mechanism to bridge socio-cultural differences many “Unity Projects” have been created with a view to working on the Unity of the Country. Some of these projects are National Arts Festival (NAFEST), National Sports Festival and Abuja National Carnival. However, a keen observation of the National Carnival has revealed that one of its very visible elements – The Dance Costume has a paradoxical effect on the carnival. The paradox consists in the argument that; while the carnival is expected to make Nigerians celebrate together as a people those things that bring them together, instead they celebrate those things that highlight their differences and tend to tear them apart. For instance the participating states bring to the carnival dance costumes with motifs that are peculiar to their cultural environment. The details of this paradox and its implication on the aesthetic value and effectiveness of the carnival, as a true unity-building mechanism, form the focus of this paper, using the social Identification Theory as an instrument.

scholarly journals Does Emotional Intelligence Pave way for Psychological Well Being and Enhancing Work Performance

2019 ◽  
Vol 8 (2S4) ◽  
pp. 663-672
Keyword(s):  
New York ◽  
Emotional Intelligence ◽  
Job Performance ◽  
Work Environment ◽  
Culturally Diverse ◽  
Cultural Intelligence ◽  
Work Performance ◽  
Well Being ◽  
Psychological Wellbeing ◽  
Strongly Agree

Purpose – Present study is a descriptive and analytical in nature aiming to bring out the relationship among emotional intelligence, cultural intelligence, perceived organizational supporting practices, family support on psychological wellbeing and work performance of the Indian expatriates in United States of America. Design/Methodology/Approach- This study adopts positivist deductive approach it, starts with clear variables which are derived from theory and based on these variables. The data for the study was collected through the structured questionnaire. The sample for the present study was collected from the Indian IT expatriates who are assigned to USA working in the four major IT cluster of USA i.e. California, Washington, New York, & Chicago. A total 634 questionnaires were received indicating a response rate of 52 %. The questionnaire for this study consists of 87 items and the five point Likert type response format is used for all the measures ranging from strongly agree to strongly disagree. SPSS 21 and Microsoft excel are the statistical packages and regression is the tools used in the present study Findings- An important affiliation was observed among emotional intelligence and expatriate job performance and psychological wellbeing. As the job performance and psychological wellbeing largely dependent on the emotional intelligence of the employee, the job performance of the expatriates is also influenced by the emotional intelligence level of the expatriate. Higher levels of emotional intelligence predict higher the job performance and psychological wellbeing of the expatriate. A significant relationship was found between cultural intelligence and expatriate job performance and psychological wellbeing. When the expatriate face culturally diverse work environment, the Cultural intelligence of the expatriate allows the expatriate to adopt behaviours which potentially contributes to the success of the expatriate in the diverse work environment. A signification had been observed between perceived organizational supporting practices and expatriate performance. Inclination towards repayment towards the organization is high among the employees who are in receipt of major support from the organization. The support of the organization becomes more relevant in the instance of the expatriates because the expatriates are working away from the parent organization in culturally diverse settings. A signification relationship was found between perceived family supports and expatriate performance. When the accompanying family is well adjusted to the new culture, the employee can concentrate more on the job responsibilities. Hence,

scholarly journals Culture and paralinguistic features ~!^^:-): East meets West in a virtual exchange between South Korea and England

2020 ◽  
Vol 3 (SI-IVEC2019) ◽  
pp. 49-67
Author(s):  
Michelle Wylie
Keyword(s):  
South Korea ◽  
Cultural Differences ◽  
Communication Skills ◽  
Culturally Diverse ◽  
Online Communication ◽  
Shared Understanding ◽  
Culturally Specific ◽  
Korean Students ◽  
South Korean ◽  
Digital Discourse

This paper investigates whether cultural differences are apparent in the paralinguistic features used by culturally diverse interactants online. Paralinguistic features are used pervasively in digital discourse (Herring & Androutsopoulos, 2015), therefore they play a pivotal role in online communication skills. Paralinguistic features such as the innovative use of punctuation and typographical features as well as emoticons and emojis are used to add nuance, emotional tone, and to manage discourse in online communication. However, the effectiveness of these paralinguistic features is dependent upon a shared understanding of their functions. This study seeks to explore any potential cultural manifestations in the use of paralinguistic features during a semester-long virtual exchange between 21 South Korean students and 25 students studying at a university in England. The dataset of 20,379 words generated during the virtual exchange was examined for cultural manifestations in paralinguistic features. As this study examines potential cultural manifestations online, it adheres to a culturally relativist perspective, therefore an inductive approach to the analysis of the data was taken. The analysis of the data revealed culturally specific paralinguistic features with the emergence of a feature that, to the best of my knowledge, has not been recorded in previous virtual exchange research.

IDENTIFICATION OF CULTURAL DIFFERENCES IN MANAGEMENT IN MULTINATIONAL COMPANIES BASED IN SLOVAKIA

2017 ◽  
Vol 5 ◽  
pp. 570-574
Author(s):  
Elena Delgadová ◽  
Monika Gullerová
Keyword(s):  
European Union ◽  
Cultural Differences ◽  
Intercultural Competence ◽  
Culturally Diverse ◽  
Multinational Companies ◽  
Cultural Dimensions ◽  
The European Union ◽  
Literature Research ◽  
S Model ◽  
Research Analysis

: In 2004, Slovakia became a full-fledged member of the European Union. Since then, Slovakia has been one of the attractive investment locations for multinational companies in the region of Central Europe for its skilled and educated labor force. Managers who want to succeed in running multinational companies in culturally diverse settings must have the intercultural competence, i.e. the capability of thinking and acting in interculturally appropriate ways. The lack of intercultural competence skills in managers may result not only in miscommunication but can also be detrimental to the financial and economic success of organizations. The purpose of the paper was to identify cultural differences in management in German, Korean and French multinational companies operating in Slovakia. In the paper, the methods of questionnaire, literature research, analysis, synthesis were utilized. 160 respondents participated in the research on establishing cultural differences in management based on Hofstede’s model of cultural dimensions.

scholarly journals Nursing attrition and the work environment in South African health facilities

Curationis ◽  
2004 ◽  
Vol 27 (4) ◽  
Author(s):  
E.J. Hall
Keyword(s):  
Work Environment ◽  
Health Workers ◽  
Health Sector ◽  
Potential Effect ◽  
Health Facilities ◽  
African Health ◽  
Professional Health ◽  
Media Reports ◽  
Nursing Attrition ◽  
Key Aspects

A number of media reports appeared on the shortages of professional health workers in the public health sector. Unsatisfactory working conditions in health facilities were mentioned as one of the key aspects responsible for the shortages. Literature indicates that stress caused by unsatisfactory work environments may play a major role in employees’ decision to resign their jobs, in spite of enjoying the nature of their work. The aim of this article is to explore the current human resource situation in nursing i.e. to determine if a shortage of nursing skills exists, to establish the challenges that nurses have to face in performing their duties and to establish the potential effect of the work environment on attrition.

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