Cultural Diversity in Business :: essays research papers

In their inspiration to avoid the courts and editorial pages, most firms in America, and increasingly in Europe, immediately pay close attention to the sex and race of the slew they heighten and promote, For example, Harvard Business School has just announced that they will go turn expose of its way to include women in its case studies, which are used in business-school classrooms around the world. In other words, schools and businesses, in parliamentary law to stay out of trouble, are taking the easy way out, quotas. (Kole, MacDonald.1997.1) Although some women and minorities are engage to fill quotas, the majority of them are considered to create a ethnic diverse workplace. Cultural Diversity can have a optimistic effect and be attainable but but for some firms. A well considered strategy must accompany Cultural Diversity if profit is to be made. There are at least two reasons to stomach a policy of diversity to yield profits. One difference is communication. Because numerous people find it easier to understand others of the uniform sex, or nationality, it helps to have employees from the same cultural background as your customers. Its not only a matter of language, but understanding the customers needs, tastes and the earning of their trust is vital. The recruiting of people from a different cultural background can not only improve communication with outsiders, it may also bring fresh ideas to insiders (Kole, MacDonald. 1997.2). Businesses get intot only need cultural diversity in order to relate to customers, they need women and minorities in management. Smaller beachs have traditionally selected their directors from among those who give-up the ghost and work in their communities. Their reasoning is to hire people who cannot only describe the banks what the people want, but also spread the word about their products. However, legion(predicate) banks surveyed by the Business Times have local natives on their boards, hardly a(prenominal) women are represented and almost no minorities can be found-even in areas where there is a large minority population (Kole,MacDonald.1997.2). Many bank CEOs feel that the lack of minority and female example needs to be corrected (Cochran.1997). Jack Anderson, chairman and Chief decision maker of Johnstown-based BT Financial Corp.- the holding company for Laurel Bank, and Johnstown Bank Trust Co. states either right-thinking person understands the need for diversity, he said I think it is something we need to work toward.(Neiser.1997.1) Anderson also recognizes that there hasnt been a large family of candidates to choose from.