This paper highlights a business plan that an organization can use as a development process aimed at achieving multicultural synergy in the workplace. The paper covers:
- Introduction
- The Organization Development Process
- The Plan, the Elements, and the Timeline
- The Implementation Process
- The training program, and
- Conclusion
Introduction
Cultural differences always exist in a multi-cultural organization. Poor management of such differences results in misunderstandings, interpersonal conflicts and failure of the organization to meet its goals. However, if properly managed, an organization enjoys various benefits like better decision making and greater creativity and innovation.
Objective
The process involves conducting a needs assessment and implementing the changes geared towards improving the efficiency and effectiveness of workers’ interaction and how they contribute towards achieving the organization’s objectives.
The process involves:
- problem identification (the need for change),
- the intervention plan, and
- the implementation of the intervention plan.
After the implementation, the progress is evaluated, i.e. whether satisfactory or needs further intervention. This continues until the desired change is achieved.
The Plan, the Elements, and the Timeline
The workers are interviewed on the organization’s multicultural nature. The interview can run for hours or even months depending on size and nature of the organization. Depending on the results of the interview, the situation is evaluated and intervention planned.
The Implementation Process
All the suggested change tools are implemented. The tools are aimed at:
- Pluralism
- Integration of the members of the minority culture
- Elimination of discrimination and prejudice, and
- Reduction of conflicts
This is achieved through training and orientation programs.
The training program
Conclusion
After the training, students appreciated the cultural differences in the workplace and identified the possible ways of reducing conflicts and promoting equality. The training was indeed successful and all the objectives were met.
Reference
Breakthrough, Inc. (2008). “Making Changes That Dramatically Improve Results.” Strategic Initiatives for Results. Retrieved at http://www.breakthroughinc.com/media/Strategic%20Initiative%20article.pdf
Chaminade, B. (2005). “The workers divided.” HR Monthly, October, p. 29.
Cummings, T.G., Worley, C.G., and Waddell, D. M. (1995) “OD Interventions: Strategy and Structure.” Organization Development and Change, 4th Ed. Mason, Ohio: South-Western College Publishing.
Glassop, L. (2002). “The organizational benefits of teams.” Human Relations, 55.2, pp. 225-249.
Taylor, Cox. (1991). The multicultural organization. Academy of Management Executive, Vol. 5 No. 2. The University of Michigan.
