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Individuals in Organizations

For years, organizational administrators have been faced with the different difficulties by which they are supposed to understand the aspects of individuality of each person that comes in the business as part of the employee force of their organization. Moreover, the situation becomes even tougher as human individuals rend to demand on the fact that they and their needs ought to be satisfied by the organization’s management. (George, 2002, 19)

As for a fact, there are numerous aspects of differences that needs consideration when this issue of human dimension is being discussed. Consequently though, each aspect such as gender, demographics, race and culture are of equal great importance as they should all be well attended by the management as to how they particularly impact the performance of the people in the company. To understand these differences further, the paragraphs that follow shall further elaborate the matter. (Mayr, 2005, 15) On Demographics People tend to differ in preferences based on their age.

Because of the gap that exists between the young ones and the aged, employees of this particular situation may have different demands as to how they ought to be given attention by the company’s administration (Martinez, 1998, 14). The young ones

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in particular, usually do not want to accept too many criticisms although they do want to learn more to improve their performance at work. Hence, although criticisms are all right in management, they should be kept at a minimal application as they do affect the willingness of the young individuals to perform well.

Older ones on the other hand require recognition of their job. Experienced workers because of their age would usually want attention that is far more serious than that of the attention given to the younger ones. So as to maintain fairness, it is important that the management sees to it that the need of attention and recognition by both the young and old employees of the company is strongly provided as needed through the programs that are established to set equality in the workplace.

Perceptions of work also differ because of age. As for a fact, people who are younger are known to being more production concerned as they are in terms of achievement, on the other hand, older ones prefer to focus more on the possibilities that they could be able to attain success from the company through achieving recognitions rather than they are actually concerned with the production that they are making. Seeing these needs in an equal perspective, it could be noted that both could work good for the company.

Putting together the perspective of the young and old upon the intense position that they are putting on their goals of performing well and achieving high in the organization could be placed together to make up amore successful set up for the organization’s operational progress. (Harris, 2007, 16) On Race and Culture True, many businessmen around the world today are open to the idea of sharing their business programs with people from other races. Because of the advancement of technology, the said business systems have been made possible to exist between business enthusiasts who belong to different respective cultures.

To others, this step in modern business is usually referred to as one of the most prevalent risks taken by business companies today (Clarke, 1999, Internet). Although, to those who have been able to succeed in a highly culturally diverse business environment, the system of involving different races within an organization system had brought them so much challenge to improve and thus further develop their company’s competency within the business world. True, the challenges in making certain business systems possible is really not that easy to face.

Both the risks of dealing with different people having different individualities as well as diverse cultural preferences are real challenges that must be considered carefully by any business founder. Yet, taking the necessary steps and adjustments in attaining success from the said business system is indeed most rewarding in the end. (Mayr, 2005, 18) People’s background on their original race and culture actually affects their performance at their job. The traditional ways by which the workers view their job though could still be utilized as an element of advancement on the part of the company’s performance as a business.

Cultural diversity has usually been pointed as one reason why many companies around the world fall down. The fact that the differences include diverse preferences as well as individual personalities, the companies involved in such situations are naturally subjected to challenges of keeping the peace and unity within the community existent. The said five spheres of culture are mainly referred to as the region, industry, Company, Function and Profession.

These five major factors making up the cultural diverse effects of having people from around the world work within a single company, usually identifies the importance of intercultural connection existing within the organization. One of the key factors in making this happen is the presence of open mindedness within each member of the company (Budhwar 2004). Indeed, with the existence of wide cooperation, within the company helps so much in attaining the most wanted success from the existence of a culturally diverse environment in business.

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