Inter-Cultural Communication


Companies face special challenges when they market their products and services to people in other countries and to people in their home countries who come from other cultures:

  • Companies have to make their communications understandable and clear to their target audiences. The company that does not modify its information risks offending its audience and losing the opportunity to do business.
  • Companies are ethically obligated not to reinforce patterns of discrimination in product information.
  • Companies are not obligated to challenge the prevailing prejudice directly. Organizations that actively oppose discrimination are acting admirably.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Learning the Organization Culture


Every organization has its own unique culture. This culture includes longstanding, and often unwritten , rules and regulations; a special language that facilitates communication among members; shared standards of relevance as to the critical aspects of the work that is to be done; matter of fact prejudices; standards for social etiquette and demeanor; established customs for how members should relate to peers, employees, bosses, and outsiders; and other traditions that clarify what is appropriate and “smart” behavior within the organization and what is not. An employer who has been properly socialized to the organization’s culture, then, has learned how things are done, what matters, and which work-related behaviors and perspectives are acceptable and desirable and which ones are not. In most cases, this involves input from many individuals.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

Managing Diversity


Managing Diversity meanstaking steps to maximize diversity’s potential advantages while minimizing the potential barriers—such as prejudice and bias—that can undermine the functioning pf a diverse workforce.

 In practice, diversity management involves both compulsory and voluntary management actions. First, there are are laws requiring that employers minimize discrimination at work. But while such compulsory actions can reduce the more blatant diversity barriers, blending a diverse workforce into a close-knit and thriving community also requiresvoluntary steps. Five sets of voluntary organizational activities are at the heart of any diversity management progra,. They are:

a)    Provide strong leadership. Chief executives who champion diversity typically have companies with exemplary reputations in managing diversity. Leadership here means, for instance, taking a strong personal stand on the need for change and becoming a role model for the behaviors required for the change. Some firms are more proactive than others.

b)   Assess he situation. The company must assess the current state of affairs with respect to diversity to delivery management. This might entail administering surveys to measure current attitudes and perceptions towards different cultural groups within the company. Tools for measuring diversity include equal employment hiring and retention metrics, employee attitude surveys, management and employee evaluations, and focus groups.

c)    Provide diversity training and education. The most commonly utilized starting point for … managing diversity is some type of the employee education program.

d)   Change culture and management systems. Change the performance appraisal criteria to measure supervisors based partly on their success in reducing intergroup conflicts.

e)    Evaluate the managing diversity program. Do the employee attitude surveys now indicate any improvement in attitudes towards diversity?

 My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight