This paper discusses the drive of the multinational corporation to develop and embed into the corporate consciousness the need for a truly diverse workforce.
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Paper Summary:
This paper explains that diversity has become a key buzzword in the American human resources management vocabulary, resulting in the adoption of standardized operating procedures, but, when applied to multinational businesses at various global locations, these two seemingly noble principles are not always commensurate or harmonious in practice. The author points out that, even in the U.S., tensions regarding the standardized operating procedures of the employer's American workplace can be rooted in sociocultural misinterpretations, frustrations, and confusions from cultural shock regarding the different faiths and ethnic assumptions of employees. The paper suggest that, when relating to foreign multinational companies, a hands-off attitude may be the best policy; the founding company must be careful not to direct the employment practices and management of franchisees' staff, but when the resources and guidance are not gaining strides in production, such policies may need to be evaluated.
From the Paper:
"The conflict is even more manifest in business, which requires standardized procedures to remain financially afloat and competitive on a global level, but also requires tolerance of local cultures and practices to retain employees and to make products attractive. There are now more new faces and diversity amongst the global workforce and more multinational business than ever before. This trend is expected to continue into the 21st century, particularly with the creation of international alliances of trade and commerce such as the European Union and the use of the Internet in global commerce, further connecting the marketplaces of the world."
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