Cultural diversity in a Danish MNC Essay

IntroductionWorkforce miscellanea is a labyrinthine phenomenon and a major challenge for HR managers in MNCs. The case indicates a Danish MNC, Danvita (not its real name)that has committed to pursuing a vicissitude st assessgy. The shopping center of a form scheme is a commitment to providing equal opportunities for employees no matter of their sexual activity, age, nationality, disability and political and inner orientation. In this case our focus is on heathen diversity. Drawing on individual lights of Danvita employees this case explores how Danvitas diversity strategy in relation to national culture is experienced by Danvitas employees. novelty as a strategic resourceIt has been argued that MNCs that argon able to draw on a diverse mix of employees butt joint set about a strategic advantage (Richard, 2000). This is because workforce diversity establishes the probable for diverse perspectives that in turn facilitate creative thinking and useful problem solving (Co x, 1991 Cox & Blake, 1991). Understanding and valuing diversity force out change constructive conflict resolution, reduce miscommunication and lead to lower employee turn over and resoludecadeess in cost savings (Robinson & Dechant, 1997).A diverse workforce that can draw on a variety of cultural insights can in like manner bedevil a positive impact on ground-wide merchandising and sales (Blake-Beard, Finley-Hervey & Harquail, 2008 Robinson & Dechant, 1997 Cox & Blake, 1991 Cox, 1991). However, workforce diversity can also have negative effects. Some researchers have observed that groups characterized by high degrees of cultural diversity have lower levels of employee satisfaction, lower levels or performance, high levels of miscommunication, conflicts and turnover than more homogenous groups (OReilly, Cald good & Barnett, 1989 Watson et al., 1993 Richard, McMillan, Chadwick & Dwyer, 2003). Diversity as perceived by organisational membersThe focus of this case is in on the is sue of how Danvita employees experience the troupes strategy of achieving cultural diversity. As with many things in life, perception is realityclaims Allen et al. (2008 22). Individual perceptions influence the way individuals interact with their colleagues and participate in the life of organization. Based on their perceptions, organisational members participate actively or passively in the capital punishment of the partys strategies as well as support or oppose organizational change. Knowledge of how organizational members perceive diversity opens a possibility for improvement if necessary.The case info were obtained by core of seventeen qualitative interviews with seven Danish and ten international employees. Their narratives, however, should not be understood separately from the environment where the stories and events apply place. Thus the narratives were supplemented with direct observations of diversity trainingsessions and with documents containing the new diversity st rategy, managerial speeches and troupe annual reports. In this way information about the social setting in which the employees perceptions of cultural diversity atomic number 18 constructed and re-constructed on an e veryday founding was obtained.Denmark and DanishThe context in which the diversity case is unfolding contains segments of both(prenominal) national and organizational culture. Although there is a considerable overlap, it is important to write out them. Despite its commitment to diversity and cellular cellular comprehension of international employees the head view of Danvita is still operating in a broader context of Denmark. In Denmark historical and religious development of the society led to formation of a very particular institutional environment in which the state plays a noteworthy role. Denmark has a well-developed welf ar state that redistributes wealth and that ensures inequalities are relatively hold in (Andersen and Svarer, 2007).The role of the Dan ish language as a uniting and defend mechanism in Danish society must be acknowledged. historically the Danish language is an indicator of membership of and belonging to Danish society. Its logical implication for inclusiveness means that it may alsofunction as a mechanism of exclusion of non-Danish speakers. This gene co-exists with Denmarks membership of the European Union and its policy of welcoming qualified professionals to work in Denmark.Danvita and the HR challenges it is facingThe aim is to create a culture where all employees feel valued and have the opportunity to communicate their full potential(Diversity strategy, Danvita)Briefly about DanvitaDanvita is the accompany that has been a leader in the industry in which it operates. Annual reports indicate increased profits for 2009-2011. In March 2012 Danvita had more than 32,800 employees worldwide distributed across affiliates and offices located in 75 countries. Just over 40 per cent of its employees are located in Denmark. In order to function successfully as a MNC Danvita believes that it has to attract, develop and retain competent people from any location in the world. In 2009 it started a diversity initiative. At the core of this initiative is the operational road map for HR which states that the company pass on provide () equal opportunities to all present and future people, regardless of gender, age, race, religion, nationality, cultural and social origin, disability, political or sexual orientation and family status (Danvita). In 2009 when diversity strategy was launched about 700 of Danvitas employees in Denmark were contraryers.Although 68 nationalities were represented it should be noted that half of the foreign employees were from a handful of countries, the UK, the US, Germany and Sweden. The highest percentage of the international employees was among the professionals and specialists. An effort was necessary to be made to make these employees feel welcome and leading to stay. The turnover rate for international specialists was 3 times higher than that among the specialists from Denmark. These numbers do not have to be as alarming since employees change jobs and employers frequently and international employees return home after rotations and expatriation. Nevertheless, feeling welcome and happy with their operative environment, international employees can contribute to higher retention rates in the organization which claims to be in need of workforce. Thus the diversity strategy was developed.The diversity strategyThe contemporary diversity strategy has an ambition that by 2014 all senior anxiety teams will include employees of both genders and dissimilar nationalities. In pursuing this objective the company insists that all positions are change by the best candidate. All direction teams or the senior VPs teams will have to have at least a representation of non-Danes and gender diversity. They will have to have. It is not a wishful thinking. That me ans implementation and they will have to do something with it.(Respondent 2) At the end of 2011, diversity in terms of gender and nationality was reflected in 18 of the 29 senior management teams, compared with 15 of 28 at the end of 2010.Guiding principlesThe guiding principles of Danvitas diversity strategy attempt to lay the foundation for equal interposition of all the organizational members. These principles highlight the strategys focus on providing equal opportunities and selecting the best-qualified candidates in order to attract and keep geniuss from all over the world.Supporting initiativesA number of supporting initiatives contribute to the creation of a culture of inclusion. There is an International Club which is run on a voluntary basis and which aims at creating a network for foreign employees. The sentiment is that foreign employees have the opportunity to meet in a non-work atmosphere and to experience the traditions and leisure activities of the host country. It also provides an arena to talk by means of their frustrations with more experienced colleagues.Corporate way of speaking about diversityDrawing on company documents we now present three company handles on diversity.Business and problem needsOne discourse emphasizes the business needs of the company. Diversity is a way of dealing with these needs. The discourse portrays the company as a global company, having an expanding presence in the world. The key issue isas we expand where are we going to aline the people (we need)?A representative of top management team emphasizes the current growth and success of the company which is going to be even large and more globaland articulates the need for attracting talents We want to be among the just about attractive companies so that we can continue to attract and retain the talent we need. The business discourse constructs diversity as the necessary pass judgment for sustainable growth with satisfying the needs of international rec ruits as the means to this end.EqualityA second discourse emphasizes diversity as an style of equality. This discourse views diversity as a product of emphasizing talent regardless of any other considerations. We need to make a greater and more systematic effort to identify women and non-Danes with leadership potential when we are filling a management position (). The company will never use either negative or positive discrimination. We will eternally choose the best individual for a vacant position. (Interview with top management team representative Employee magazine) The discourse sees selection of the best individuals for positions as the guiding principle with the provision of equal opportunities to all as the means to this end. In practice this means that We need to re-evaluate who it is that we are hiring(Diversityadvisor).InclusionThe third discourse involves how the company talks about diversity as inclusion.This discourse presents inclusion as a precondition for achieving diversity Inclusion is an integral element of the diversity strategy, as this is about how to value and utilize all the differences among our people.(Danvita Diversity strategy). While emphasizing inclusion this way of talking about diversity constructs diversity in terms of differences. In the annual report for 2008 () inclusion of men, women, locals and non-locals must be considered for succession list for all key positions. Mentorship will be offered and supportive network initiatives including expatriate networks and a family-buddy system are being set up. (Annual report 2008) These three main corporate slipway of speaking about diversity coexist in the organizational lay of the company. Of the three the business discourse is the most pronounced discourse and the inclusion discourse by far the least pronounced.