Corporate-Culture-Barriers-in-Workplace

Supriya Nigam is a lead Content Writer & Digital Marketing Strategist at CareerBuilder India. Her passion for helping people in all aspects of digital marketing flows through in the expert HR Technology industry coverage she provides. Also, an avid Yoga practitioner.

Corporate culture is a blanket phrase that can be quite inexplicit in terms of its definition. So several elements and activities go into building corporate culture, and there is no one-size-fits-all model. As several companies attempt to diversify their workforce by focusing on recruiting people of varied nationalities and cultural backgrounds.

Apparently, the multicultural workforce can provide benefits such as – a greater ability to compete and a broader range of perspective in the global marketplace. However, introducing new cultures and languages into a work environment can also create barriers that must be conquered.

Corporate Culture Barriers – Analyzing the weak links

1. Employee Resistance

It is ostensible some members of the original workforce may resist the change when an organization attempt to convert from the homogeneous workforce to one that is culturally diverse. They may be unable or reluctant to adapt to the ways of employees from different cultural backgrounds than their own. For organization leaders, resistance poses a peremptory challenge to building a work environment that fosters harmony and teamwork.

2. Communication Challenge

Language and cultural differences can hinder effective communication in any organization. In a culturally diversified workforce if employees are not fluent in the primary language used in a workplace may have difficulty in responding to requests from colleagues or expressing their needs.

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3. Development of Cliques

The other cultural barrier that organizations experience is “formation of cliques”, where a workforce of alike cultural backgrounds or who speak the same primary language bond together. Such employees have the least interest in interacting with those outside of their clique, engaging them only out of business obligation.

Corporate-Culture-Barriers-in-Workplace

Exploring the interdependence of Corporate Culture and Workplace Flexibility in Modern Work World

In today’s employment market workforce, flexibility is vital. High-level talent yearns for work-life satisfaction and thrives in environments where they can control – when and where they work. As a result, organizations that build a culture of flexibility:

–    Experience Less Turnover. Recent workplace flexibility surveys indicate that companies rating themselves high on workplace flexibility have reduced voluntary employee turnover rates. Even a research post cited in Inc.com quoted that lack or poor work-life balance is the 2nd biggest reason employees quit their jobs.

–    Attract Better Talent.  Today’s workforce first decide “where to live, then find a job.” Companies that expand their search beyond their primary geographies by offering to telecommute makes them attractive employer to the best talent with the right skill set.

–    Enjoy Greater Creativity, Productivity And Innovation. There is no correlation between time spent in office and quantity & quality of work. Besides, the contrary may be true. Employees who work flexible schedules that fit their requirements are not subject to the similar mental inertia that trouble workers in a more inflexible work environment.

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5 Dependable Suggestions For Employers to Overcome Cultural Barrier

5. Run sensitivity training to native employees – To make them more aware of and sensitive towards the varied cultural differences.

4. Recruit bilingual supervisors and managers – This tactic will serve as the strong communication link between cultures and engage co-workers as translators while employees are learning English.

3. Be patient – When a person cannot express him or herself clearly, a thoughtful manager or co-worker can make all the difference in helping avoiding feelings of embarrassment and inadequacy.

2. Ruminate having colleagues serve as coaches or mentor – To assist new employees to adapt to the vocabulary and culture of the workplace.

1. Respect individual differences, personalities, and abilities – Getting to understand a fellow employee’s culture is the first step to getting to know them as an individual.

Employers have much to achieve from facilitating their employees to bridge the cultural divide. The benefit to employers of investing resources and time in helping culturally diversified workforce adapt to workplace include – performance and productivity, improved safety and trust and loyalty among employees. This, in turn, can translate into higher business profits in the long run.

Hope you enjoyed reading the blog.

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