The aim of this paper is to highlight the issue of resolving conflicts within multicultural teams in industrial enterprises. The authors build upon the concept of multiculturalism which seeks for possible ways to enab...The aim of this paper is to highlight the issue of resolving conflicts within multicultural teams in industrial enterprises. The authors build upon the concept of multiculturalism which seeks for possible ways to enable different cultures to coexist and the means of communication between them. The authors base the study on the assumption that extensively developed intercultural relationships lead to mutual understanding between people and consequently to less interpersonal conflicts. In the introduction part, the authors explain the importance of increased attention and interest in the area of multiculturalism. Industrial enterprises nowadays are increasingly aware of this issue as they become more open to different cultures and they are confronted with intensive international migration and previously isolated societies become more pluralistic. As a result of these processes, individuals are more frequently in contact with members of different cultures. ＂Think globally, act locally＂ has become a slogan for our society. This way of thinking and acting was transferred to almost all areas of life （economic, political, and educational） and it is applied in the context of schools, societies, and enterprises as well. The ability to understand and accept cultural diversity is becoming essential in the ordinary working environment. It helps to create connections between emotional perception and rational acceptance. In practice, the offer of training seminars about intercultural differences is widespread. Enterprises supporting the knowledge improvement of their own employees have understood that a friendly working environment leads to increased motivation, consequently reflected in their performance. The training focused on skills development in this area can help to reduce interpersonal misunderstandings, bring new ways of conflict resolution and harmony in the workplace and thereby also increase productivity. The authors focus on the ＂outdoor method＂ as an actual phenomenon, which is used in teaching the topic of tolerance towards cultural diversity. They describe the individual stages of this method and introduce a modified version of Tuson＇s model as an effective tool for conflict resolution in the workplace. The tools introduced in this paper, place particular emphasis on actions to prevent conflicts in the workplace. This paper builds upon the theory of knowledge processing and its role as a theoretical basis for knowledge development in the area of multiculturalism. Furthermore, it teaches us to be tolerant towards others, their habits, culture, and history ＂Strangers＂ can be a source of experience for us and they can enrich our personal lives. Discussion of the issues surrounding multiculturalism and also the identification of sustainable key performance parameters within multicultural work environments can contribute to more effective conflict resolution in the workplace and promote awareness towards the tolerant coexistence and social cohesion展开更多
South Africa is a country of many cultures. Before the first democratic elections in 1994, people of different cultures found it difficult to interact because of legislated racial segregation, which made it difficult ...South Africa is a country of many cultures. Before the first democratic elections in 1994, people of different cultures found it difficult to interact because of legislated racial segregation, which made it difficult for blacks to mix with whites in almost all spheres of life. The only place interaction could take place was in the workplace. As a result, children from different cultural groups had few opportunities to interact. This made it impossible for South African children to learn about the cultures of other racial groups. With the introduction of a democratic government, all segregation laws were relaxed and people mixed freely in all spheres of life. Intercultural communication became commonplace. This new scenario presented a challenge to many South African children, but despite the limits imposed before 1994, children from all racial groups associated successfully. Their ability to cope with this situation with so much more ease than adults was remarkable. This paper seeks to highlight the communication skills used by South African children from all cultural backgrounds to achieve intercultural competence in a relatively short space of time. The paper will further reflect on the impact made on African children by intercultural interaction and competence.展开更多
The present paper reveals the pivotal challenges of fast changing global work environment and industrial needs. Employability skills need to be checked rather than unemployment problem in India. The paper further aims...The present paper reveals the pivotal challenges of fast changing global work environment and industrial needs. Employability skills need to be checked rather than unemployment problem in India. The paper further aims to explore the necessary skills to the challenges of globalizing trends. The issues, approaches, and remedial strategies are focused with reference to the people＇s skills. As the reflections of quality and competence depend on transparency and accountability of the organization, it is necessary to improve the required skills which enhance the levels of confidence. The potential employer＇s requirements are need to be worked very keenly by the institutions. The paper also deals with the effective learning process, which is at par with global counter parts. Exposure to the universal student-centered learning is emphasized to enhance the very crucial pace of work place. Finally this paper studies effective micro and macro issues regarding the dynamics of the industry by applying a broad range of employability skills complementing the technical skills.展开更多
Countless research studies have demonstrated the detrimental effects of incivility and bullying in healthcare.Despite the abundance of proposed solutions to this issue,many healthcare leaders continue to fail in mitig...Countless research studies have demonstrated the detrimental effects of incivility and bullying in healthcare.Despite the abundance of proposed solutions to this issue,many healthcare leaders continue to fail in mitigating the existence of such negative behaviors in the workplace.Personality attributes of perpetrators and victims have received attention,but much less research has examined the organizational and neoliberal causations of incivility and bullying in healthcare.Being the largest occupational group in the health sector,nursing professionals have the greatest influence and are crucial in ending these behaviors.This discussion paper outlines the effects of incivility and bullying in healthcare and provides a critical analysis on how organizational culture and neoliberal ideology influence the pervasiveness and persistence of these negative behaviors.The analysis reveals that organizational cultures that misuse power,disregard equality,and facilitate oppression,foster the existence of incivility and bullying in the workplace.Such cultures permit perpetrators to misuse their authority to control resource allocation,ignorance to social inequalities,and the silence of victims.Furthermore,the neoliberal concept of deregulation,austerity,and individualism further these behaviors.The neoliberal reforms have led to underfunding of anti-bullying programs and policies,use of bullying behaviours as management strategies,and victim-blaming for profit maximization.Financial cutbacks have resulted in denial and acceptance of uncivil and bullying behaviours in healthcare institutions,which endangers the rights of healthcare providers to a safe workplace environment.To curtail these negative behaviors,robust anti-bullying policies and programs must be strictly enforced and sustained in practice.Further exploration on the association of organizational culture and neoliberal principles to incivility and bullying in healthcare is greatly warranted.展开更多
文摘The aim of this paper is to highlight the issue of resolving conflicts within multicultural teams in industrial enterprises. The authors build upon the concept of multiculturalism which seeks for possible ways to enable different cultures to coexist and the means of communication between them. The authors base the study on the assumption that extensively developed intercultural relationships lead to mutual understanding between people and consequently to less interpersonal conflicts. In the introduction part, the authors explain the importance of increased attention and interest in the area of multiculturalism. Industrial enterprises nowadays are increasingly aware of this issue as they become more open to different cultures and they are confronted with intensive international migration and previously isolated societies become more pluralistic. As a result of these processes, individuals are more frequently in contact with members of different cultures. ＂Think globally, act locally＂ has become a slogan for our society. This way of thinking and acting was transferred to almost all areas of life （economic, political, and educational） and it is applied in the context of schools, societies, and enterprises as well. The ability to understand and accept cultural diversity is becoming essential in the ordinary working environment. It helps to create connections between emotional perception and rational acceptance. In practice, the offer of training seminars about intercultural differences is widespread. Enterprises supporting the knowledge improvement of their own employees have understood that a friendly working environment leads to increased motivation, consequently reflected in their performance. The training focused on skills development in this area can help to reduce interpersonal misunderstandings, bring new ways of conflict resolution and harmony in the workplace and thereby also increase productivity. The authors focus on the ＂outdoor method＂ as an actual phenomenon, which is used in teaching the topic of tolerance towards cultural diversity. They describe the individual stages of this method and introduce a modified version of Tuson＇s model as an effective tool for conflict resolution in the workplace. The tools introduced in this paper, place particular emphasis on actions to prevent conflicts in the workplace. This paper builds upon the theory of knowledge processing and its role as a theoretical basis for knowledge development in the area of multiculturalism. Furthermore, it teaches us to be tolerant towards others, their habits, culture, and history ＂Strangers＂ can be a source of experience for us and they can enrich our personal lives. Discussion of the issues surrounding multiculturalism and also the identification of sustainable key performance parameters within multicultural work environments can contribute to more effective conflict resolution in the workplace and promote awareness towards the tolerant coexistence and social cohesion
文摘South Africa is a country of many cultures. Before the first democratic elections in 1994, people of different cultures found it difficult to interact because of legislated racial segregation, which made it difficult for blacks to mix with whites in almost all spheres of life. The only place interaction could take place was in the workplace. As a result, children from different cultural groups had few opportunities to interact. This made it impossible for South African children to learn about the cultures of other racial groups. With the introduction of a democratic government, all segregation laws were relaxed and people mixed freely in all spheres of life. Intercultural communication became commonplace. This new scenario presented a challenge to many South African children, but despite the limits imposed before 1994, children from all racial groups associated successfully. Their ability to cope with this situation with so much more ease than adults was remarkable. This paper seeks to highlight the communication skills used by South African children from all cultural backgrounds to achieve intercultural competence in a relatively short space of time. The paper will further reflect on the impact made on African children by intercultural interaction and competence.
文摘The present paper reveals the pivotal challenges of fast changing global work environment and industrial needs. Employability skills need to be checked rather than unemployment problem in India. The paper further aims to explore the necessary skills to the challenges of globalizing trends. The issues, approaches, and remedial strategies are focused with reference to the people＇s skills. As the reflections of quality and competence depend on transparency and accountability of the organization, it is necessary to improve the required skills which enhance the levels of confidence. The potential employer＇s requirements are need to be worked very keenly by the institutions. The paper also deals with the effective learning process, which is at par with global counter parts. Exposure to the universal student-centered learning is emphasized to enhance the very crucial pace of work place. Finally this paper studies effective micro and macro issues regarding the dynamics of the industry by applying a broad range of employability skills complementing the technical skills.
文摘Countless research studies have demonstrated the detrimental effects of incivility and bullying in healthcare.Despite the abundance of proposed solutions to this issue,many healthcare leaders continue to fail in mitigating the existence of such negative behaviors in the workplace.Personality attributes of perpetrators and victims have received attention,but much less research has examined the organizational and neoliberal causations of incivility and bullying in healthcare.Being the largest occupational group in the health sector,nursing professionals have the greatest influence and are crucial in ending these behaviors.This discussion paper outlines the effects of incivility and bullying in healthcare and provides a critical analysis on how organizational culture and neoliberal ideology influence the pervasiveness and persistence of these negative behaviors.The analysis reveals that organizational cultures that misuse power,disregard equality,and facilitate oppression,foster the existence of incivility and bullying in the workplace.Such cultures permit perpetrators to misuse their authority to control resource allocation,ignorance to social inequalities,and the silence of victims.Furthermore,the neoliberal concept of deregulation,austerity,and individualism further these behaviors.The neoliberal reforms have led to underfunding of anti-bullying programs and policies,use of bullying behaviours as management strategies,and victim-blaming for profit maximization.Financial cutbacks have resulted in denial and acceptance of uncivil and bullying behaviours in healthcare institutions,which endangers the rights of healthcare providers to a safe workplace environment.To curtail these negative behaviors,robust anti-bullying policies and programs must be strictly enforced and sustained in practice.Further exploration on the association of organizational culture and neoliberal principles to incivility and bullying in healthcare is greatly warranted.
