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Assignment - Fair Treatment of Ethnicities

Task - Determine how to assess the assimilation progress of workers to different people and cultures. Is there acceptance? What are possible roadblocks and obstacles. As a consultant, how would you complete this assessment and report results?

Answer - FAIR TREATMENT OF ETHNICITIES

Executive Summary

This report has highlighted various work culture present in office space of Solution Group in Texas, Qatar and Germany. The report has conducted a survey of visiting and challenges of onsite employees to understand the perspective of work culture in these countries. Furthermore, it has also analysed the opinions of team members and evaluated the individualistic work culture of Germany and collective work culture of Qatar.

Introduction

Work culture of an organisation generally imitates the surrounding environment of the region and creates particular approach for employees to meet organisational objective. This assessment is done on three individual teams of 10 members belonging to IT division of The solution group that participated in work immersion by visiting offices of Germany and Qatar. The work culture in Texas is more or less similar to hierarchical culture where majority of decision is taken by the leader. Employed individuals in Texas mostly communicates in English language and follows individualistic work culture to acquire major goals The team experienced different work cultures in Qatar as compared to Texas IT division.

Being one of the influential economic powerhouses in world economy, Qatar has managed to sustain Arabic work culture. The team experienced that unlike Texas, employees in Qatar are more goal oriented and follows collectivism work culture. The working environment is somewhat stressful but works within the principle of Eclecticism. However, team experienced that Germany office space of The Solution Group prefers individualistic work culture. Employees of individualistic work culture do not identify with a collective group rather focuses on personal development and individual contribution to reach the objective of company. This assessment has conducted survey to acquire an understanding of various work cultures.

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Assessment tool result

Survey

Visiting employees

Q1. How much do you agree that English is primarily used as official language in Texas and Qatar?

Table 1: Difference in language for communication is Texas and Qatar

Q2. Do you agree to the fact that Germany and Texas both has same work culture?

Table 2: Similarities in work culture of Germany and Texas

Q3. How much you think it can be agreed that Germany and Texas has high amount of Christian religious people as workforce?

Table 3: Christian majority in Germany and Texas workplace

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Q4. Do you think that Qatar has higher number of non-Christian employees in IT division of Solution group?

Table 4: High number of non Christian in Qatar office

Q5. How much do you think it can be agreeable that Germany and Texas has higher number of female workers rather than Qatar workplace environment?

Table 5: Female worker in Qatar in compared to Germany and Texas

Onsite employees

Q1. How much do you agree that team from Qatar faced difficulty in communicating with employees in Texas and Germany?

Table 6: Language difficulty for communication

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Q2. Do you think employees of Germany office have more cultural dynamics than visiting team of Qatar office?

Table 7: Cultural dynamism in Germany office

Q3. Do you agree that employees of Qatar have difficulty in collaborating with Germany and Texas team due to less formal attitude?

Table 8: Difficulty in collaborating with Germany and Texas team

Q4. How much you think it can be agreed that team of Germany found similar work environment in Texas?

Table 9: Similar work ethics

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Q5. Do you think that Texas teams are fewer goals oriented than working individuals of Qatar office?

Table 10: Difference In work approach of Texas than Qatar office employees

Analysis

The work practices in all the work environment of The Solution Group differs as per the effective religion and societal influence over the organisation. From the above result of survey, it becomes clear that demographics of US workplace have higher preference for female employees rather than Qatar and Germany put together. It has been highlighted by Lutz (2016) that neutralizing gender difference in work culture does not only improve business statistics but also help in improving professional relationships.

On the other hand, employees of Qatar are more prone to strict rules and code of conducts which is generally followed by the masses. The stricter rules and regulation can pose challenges for Texas and Germany team that mostly follows creative environment rather than serious code of conducts. As per the opinion of Rofcanin, Las Heras & Bakker (2017) individualistic work culture infuses creative aspect among employees whereas collective work culture direct a group of employees to organisational objective. The statement of author is relevant for the solution group because Qatar workforce is mostly non-Christian where as Germany and Texas has higher numbers of Christian religious employees.

The office space in Germany is more inclined to divisional organisational structure for engaging in division of work projects among team members. However, Texas and Qatar mostly follows administrative structure that includes regulation and code of conducts for working individuals. It is being highlighted by Fairfield (2016) that divisional structure of organisation is more result oriented as it increases collaboration culture among employees. However, it administrative structure restricts cultural dynamism by directing employees strategic values and goals that needs to be achieved.

Recommended approach for assimilation

In order to improve assimilation among team members of Qatar, Texas and Germany, rotation of employee base can be applied. This recommendation can help in encouraging communication to build professional relation. Another way is to push for common language within the organisation premises to eradicate any general difference among team members. However, Departmental manager can also involve themselves with individual teams as one of the approach for improving assimilation. These approaches are prone to infuse collaboration and also project a group to single organisational objective of Solution Group.

Conclusion

From the above sections, it can be concluded that Germany and Texas follows individualistic work culture whereas Qatar mainly follows collective work culture. The number of female employees in Qatar is much lesser than Texas and Germany. The workplace situation in Qatar is very much goal oriented work environment whereas Germany work culture include result oriented work culture that infuses innovation and creativity among employees. The collaboration between Qatar and Germany employees is difficult because of difference in common language for communication.

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