Tactics to Order Multicultural Teams Toward Production
Diversity Can Be Strength, But Isn’t Always
You know what’s truly diverse? The aftermath of a tornado. The wreckage is so diverse it’s unpredictable. However, that’s not really something productive, is it? But a painting often has a massive diversity of color in it—all those different shades work harmoniously together, bleeding in and out of one another, and ultimately making something breathtaking.
A painting with rich color is often preferable to one that is only black, white, and gray. But a painting with all colors thrown haphazardly at the canvas isn’t pleasing to the eye. There must be some level of order, even if things look chaotic from a distance. For multicultural workforces, an approach which seeks to align personnel ideation toward business is key.
You don’t need to squelch personal ideologies. What’s necessary for HR is to sit down with prospective personnel and line out what is and isn’t expected directly. There’s a danger in giving in to all personal idiosyncrasies as pertain to spirituality, politics, or personal identity.
A balance of freedom internally is necessary, but you can’t please everybody—some people don’t even want to be pleased. That said, new tech makes it possible to meet people’s needs like never before. Following, we’ll examine pragmatic HR realities, as well as technological workarounds unavailable in previous times.
Pragmatic Management Considerations
If corporate infrastructure is designed to meet idiosyncratic needs of all associated individuals, it likely won’t be nearly as profitable. So instead of hiring or firing based on diversity quotas, or best idealogical fit, find qualified candidates, inform them exactly what you expect—even if it will interfere with their perspectives—and give them the choice to take the job or not. Put it on them.
When you put the rules of the game on display beforehand, then you establish practices and procedures that are a baseline. Should employees continuously transgress the boundaries of that expectation baseline, then their liquidation won’t be so big an issue. You gave them the rules, they ignored them. However, this is more difficult than it needs to be, owing to new tech.
Meanwhile, Device as a Service allows you to rent end-user portal equipment at a monthly subscription fee. Additionally, BYOD (Bring Your Own Device) can be used to “float” office infrastructure.
Suddenly, office space isn’t necessary, internal servers aren’t necessary, equipment costs are severely curbed, and employees are more productive owing to a work infrastructure allowing them to turn in assignments at their diverse discretion on a deadline. Now, if you’re incorporating this sort of infrastructure, you can allow a lot more diversity in your workforce.
Where before, someone of the Islamic faith may have needed to set down a prayer mat throughout the day at intervals, causing friction with other employees, with BYOD, they can do that at home without other employees noticing, and the same level of output can be expected from this individual.
Also, there’s a reduced need for managers to carefully “prune” and “manage” employees with decentralization. In fact, consider this analogy: with outsourced operational infrastructure which allows decentralization through IoT and the cloud, you’ve got cage-free chickens as opposed to hormone-injected monsters who live their life in a box.
Cubicle chickens produce subpar meat, and cubicle workers can also be stilted. They do their job, but there’s no “soul” in it.
You can get soul and diversity operating in concert through BYOD infrastructure via cloud computing and IoT.
Additionally, HR can remotely monitor varying cloud applications. Full design capability is possible through the cloud, meaning you lose no potentiality through such outsourcing. Even acquisition of personnel can be streamlined in this way.
One of the best ways to find a suitable candidate is to use an applicant tracking software. While meeting a person is one of the best ways to get a “feel” for them, decentralized operational infrastructure reduces this necessity in a sustainable way.
For diversity in operations, HR has greater options on the table than perhaps there have ever been. A developing enterprise could have an employee from all 195 countries, potentially. Each could be hired, trained, promoted, paid, and liquidated remotely. Also, you can expand the surface area of your employee acquisition.
More Productivity, Less Cost, Expanded Operational Harmony
In older times, you might need a hundred employees working forty hours a week to meet your needs.
With outsourced, decentralized infrastructure, you can hire 400 part-time employees, reducing your legal responsibilities, increasing their productivity and emergency availability, and maintaining diversity quotas collaterally.
IoT and HR are becoming more hand-in-glove as innovations come to dominate the market. From decentralized infrastructure to applicant hiring software consolidating profiles from all over the world, much potential exists here. For facilitating sustainable diverse operations, IoT is key.
Ashley Lipman is an award-winning writer who discovered her passion for providing knowledge to readers worldwide on topics closest to her heart – all things digital. Since her first high school award in Creative Writing, she continues to deliver awesome content through various niches touching the digital sphere.