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The Challenges of Cultural Diversity in Hybrid Organization: The Case Study of University of Vaasa

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The Challenges of Cultural Diversity in Hybrid Organization: The Case Study of University of Vaasa

Hybrid organizations often have to deal with the issues of cultural diversity. Cultural diversity became a topic of discussion in 21st century. Due to that this study focuses on the cultural cooperation, conflicts, impact of cultural diversity in hybrid organization. Proper management of diversity can be beneficial for the organization. In this globalized world there is the frequent chance of having a diverse working environment. This diversity can be in categories like gender, race, national origin, religion, age cohort and work specialization and so on. In an organization diversity can play a vital role regarding the success or failure in reaching organizational goal. Diversity can bring innovative ideas for the organization. On the other hand diversity can also be destructive for the organization. This can happen because diversity brings different cultures together which often makes miscommunication, discrimination, conflicts, and so forth other negative effects for the organization. The aim of this study is to find out how cultural diversity collides among the international employees of the University of Vaasa. Moreover, an intention of the study is to identify the causes of international employees’ effectiveness. It also shows in this study what kind of impact diversity management is having among the international employees. This research paper is based on a qualitative research that adopts semi structure interview analysis. Semi structured interviews were conducted among the international researchers of the University of Vaasa. The finding shows that, there were evidences of strong cultural barriers which reduce the international employees’ efficiency at the beginning. This study also finds that diversity management of the university needs to be emphasized more in order for it to improve. This can be done by providing diversity training, intercultural training etc. To identify international employees’ effectiveness this study found that uncertainty avoidance is weak among them and this is causing them to be less efficient. This study has some limitation for example interviews are strongly biased regionally and faculty wise. This might not show the proper situation of international employees. Finally it can be said that cultural diversity is an important aspect of the University of Vaasa since university’s vision is to be international and it is important to utilize international employees in more effective way.

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