أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
First, you must develop policies, procedures and systems and the powers shined determine their functions, which help to reduce conflict and build a work environment that meets everyone with settings from within the list of sanctions
The1st advice would be stay neutral.
2nd advice would be to study about the cultural and also religious back ground of the employees.
What is very natural to a westerner may not be to some one from the orient. The south Asian identity can be taken as a case study. We may speak fluently in English like a westerner but in our thought process we are very traditional. And in cultural values we are more related to our neighboring countries than the English speaking west.
As an HR executive I should also advice my multicultural work force not to speak bad about any community. And not to have a stereo type opinion about any community and to judge every individual according to his performance only.
In a multicultural organization, first, I display sensitivity with individuals beliefs & values (from different culture) and then I communicate clearly according to the cultural group and I cultivate cosmopolitan outlook & attitudes.
Where there is disagreement there is an inherent potential for growth and development. We must learn to practice compromising, forgiveness, compassion, empathy, finding common ground, being an active listener, service above self. However, when all else fails and positional gaps cannot be closed, resolve the issue not by playing favorites or position, but by doing the right thing.
All the best,
Kate
Assistant Organizer
Dubai HR Managers Network Meetup Group
http://www.meetup.com/Dubai-HRM-Network/
Having a social charecter with multicultural work environment will defenitely solve the issue
