Establishing Culture Of Inclusion Strategy -Myassignmenthelp.Com

Question: Discuss About The Establishing Culture Of Inclusion Strategy ? Answer: Introduction Diversity can reap great benefits to the business entities which comprise of motivation, better decision making and also a healthier bottom line (Barak, 2016). The diversity in the workplace should be managed properly in a sense that the employees should feel included and values and should be able to perform to their best extent. And hence in the given scenario, the inclusion of culture while establishing and making business expansions by Disney is presented. On the basis of the research it has been observed that the South Korean markets are favorites among the foreign direct investors. Thriving economy, liberalizing marketplace and extensive use of English in the business are some of the elements that are enhancing the interest and attraction of the investors in the Korean markets (southkorea.doingbusinessguide 2015). The above mentioned are some of the factors that are required to be considered by Disney as significant pillars to the planning of business expansion in South Korea. O n the basis of the survey, it has been noted that South Korean societies operate according to the Confucian values. Accoring to these values the individuals are supposed to respect authority, respect the cooperative, behave uprightly, work and learn hard, avoiding extreme conditions and moderate living (Ferraro and Briody, 2017). And if Disney enables to demonstrate the mentioned qualities the business management entity will be successfully establishing strong relations and that is one of the integral factors required while expanding the business. Another empirical element that should be considered by Disney while expecting for the business expansion is the concept of face (Kibun). This cultural aspect is common with other Asian societies also. The business entities in South Korea are striving for synchronization in their business and personal relationships. According to this concept, the individuals make prevention of loss of face by avoiding confrontation or talk directly to others for what they want to hear from them rather than dealing with the issues (Wood and Wilberger, 2015). For instance, instead of saying directly "no" the individuals say "I will try". This enables both the individuals, that is making the request and the one that is turning down to save face and maintaining the balance and harmony. The business entity can make use of this approach in the working culture (Blackman 2017). This will bring an increase in the relationships among the workforce and also a sense of mutual understanding and cooperation will be enhanced among the organizational structure. This all will result in an increase in the performance of the teams and will reap outcomes such as increased productivity and profitability. Moreover, this concept will also enhance the relations of the organization with the Koreans and will be proven as plus point in the expansion of business (Kirton and Greene, 2015). Moreover, it has also been observed that South Koreans are found to be very protective of their Kibun or personal dignity. And hence it should be noted and properly taken into consideration that the negotiations of Disney should be always executed with respect and mindful of Kibun. There are some general factors that can are significant to be considered, while planning for the establishments and business expansion in South Korea. As it has been observed that the Koreans are comfortable with the English language, the business entity should develop the communication system after considering this element (med.virginia 2018). The concerned workforce of the entity should communicate with the audience in simple and Basic English. This will increase the efficiency and effectiveness of the communication process and that leads the firm in attracting and attaining new consumers (Blaine and Brenchley, 2017). Moreover, cultural differences within the organization can also be proven as a negative aspect of the firm, if not managed and maintained properly. As Disney is a multinational corporation and has a diverse workforce the business entity should organize programs and training sessions (Zukin, Kasinitz and Chen, 2015). These programs should include training sessions for communicating in other languages, developing a sense of respect for other religions and culture and cooperation etc. This will build team strength and will lead to effective and improved outcomes and as a whole, the entity will benefit while expanding the business operations (Moran, Abramson and Moran, 2014). References Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications. Blackman, A, 2017, How to build a culture of diversity and inclusion in your workplace, Assessed on 5th February 2018, https://business.tutsplus.com/tutorials/how-to-build-a-culture-of-diversity-and-inclusion-in-your-workplace--cms-28585. Blaine, B.E. and Brenchley, K.J.M., 2017. Understanding the psychology of diversity. Sage Publications. Ferraro, G.P. and Briody, E.K., 2017. The cultural dimension of global business. Taylor Francis. Kirton, G. and Greene, A.M., 2015. The dynamics of managing diversity: A critical approach. Routledge. med.virginia, 2018. Establishing a culture of inclusion as a strategy for excellence, Assessed on 5th February 2018, https://med.virginia.edu/asp/sample-reading-list/establishing-a-culture-of-inclusion-as-a-strategy-for-excellence/. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014. Managing cultural differences. Routledge. southkorea.doingbusinessguide, 2015, Doing business in South Korea, Assessed on 5th February 2018, https://www.southkorea.doingbusinessguide.co.uk/the-guide/south-korean-culture/. Wood, V.R. and Wilberger, J.S., 2015. Globalization, cultural diversity and operations commitment: Theoretical underpinnings. World, 6(2), pp.154-171. Zukin, S., Kasinitz, P. and Chen, X., 2015. Global cities, local streets: Everyday diversity from New York to Shanghai. Routledge.