I could have named this post: "be careful with making generalizations, because you are probably going to be wrong with your assumptions!"
Looking for data on the topic I found a very interesting podcast:
http://www.manager-tools.com/2010/02/managing-cultural-diversity-wendii-curve
In this podcast the authors talk about managing cultural diversity, but insisting on the importance of paying much more attention to individual differences.
Looking for data on the topic I found a very interesting podcast:
http://www.manager-tools.com/2010/02/managing-cultural-diversity-wendii-curve
In this podcast the authors talk about managing cultural diversity, but insisting on the importance of paying much more attention to individual differences.
Even if we agree that a demographic study on a particular behavior, let's say leaders
hip styles, risk aversion or openness to change, would show differences between groups or cultures, we have to be very careful with using this data to classify the people you are interacting with. Go and try to find that average guy measured... The most plausible situation is that this average guy does not exist.
The issue with these simplifications and generalizations is that individual differences are far more important than group differences.
Trying to measure and classify this diversity by trying to manage people considering the group they belong to, is not only on the edge of racism, classism or sexism, but even an approach that would hardly help you create a tight, committed and motivated team. Never allow a set of anecdotal experiences to be confused with knowledge about a different culture.
Still differences DO exist. This simple, entertaining, and very intelligent small video explains much better than me, why understanding the culture of the other is still crucial. The simple example of streets versus blocks organization in cities is very visual and clear.
The issue with these simplifications and generalizations is that individual differences are far more important than group differences.
Trying to measure and classify this diversity by trying to manage people considering the group they belong to, is not only on the edge of racism, classism or sexism, but even an approach that would hardly help you create a tight, committed and motivated team. Never allow a set of anecdotal experiences to be confused with knowledge about a different culture.
Still differences DO exist. This simple, entertaining, and very intelligent small video explains much better than me, why understanding the culture of the other is still crucial. The simple example of streets versus blocks organization in cities is very visual and clear.
REMEMBER: Be careful with oversimplifications and consider over any other factor, the INDIVIDUAL you are dealing with.
