A case study of Intel Corporation Expansion into China Intel Corporation is an establishment of the United States of America. It has a subsidiary in China. The set up of the plant in China wasn’t without challenges. Part of the problem included the Chinese educational system which wasn't up to par with the American university system, the home of parent company. Therefore, students hired by Intel in China lacked the high level expertise required. Language barriers were another challenge since people of China speak Chinese language and their form writing is different from that in America. Other cultural barriers included social inequalities and jealous, gender insensitivities, style of dress, mode of communication, national pride, religious belief and local customs. Traditionally, filial piety and families are priorities. Thus outside organizations have great difficulty cultivating loyalty. Chinese are known to undermine others of lower class.
To synchronise the level of expertise between the American employees and the Chinese employees, Intel Corporation sent the Chinese employees to America for further training. It also developed a policy that encouraged constructive confrontation, where employees would criticize their colleagues' and managers' ideas. The purpose of the policy was to allow constructive resolution rather than employees undermining each other during disagreements. Thus, employees had to prepare sufficient data to oppose a given decision before a scheduled date of implementation. Since confrontation alone cannot resolve all matters, a supplementing mechanism was put in place to implementing decisions in case disagreement persisted.
Intel also promotes one-on-one consultations between managers and employees, where employees air their views to their seniors confidentially. These practices go well with the Chinese culture since Chinese by and large are more comfortable opening up on a one-on-one basis. Apart from encouraging employees to contribute ideas, Intel also allows them to error without fear of penalty.
Why people may not appreciate the cultural point of view of others Attitude plays an important role in appreciating diverse cultural orientation. The mindset of people may cause one to disregard others people’s cultural standings. Lack of education, may lead to the perception that others cultures are inferior due to their norms, beliefs and values. Moreover characters in a person can contribute to rigidity in accepting contribution of people from societies with a different cultural setting. Past engagement may evoke feelings of rejection especially if the relation was unhealthy.
Effect of appreciating cultural diversity on ability of people to communicate effectively in an international organization Cultural diversity is the multiplicity of cultures or human societies in a certain region. Appreciating cultural diversity is vital in an organization. The cultural limitations of employees are addresses. For instance, difference in education systems means the level of expertise is different. Through training programs, effective communication may be achieved. This would in return enhance human relation among employees and between management and employees. By recognizing the cultural variation, employees respect each others values and beliefs.