Cultural Diversity

Abstract

The Gulf region is notorious for bringing in laborers for blue-collar work due to the low cost associated with it. With many language and cultural barriers present, understanding the needs of these workers and their preferred methods of communication has proven to be a challenge. Their methods are often misinterpreted and even punished, both collectively and individually. From years of observation, these mishaps are primarily due to the lack of understanding and resources available to investigate such issues, especially in masses. However, doing so is bound to improve the overall employee-employer relationship and create value to the organization. A convenient method to assess such matters is to employ a personality test, much like entry tests used in the hiring process of middle and upper management. In this case, we have employed the MBTI personality, which will be discussed in the chapter. Without a doubt, new ways of assessing existing ones and employees to be are sought after. It is estimated that over 2 billion dollars are spent in this industry annually worldwide (Saccuzzo, 2009). Science and technology have not only made management science tools readily available, but they have also made them relatively inexpensive and easy to administer. The aim is to highlight that identifying dominant trait characteristics amongst certain clusters may work in their favor, especially when the goal is to match job requirements with the most qualified personnel. This discussion contributes to modern literature by adding a social and partly psychological element to the blend of finding the right person for the right job, as well as giving managers insight on how to best deal with individual cultural diversity.