How Managers Can Develop Cross-Cultural Competence To Effectively Manage Diversity In the Workplace

Cultural diversity in the workplace is widespread in the modern, globalized world. Businesses that operate internationally are more likely to come into contact with people of other cultures, faiths, and races. This is especially true in Nigeria, a multi-ethnic and multicultural nation.

Managers must possess cross-cultural competence, or the capacity to engage successfully with people from varied cultural backgrounds, in order to manage diversity in the workplace effectively. In order to handle diversity in the Nigerian workplace efficiently, this essay will look at the ways in which managers may achieve cross-cultural competency.

What is Cross-cultural competence? 

Child Welfare League of America, 2001, defined cultural competency as “the ability of individuals and systems to respond respectfully and effectively to people of all cultures, classes, races, ethnic backgrounds, sexual orientations, and faiths or religions in a manner that recognizes, affirms, and values the worth of individuals, families, tribes, and communities, and protects and preserves the dignity of each” When establishing cultural competency in public child welfare, age should be taken into consideration, especially when it comes to young people exiting the daycare system.

According to the National Child Welfare Resource Centers (2007), cultural competency calls for, at the very least, a readiness to reexamine the exclusive, adult-centered culture of child welfare organizations and, at the very best, an active agenda for teenage empowerment and inclusion. Cultural competency can also be seen as the ability to comprehend and value cultural differences and similarities, as well as to use this information to effectively connect with people from other cultural backgrounds.

It entails cultivating cultural intelligence, which is the capacity to comprehend, value and cooperate with others from many cultures. Developing cultural awareness, knowledge, understanding, and skills are all components of cross-cultural competency.

Cultural awareness: 

Being aware of one’s own cultural biases and preconceptions, as well as those of others, is what is meant by

the term “cultural awareness.” Managers must be conscious of their cultural prejudices and recognize that their style of thinking and doing may not be the only one; so therefore understanding cultural differences in communication methods, attitudes, beliefs, and actions is another aspect of cultural awareness.

Understanding Culture:

Cultural knowledge is necessary to understand the cultures of others. Managers can expand their cultural knowledge through reading books and articles about peoples’ cultures, attending cultural events/ceremonies, and interacting with people from various cultural backgrounds. Managers might learn about Nigeria’s many ethnic and religious groups and how they influence locals’ behavior.

Cultural Sensitivity:

This is the process of being attentive to the needs and emotions of individuals from various cultural backgrounds is referred to as practicing cultural sensitivity. It entails recognizing cultural differences and abstaining from actions that can offend people from other cultures. Being aware of cultural taboos and standards and refraining from actions that can be viewed as disr

espectful are both components of cultural sensitivity.

Cultural Competences: 

Effective communication with individuals from various cultural backgrounds requires cultural competence. 

This involves the capacity to recognize and understand and interpret nonverbal clues, modify communication techniques to fit various cultural situations, and negotiate and settle disputes brought on by cultural differences.

Cultural Skills

Additionally, having cultural skills means being able to lead diverse teams and make the most of the advantages that come from having team members from various cultural backgrounds. How to Build Cross-Cultural Competence in Managers through a range of techniques, including training and development programs, mentoring and coaching, and experiential learning, managers may achieve cross-cultural competency. 

Training and Development Programs: By equipping managers with the information, abilities, and attitudes necessary to successfully manage diversity in the workplace, training and development programs may aid in the development of managers’ cross-cultural competence. Workshops, seminars, and online courses that cover subjects like cultural sensitivity, knowledge, understanding, and skills may be included in these programs. Numerous institutions in Nigeria, including the Nigerian Institute of Management, the Chartered Institute of Personnel Management, and the Centre for Management Development, provide cross-cultural training programs.

Coaching and Mentoring:

Developing cross-cultural competency may also be accomplished via the use of mentoring and coaching. Managers can receive advice and assistance from mentors and coaches as they negotiate the difficulties of managing diversity in the workplace. Mentor-ship offer feedback on managers’ communication methods and actions as well as assistance in identifying their own cultural prejudices and presumptions. 

Managers in Nigeria have a choice of participating in mentoring and coaching programs provided by organizations like the International Coaching Federation or seeking out mentors and coaches from other cultural backgrounds.

Experiential Learning:

Experiential learning involves learning by doing, can be a useful strategy for fostering intercultural competency. Managers can take part in programs that entail living and working in a foreign cultural environment, known as cross-cultural immersion.

SUMMARY AND CONCLUSION

Managing diversity in the workplace is becoming ever more important as businesses grow and employ individuals from a range of cultural backgrounds. For managers looking to effectively manage a diverse workforce, cross-cultural competence is an essential skill. In Nigeria, the cultural, linguistic and religious diversity present makes it difficult for managers to create an inclusive working environment. So far I have been able to torchlight some of the challenges within a polyvalent multicultural diverse workplace like Nigeria and to compel the components of cross cultural competence which every manager need to possess in order for them to understand and balance difference in cultures’ norms, values and practices as well as having the ability to interact with people from different backgrounds. Managers who possess this skill are able to build strong relationships with employees, clients and other stakeholders of diverse cultural backgrounds while also utilizing differences between cultures to improve business results rather than creating divides. .

Managers in Nigeria can work towards cultural competency through the the following ways: Developing Cultural Awareness, Learning To Communicate Effectively Across Cultures , Building Relationships Across Cultures , Developing Cross-Cultural Conflict Resolution Skills, Providing Cross-Cultural Training And Education.

Challenges To Developing Cross-Cultural Competence In Nigeria Despite its advantages, developing cross-cultural competence in Nigeria can be hard due to resources not being widely available or due to a history of ethnic or religious clashes between groups present in the country but strategies such as fostering a culture of inclusion by valuing diversity or providing support and resources can help managers overcome these obstacles successfully.

Article by Ezebor Ogbe Godstime

Health and PE Teacher

Canadian Bridge Academy Abuja