Cultural Studies Paper on Cultural blindness

Cultural blindness

Cultural blindness refers to the inability to understand how different individuals from other cultures may view specific situations differently due to one’s strict conformity to their societal morals and outlooks. Managers often find themselves prey to this problem and end up underperforming while putting their organization’s unity at cross roads. Not everyone will appreciate the blatant disrespect of their culture or accidentally failing to notice it. Cultural blindness among managers can be attributed to four factors namely individualism, masculinity societies, and lack of cultural knowledge. Individualism implies loosely assembled social networks where individuals are only concerned about themselves and their families (Kundu 3). Masculinity societies are characterized by money, thing, and success as the only dominant values. Cultural knowledge enables one to accept and accommodate other cultures.

Work-related cultural blindness, as aforementioned, can wreck the communication and trust systems in an organization. Managers, therefore, have to ensure that any such problems are quickly addressed and corrected. To decrease this situation, a manager can apply the following measures: initialize cultural knowledge trainings, undertake personality orientations, encouraging femininity societies, and shift from individualism to socialism. Cultural knowledge will not only allow the coexistence of several cultures together, but it will also allow the appreciation of the same. Personality orientation depicts how managers would behave if they were in the shoes of the individuals from different cultures (Tutar, Mehmet & Demet 348). The manager is henceforth able to treat these individuals in a subtle manner since he/she possesses a wider view of cultures emerging from physical and emotional reactions. As opposed to individualism, socialism or collectivism is concerned with the care of others interests. Socialism ensures that a manager considers all cultures regardless of his inclinations to his/her culture.

 

 

 

References.

Kundu, Subhash C. “Managing cross-cultural diversity.” A Challenge for Present and Future Organizations. Dehli Business Review 2.2 (2001): 27-34.

Tutar, Hasan, Mehmet Altinoz, and Demet Cakiroglu. “A Study on Cultural Difference Management Strategies at Multinational Organizations.” Procedia-Social and Behavioral Sciences 150 (2014): 345-353.