When addressing the issue of cultural expectations in the global market, managers should be ready to encounter quite high demands concerning business ethics and business communication. Namely, it is fully expected from companies entering the global market to have high diversity rates and be open to all cultures without displaying any biases toward representatives of different ethnicities, races, or social backgrounds (Crane, Matten, Glozer, & Spence, 2019). The specified requirements are far firm being the only demands, yet they are the most important ones for managers to consider.
The current focus on meeting the needs of minorities and safeguarding their rights implies that for a company to be represented mostly by the dominant cultural group would be a misstep. Introducing greater diversity by offering employment opportunities to people from different backgrounds should be recognized as a crucial step (Kipnis, Demangeot, Pullig, & Broderick, 2019). By focusing on equity as the cornerstone of its HRM policy, an organization will be able to meet the global demands for diversity and inclusivity. In addition, it is expected of a company to be cognizant of the marketing choices that it makes in the global economy (Paparoidamis, Tran, & Leonidou, 2019). Specifically, it is important for an organization to be culturally sensitive and exclude any signs of racial or ethnic stereotyping from its commercials, advertisements, or any other aspect of communication with its primary stakeholders.
By addressing the needs of minorities and ensuring that its actions do not hurt marginalized communities, as well as actively contributing to providing opportunities for vulnerable groups, a company entering the global market will be able to meet the set diversity demands. The specified changes to the corporate environment do not simply mean meeting the employment quota; instead, they suggest that an organization should reconsider its philosophy and ethics by creating standards that protect the rights of vulnerable groups. By following the specified premise, a company will be able to meet the requirements for diversity and cultural expectations of the global market.
References
Crane, A., Matten, D., Glozer, S., & Spence, L. (2019). Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press, USA.
Kipnis, E., Demangeot, C., Pullig, C., & Broderick, A. J. (2019). Consumer Multicultural Identity Affiliation: Reassessing identity segmentation in multicultural markets. Journal of Business Research, 98, 126-141.
Paparoidamis, N. G., Tran, H. T. T., & Leonidou, C. N. (2019). Building customer loyalty in intercultural service encounters: the role of service employees’ cultural intelligence. Journal of International Marketing, 27(2), 56-75.