Managing cultural diversity in the workplace environment of singapore

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During the process, a critical view of the policies and practices and their impact on other aspects of organisational performance would be placed to assess the effectiveness of the policies and practices. Moreover, possible recommendations to tackle these challenges would be suggested based on organisational practices.
While the effects of globalization have been so profound that all organisations have to adapt to the changes, diversity is one of the strategies adopted for sustainability and performance. This reflects in their policies and practices with respect to human resources management. Though the western countries adopted this route much earlier, it is relatively newer concept in most of the Eastern nations (Mor-Barack, 2005). This does not mean that the Eastern nations did not employ people from different cultures and ethnic groups. but just that the organisations have started adopting policies and practices to encourage and, to an extent, suit multicultural and diverse populations during last few decades. The most important requirement for managing diversity comes from equal rights act and policies congruent with this act, which create favourable social, legal and organisational environment to all groups of people. Secondly, organisational policies and practices that encourage and support diversified workforce.
Globalization has provided extraordinary benefits to organisations, which has enticed many organisations to enter the global market. This has further increased the numbers of people from different backgrounds, cultures, races and ethnic groups to work together at different locations. On the other hand, organisations in some sectors are known to have moved to other places in order to flourish because the legislation there was more conducive to their strategies. for example, Singapore has relaxed legislation