Importance Of Organisations Valuing Migrant Professionals

1490 Words 6 Pages
Organisations’ valuing migrant professionals: Ethically and culturally in todays’ society
In todays’ society, organisations need to develop relationships and in particular assist migrants in professional positions to feel valued ethically and culturally. Moreover, migrants need to be motivated in developing relationships within an organisation to be identified and belong to a certain target (Cheney, 1983, p. 145). Sometimes migrants find identification disabling in organisations as technical trends separate culture and language (Peng & Littlejohn, 2001, p. 360) and allow them to misunderstand ethical and cultural appropriateness within a whole organisation. With this concerned, this should be resolved by organisations understanding benefits
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109) differences of understanding in one’s culture and another culture and differentiating common ground, is a migrants’ most difficult aspect of ‘fitting in’. There are many solutions to how a migrant can feel valued within an organisation; however, the aim of this paper is to focus on being ethically and culturally valued in a technological society along with the risks migrants face. This paper will examine; definitions, theory and aspects of ethics, culture and technology changes. This will also conclude with resolutions and recommendations that will improve professional migrants’ within organisations.
To be valued within an organisation, professionals must understand ethical boundaries and have previous knowledge on ethical appropriateness. Ethical communication can be defined as the analysis which obstructs difficult situations in any environment, this entails: communication barriers, when a migrant faces the inability to understand another language
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This paper also explained risks that migrants’ face being undervalued in today’s society and this should not be the case, ethical and cultural expectations should be first outlined to any migrant or professional in any field of work. Specifically, a recommendation to large organisations is that there should be adaptation of the EEO act clearly to not jeopardise risk of a professional migrant within an organisation; Outten and Hoffman (2006) sometimes the differences in cultures conflict because of different expectations, all professionals need to be treated the same as well as be valued for who they are and what benefits they personally feel they need to share. Another recommendation for professional migrants is preparing to fit within an organisation, communicating professional abilities to maximise their abilities and cultural values to enhance their professional and personal career. Migrants also need to understand that personal needs are just as important to any other professional within an organisation and implementing their idiosyncrasies is a start to their well-being and to ‘fit’ with the organisations expectations. Ethically, migrants need to develop a sense of understanding and become open to new experiences and culturally, migrants need to share these experiences so that others are open to their new experiences. Overall, technologically also has

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