COLLAPSE SUBDISCUSSIONKathryn Kelly Kathryn Kelly YesterdayJun 4 at 10:36amManage Discussion Entry Hi Marcus, Excellent work. Thanks for your research and sources to answer this question....

Kathryn Kelly

Hi Marcus,

Excellent work. Thanks for your research and sources to answer this question. Multinational corporations need to be multicultural organizations as well in order to thrive, as your information supports well. An organization can be multicultural without being multinational, but a multinational company that is not multicultural would not function well. Agree or disagree? This question is open to everyone, as all my questions are.

Kathryn

Jessica Bowers

A multi-national corporation is a corporation that operates in two or more countries, while a multicultural organization is an organization in which the perspectives and culture are diverse and inclusive, and allow individual differences to provide value and strengthen the organization (Holvino, 2006). Multicultural organizations can be contrasted with monocultural organizations in which one set of cultural standards are valued and other cultural values are excluded (Holvino, 2006). Multicultural organizations can be both multi-national or mono national, as a multicultural organization can exist within a single country, a single state, or even a single building. More simply, multi-national corporations are defined around geography, while multicultural organizations are designed around behaviors and ideals. Starbucks is an example of both a multi-national and multicultural corporation, as it is located in various countries, but the corporation embraces different types of cultures and recognizes the need for diversity and inclusion within the corporation (Tikson, 2018). Until 2011, Chobani was a mono-national company headquartered in New York, but multicultural with a Turkish founder and a business culture that supports diversity and inclusion of multiple perspectives (Chobani, n.d.). Chobani made the switch to a multi-national corporation when they opened branches in Victoria, Australia.

The distinction between the two terms is necessary, particularly because the elements of culture are such a necessary part of the organizational success process. Multi-national corporations will often try to create a consistent culture as a thread to tie together the organizations across geographical boundaries (Lundby & Kraut, 2010), but this should not be confused with becoming mono-cultural, which is an attitude of exclusion that will ultimately prove to be detrimental to the organization at large.

References:

Chobani. (n.d.). https://www.chobani.com/impact/diversity-and-inclusion/.

Holvino, E. (2008). Developing multicultural organizations: A change model. Chaos Management Ltd.

Lundby, K., & Kraut, A.I. (2010).Going global: Practical applications for HR and OD professionals in the global workplace(1st ed.). Retrieved from https://redshelf.com

Tikson, S. D. (2018). Human Resource Policies and Work Culture: A Case of Starbucks.JBMI (Jurnal Bisnis, Manajemen, Dan Informatika),15(1), 1–12.