Presented By: Anil Kumar Indu Bansal Sandeep Tonk Siddhant Rana Tushar Srivastava

There are over 100 definitions of culture. The following definitions of culture are tied together by an understanding that:

culture is learned culture is shared cultural experiences vary within a cultural group culture changes continuously every exchange with others is intercultural.

Culture permeates everything we think, say, do and are.

Cross-cultural may refer to cross-cultural studies, a comparative tendency in various fields of cultural analysis.

cross-cultural communication, a field of study that looks at how people from differing cultural backgrounds communicate.
any of various forms of interactivity between members of separate cultural groups. the discourse concerning cultural interactivity, sometimes referred to as cross-culturalism.

 Considers good of whole rather than

individual achievement Prefer indirectness, politeness & ambiguity. Infer information from message context, rather than from content. Convey little information explicitly. High-context cultures place value on body language and nonverbal cues.

INDIAN ENGLISH CANADIAN AUSTRALIAN ENGLISH GERMAN IRISH NEW ZEALAND

 Rule

oriented, people play by external rules More knowledge is codified, public, external, and accessible. Sequencing, separation of time, of space, of activities, of relationships Value directness. See indirectness as manipulative. Value written word more than oral statements.

 AFRICAN

USA ARAB CHINESE FRENCH GREEK JAPANESE

The many differences that make us unique

Primary

Factors

Secondary

Factors

Race Ethnicity Sex Age

Work Style Education Income Marital status Personality Rank Values Geographic location

An inclusive process of appreciating what individuals with different backgrounds bring to the organization.
-Hattie Hill Enterprises, Inc.

The condition of being different/ Unique

Random House College Dictionary:

 Active

inclusion of all members in the organization Valuing differences among organizational members Competing for the best people Reducing negative behaviors that can keep people apart Creating an environment where everyone can develop their potential

 Q:

If I tell you that my company has a diverse workforce, what do you think that I mean? Q: If I say that my workforce is ethnically diverse, is that the same thing? How do companies interpret diversity?

 Pride

in cultural heritage Stronger religious orientations Immigration to the U.S. Higher birth rates among ethnic minorities More women entering the workforce Population aging Increased recognition that the disabled can function effectively in society

 Women
Minorities Older

Workers Undereducated Workers with Disabilities

Religion

Values Family Status

Workstyle Age

Physical Challenges

Sexual Orientation

Socio-Economic Status Merging Culture

Gender

Education Level

Work/Life Balance Marital Status

Professional Background Race

Appearance

 Goal:

High performance organization in which every individual can perform to his/her potential.

Benefits:

maintaining and increasing market share reducing costs increasing productivity improving the quality of management avoiding potential legal issues

 Organizations

that do not practice diversity management expect less from members from certain backgrounds. Organizations practicing diversity management expect the best from all members. They set high standards and demand top performance from everyone.

 Wider

perspectives on problem solving Improves mission effectiveness Positive organizational image that helps in recruiting the best people for the organization Larger set of knowledge, skills, abilities, and experiences for meeting the organizational mission Makes the organization more adaptable

 Organizations

with diverse members

bring:

Broader, richer perspectives to problem solving. Such organizations can more directly pinpoint the definition of the problem, generate creative and innovative solutions, evaluate the solutions on many important criteria, and choose the best possible solution.

Diversity creates inclusiveness for people with different knowledge, skills, abilities, experiences, and perspectives. A breadth of backgrounds gives the organization an edge over organizations that mold its members into sameness.
A diverse organization can react more quickly and adaptively to organizational challenges

 Requires

that all members actively participate in accomplishing the mission. This fosters a respect from all organizational members for what each member can contribute to the mission.

 High

perception of an organizational climate of consistency and fairness Greater pool of expertise, information, and experience for problem solving Focus upon everyone succeeding Managing different kinds of people hones leadership skills & individual development. Stronger loyalty and commitment to the organization

 Creates

an image of the organization to the outside world that is inclusive of people of different backgrounds. Because different kinds of people want to associate with an organization that values diversity.

Ambition Work ethic:

Problem-solving methods Group consensus vs. individual decisions Group conflicts Relationship building Assertiveness Ethics View of women Style of leadership Work procedures

Time consciousness & use Personal space Cleanliness Methods of conducting business

 Tools

for Diversity Management Challenges to Diversity Management Business Case for Diversity

EEO Equal Employment Opportunity

Laws that prohibit workplaces discrimination based on race, color, region, sex, national origin, age, and disability. E.g. Citibank in India & US based companies Legally driven by written plans and goals for specific groups. Specific target groups benefit from past discrimination.

Affirmation Action

Both inclusion and valuing differences are important for mission accomplishment Balancing takes time and effort. miscommunication between groups. Teams composed of different kinds of people may not function smoothly Balancing & inclusion of everyone and valuing differences is not easy. Misperceptions of different kinds of people

 Pro-diversity

levels Leadership commitment Strategic planning Tie to mission effectiveness Harness capabilities and foster talent Accountability, measurement, and evaluation Link to performance

beliefs demonstrated at the all

Seek out issues regarding div. Strengthen top mgt commitment to div. Choose solutions that balance div. Set goals for div. balancing results in a richer, more proactive leadership style Train teams in team dynamics Allow sufficient time for teams to iron out differences among members Focus teams upon their mission Training about stereotyping and bias can help reduce

KFC was founded by Harland Sanders (Sanders) in the early 1930s, when he started cooking and serving food for hungry travellers who stopped by his service station in Corbin, Kentucky, US. He did not own a restaurant then, but served people on his own dining table in the living quarters of his service station. His chicken delicacies became popular and people started coming just for food.

Kentucky Fried Chicken was born. Soon, Sanders moved across the street to a motelcum-restaurant, later named 'Sanders Court & Cafe, that seated around 142 people. Over the next nine years, he perfected his secret blend of 11 herbs and spices and the basic cooking technique of chicken. Sanders' fame grew and he was given the title Kentucky Colonel by the state Governor in 1935 for his contribution to the state's cuisine.
Sanders' restaurant business witnessed an unexpected halt in the early 1950s, when a new interstate highway was planned bypassing the town of Corbin. His restaurant flourished mainly due to the patronage of highway travellers.

Contd..
The new development meant the end of this. Sanders sold his restaurant operations. After settling all his bills, he was reduced to living on a meagre $105 social security cheque. But Sanders did not hope.
Banking on the popularity of his product and confident of his unique recipe for fried chicken, Sanders started franchising his chicken business in 1952. He called it Kentucky Fried Chicken. He travelled the length and breadth of the country by car, visiting as many restaurants as possible and cooking batches of chicken. If the restaurant owners liked his chicken, he entered into a handshake agreement that stipulated payment of a nickel9 for each plate of chicken sold by the restaurant. By 1964, Sanders franchised more than 600 chicken outlets in the US and Canada.

Foreign fast food companies were allowed to enter India during the early 1990s, thanks to the economic liberalization policy of the Government of India (GoI). One of the first fast food multinationals to set foot in India was Kentucky Fried Chicken (KFC), owned by PepsiCo. KFC received permission to open 30 new outlets across the country. It chose Bangalore as its launch pad because the city had a substantial upper middle class population, with a trend of families eating out. Also, it was considered Indias fast growing metropolis in the 1990 . The Bangalore outlet was opened in June 1995. Apart from Bangalore, PepsiCo planned to open 60 KFC and Pizza Hut outlets in the country over the next seven years. However, KFC became embroiled in various controversies even before it started full-fledged business in India.

The case highlights the ethical issues involved in Kentucky Fried Chicken's (KFC) business operations in India. KFC entered India in 1995 and has been in midst of controversies since then. The regulatory authorities found that KFC's chickens did not adhere to the Prevention of Food Adulteration Act, 1954. Chickens contained nearly three times more monosodium glutamate (popularly known as MSG, a flavor enhancing ingredient) as allowed by the Act. Since the late 1990s, KFC faced severe protests by People for Ethical Treatment of Animals (PETA), an animal rights protection organization. PETA accused KFC of cruelty towards chickens and released a video tape showing the ill-treatment of birds in KFC's poultry farms. However, undeterred by the protests by PETA and other animal rights organizations, KFC planned a massive expansion program in India

KFC entered India in 1995, but a controversy surrounding the levels of MSG in its preparations and subsequent protests from farmers' groups and animal rights activists spelt trouble for the company. Ultimately, the company had to shut all but one outlet in the country.
Only recently in 2003 it made a quiet re-entry into the Indian market. Then came up with the strategies and menu that is desirable by the Indian consumers and also to provide Vegetarian meals as well. And since 2003 it is expanding successfully its business in India

KFC has not understood the significance of cultural, economic, regulatory and ecological issues while establishing business in a country like india . KFC has not Appreciated the need for protecting animal rights in developed and developing countries like India.

They have not understood the importance of ethics in doing business.

They have not examine the reasons for protests of PETA.

 BUT WHEN IN 2003 IT CAME BACK INTO INDIA WITH THE STRATEGIES LIKE TARGETTING HIGHER INCOME GROUP LEVEL. BUT AT THE SAME TIME PROVIDING MENU WHICH CAN BE AFFORDED BY THE MIDDLE INCOME GROUP LEVEL LIKE KFC MINI BURGER AT RS.25 AND CAME UP WITH MENU LIKE HOT CRISPY CHICKEN WHICH CONTAINS INDIAN SPICES WHICH INDIAN PEOPLE LIKE. BUT NOW THEY ARE ADHERING THE RULES OF FOOD CORPORATION OF INDIA AND PETA AND EXPANDING BUSINESS SUCCESSFULLY

 Diversity

is about leveraging human potential, which is critical to enhance mission readiness. Diversity management improves mission readiness and organizational effectiveness. There are challenges to diversity management, but with the correct tools the obstacles can be resolved.

Admiral Mike Mullen (2006). What I believe: Eight tenets that guide my vision for the 21st century Navy. U.S. Naval Institute Proceedings, 132(1), 12-16. Taylor Cox (1993). Cultural diversity in organizations: Theory, research, and practice. San Francisco: Berrett-Koehler. Robert J. Schneller (2005). Breaking the color barrier: The U.S. Naval Academys first black midshipmen and the struggle for racial equality. New York: New York University Press. www.kfc.com for case study.