Cultural Diversity and Team Performance †Free Samples to Students

Question: Discuss about the Cultural Diversity and Team Performance. Answer: Introduction For having a strong and effective workforce, there is a need to have an efficient and robust recruitment process in the organisation. The recruitment process is highly important for any organisation as it reflects the future of the company as the more competent a workforce is, the higher is the competitive advantage and competence gained by the organisation. The talent, competence and abilities of the employees are those factors that support the development of any company but in present time, the organisations are facing extreme challenges in recruiting the capable employees which is declining the growth and success rate of the organisations. There are number of factors that impact the recruitment process of ALDI such as low supply of labour in the market, ageing workforce, increasing cultural diversity, intensive market competition and brand image of the company (Connell, Nankervis and Burgess, 2015). All such factors pose a strong and negative impact on the recruitment process and develop challenges for the company. The report has kept its focus on highlighting recruitment challenges of ALDI as it is a well-known company with global business operations. In the year 1913 i.e. 104 years ago, the organisation was established by Karl Albrecht and Theo Albrecht. The company is performing well but in last few decades there has been recognized some recruitment challenges at its stores in various countries. ALSI gives employment to thousands of potential individuals but then also it is required to manage its recruitment process for increasing the present number (ALDI, 2017). Major recruitment challenges experienced by ALDI ALDI is a recognized supermarket chain which has more than 10, 000 stores across the globe and give an employment platform to thousands of individuals. From the past few decades, due to several factors the organisation is having some issues in its re recruitment process and thus the efficiency and the overall productivity of the company is impacting. The first challenge in the recruitment process of ALDI is growing cultural diversity. Because of huge presence of migrants, nationals as well as people from various other multicultural groups, there is continuously growth cultural diversity and thus recruitment challenges are taking place. Being a global company, there are several regions where the organisation has its store and there is a need to employ individuals but issues of cultural diversity occurs (Ely and Thomas, 2001). Managing the diverse workforce is very difficult as the language, opinion and other cultural factors are diverse in nature which creates several issues in recruitment. Due to diversity in cultural there are times when the recruiters are not capable enough to analyse the potential of the candidates who are culturally different and this at as a barricade in recruiting potential candidates in the organisation (Podsiadlowski, et al., 2013). The second challenge in the recruitment process of ALDI is intense competition in the business environment. With increasing presence of various industries and organisations, there is a demand for potential candidates and thus other organisations offer a good amount of wages and salary packages to the employees (Gully, Phillips and Kim, 2014). And this result in less interest of the candidates in joining retail sector organisations where there is a limited pay as well as target based incentives. There is extreme shortage of talented candidates applying for jobs in ALDI and various other retail sector companies due to less appealing job profiles and this develop another challenge in the recruitment process of ALDI i.e. of talent management. People have developed a notion that even the under-graduates can have employment opportunity in retail sector organisation as there is no specific or particular knowledge or professional skill required for managing the business operations and theref ore the talented employees develops a notion to avoid employing in such organisations (Kuo, 2013). The third challenge in the recruitment process of ALDI is the established image of the organisation and the industry. ALDI is a well-recognized and one of the best supermarket chain but in respect with the view point of the individuals seeking job opportunity, the organisation hold an image which is not much impressive. Due to features such as regular targets, sales based incentives and issues in customer management, the individuals do not opt for developing their career in the retail industry and this result in reduced number of skilled and talented individuals coming as applicants (Price, 2016). Because of an already established aspect of the overall industry, the individuals tend to ignore the benefits of recruiting in such organisation and thus it weakens the recruitment process of ALDI. The fourth major challenge in the recruitment process of ALDI is the lack of availability of the labour and high demand for workers on the other hand. Because of continuously upsurge business operations and establishment of industries, the labour is migrating from one place to another and is impacting the demand for the workers (Ashton, Maguire and Spilsbury, 2016). Same is in the case of ALDI; there is a shortage of labour supply which makes the organisation weakened to carry on its business functions without any resistance. Because of lack of workers, the overall sales, operations as well as the other departmental functions are hampering and thus there are comparatively very les number of applicants which is challenging the recruitment process of the organisation (Horbach, 2014). The last and the fifth challenge in the recruitment process of ALDI is the increasing generation gap among the employees as well as increasing number of ageing workforce in the organisation. Across the globe, ageing workforce is a primary issue that is restricting the recruitment of competent employees in the organisation. The presence of employees who are old in age results in lack of fresh talent and innovativeness in the business organisations. The organisations in present and modern world need individuals who are techno savvy and have talent to operate the innovative and technologically updated operations. But such expectations cannot be made from the employees who fall under ageing workforce (Rau and Adams, 2014). Thus, it decreases the potential of the organisation to have better productivity and end results. The issue of ageing workforce impacts the recruitment of young individuals too as in such organisations like ALDI where there is present increasing number of employees of high age group, the young individuals does not tend to join such organisations due to a perception of having lack of opportunities and chances of domineering rule of those already existing employees over the new ones restrict the talented and young ones to get recruited in the organisation (Ciutiene and Railaite, 2014). Recommended strategies to overcome the recruitment challenges To overcome the issues of diverse culture, it is suggested to ALDI that there must be provided continuous cross-cultural trainings to the employees as well as the recruiters so that there can be effective recruitment of talented candidates and the employees can also have a better understanding of the processes (Saxena, 2014). The managers must also provide regular feedbacks to the employees so that they do not restrict themselves to work at such place where there is high cultural diversity. One more recommendation which can be implemented in the organisation is to have more of informal communication to overcome the differences of diverse cultural groups (Pieterse, Van Knippenberg and Van Dierendonck, 2013). To overcome the issues of competitive business environment in the recruitment process, it is suggested to ALDI that the organisation must understand the importance of employer branding and implement the same strategy for the organisation. As per the strategy of employer branding, the organisation invest on itself to develop itself as one of the most liked and preferred employer of choice by the individuals seeking jobs in that particular sector (Gully, Phillips and Kim, 2014). The employers of the choice are those organisations where there is a large pool of applicants who want to join the company as well as retain for extended time period. If ALDI will make efforts to develop itself as the employer of choice through employer branding strategy then it will be able to gain increase number of talented applicants and visibility in the market (Van Hoye, et al., 2013). The more number of competent workers will try to develop an association with the company and this will help in managing t he challenge of competitive business environment. To overcome the issues of organisational image in the recruitment process, it is suggested to ALDI that the company must work upon developing a better and improved organisational image of the company in the views of the people searching for job opportunities. It is necessary that a proper communication flow must be maintained which can boost the visibility of ALDI as one of the best place to work and replacing the set notions about the industry by offering the employees with a good work-life balance and stress free work life (Choudaha, Chang and Kono, 2014). To overcome the issues of lack of supply of labour in the recruitment process, it is suggested to ALDI that the organisation must take initiatives to have a better and improved recruitment plan, policies and high wages and incentive plans. Such initiatives will boost the attractiveness of the job opportunities of ALDI. Due to switching of labours from one organisation to another due to factors such as wages, rewards, work-life balance, etc. ALDI can retain them by offering all such benefits to the employees it recruits (Bakker and Demerouti, 2014). Thus, it will help the company to have more of talented and skilled employees as the applicants and this will also result in managing a balance between the demand and supply for the labours in eth organisation. To overcome the issues of generation gaps and ageing workforce in the recruitment process, it is suggested to ALDI must have more advertisement and marketing of the organisation as one of the best employer in the retail sector. To attract more number of young and competent candidates, there must be taken use of activities by which there attention can be seek such as by displaying adds on social media channels, campaigning at various universities and other institutes to make the individual understand the significance of the jobs in their career growth (Colley, 2014). And to overcome the challenge of generation gaps, it is suggested to ALDI that it must work upon developing more informal communication channels among the workforce so that there can be exchange of ideas and views among the old and young employees, sharing of opinions and open discussions are the best practices to overcome the challenge and have better recruitments in future (Ciutiene and Railaite, 2015). Conclusion Recruiting and the recruitment process are essentials of an organisation which determines the success of the companies. ALDI being a renowned supermarket chain has also faced some key issues and challenges in its recruitment process which slows down the recruitment of competent and talented pool of candidates in the organisation. thus, from the report, it can be conclude that to overcome and manage the recruitment challenges, the recommendations offered must be effectively implement and more investments must be done on strategise such as employer branding, improving rewards and recognition and cross cultural training so that the challenges can be sustained and ALDI can have a better recruitment process in future. References ALDI, (2017). About ALDI, Retrieved on: 27th September, 2017, Retrieved from: https://www.aldi.com.au/en/about-aldi/ Ashton, D., Maguire, M., Spilsbury, M. (2016).Restructuring the labour market: The implications for youth. Springer. Bakker, A. B., Demerouti, E. (2014). Job demandsresources theory.Wellbeing. Choudaha, R., Chang, L., Kono, Y. (2014). 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