| Effectively managing a multicultural business requires | | | | success or lack of it depends solely on the choices |
| at least a basic knowledge of your employee's culture | | | | we make and the hard work we put into it. |
| and traditions. Familiarity with both is essential because | | | | Nationalism: Nationalism is deeply ingrained in Hispanics. |
| each has a bearing on an employee's every day | | | | This is a fact that most Americans don't realize fully. |
| behavior. | | | | When we see a person speaking Spanish, many |
| Our cultural identity helps us feel like we are "part" of | | | | automatically assume that the person is Mexican. |
| the society around us. It keeps us from feeling isolated | | | | Often that just isn't true. Spanish is spoken over a |
| and sometimes it even helps us know how to react. | | | | wide geographic area that includes many very |
| For example, as Americans, we know it's appropriate | | | | different countries. |
| to stand and place our hands over our hearts when | | | | All of us are deeply proud of our roots. Latin |
| we hear "The Star Spangled Banner" because it's part | | | | Americans have deep attachments to their homelands |
| of our culture. | | | | and the unique culture that comes with that. Because |
| Traditions involving family, religion, education, and | | | | you speak English, would you like to be mistaken for a |
| nationalism play a large role in anyone's life. Personal | | | | Canadian instead of an American? Probably not! |
| appearance, ethics, and etiquette are also factors to | | | | It's savvy management for employers to know which |
| be considered. | | | | countries their employees come from. Getting to know |
| Whether we realize it or not, culture and tradition are | | | | individual employees is a basic feature in successful |
| powerful principles we always carry with us. It's almost | | | | Latin American management strategies. The boss |
| like carrying a cell phone. We take it for granted that | | | | becomes personally acquainted with each employee |
| our phone is in out pocket, but we don't think about it | | | | and knows a bit about his family. This is called |
| until it rings. Culture is like that. It's always with us even | | | | "personalizmo" and it's very important to workplace |
| though we are unaware of it. | | | | attitudes. |
| What rings your cultural bell? | | | | When "el jefe" or "el supervisor" recognizes an |
| Even tough it's hard to make broad generalizations | | | | individual employee, he feels more respected and |
| about culture, many studies have been conducted | | | | valued. That increases his loyalty to the company and |
| over the years on its importance to Hispanics. There | | | | to its leadership. |
| are certain basic principles about Latino culture and | | | | Etiquette: Basic etiquette and social skills are valued by |
| tradition that make good survival skills for all American | | | | Latin Americans. Good manners are a sign of solid |
| employers. | | | | upbringing. Training begins at the home and continues in |
| Family: Nuclear families are the foundation of Hispanic | | | | school. Great emphasis is attached to shaking hands |
| society. An intense love of family is a strong feature in | | | | and greeting the staff each morning in the workplace. |
| Latinos employees. | | | | Not only is this sort of etiquette valued in face to face |
| To most, the family and its needs are even more | | | | interactions, it's also a part of good telephone |
| important than work. Work is often seen as a | | | | communication. In a Latin American's eyes it's rude to |
| "necessary evil" done for the purpose of earning | | | | "cut to the chase" on the telephone and immediately |
| enough money to satisfy the needs of the family. | | | | begin to discuss business without first asking how the |
| As managers, we must also take into consideration | | | | person is that you are talking to. Next, to be truly polite |
| the fact that many Hispanic employees have left close | | | | you should ask how the family is doing. |
| members of their families in Latin America. This is true | | | | Etiquette is so important on the job many think "por |
| for both first and second generation Hispanic | | | | favor" and "gracias" are the two most important |
| employees. | | | | phrases in the Spanish language. These are definitely |
| Personal sacrifice in Hispanic families is the rule, not the | | | | words that will help you get the job done. |
| exception. The estrangement and isolation that comes | | | | Strategies for Success: There's no doubt that |
| with being separated from parents, wives and children | | | | America's Hispanic workforce is going to become |
| can be devastating. This causes severe depression, | | | | even more important to our country's economic |
| isolation and even substance abuse. Each of these | | | | growth and success. Now that you understand some |
| becomes high risk factors for on the job accidents. | | | | of the basic attitudes your Hispanic workforce has, it's |
| Children: Children in Latino families are cherished, | | | | time to plot a course for your success in a multicultural |
| protected and loved. A typical weekend is spent | | | | environment. |
| enjoying time together, preparing meals, visiting friends, | | | | 1. Work aggressively to overcome the language |
| or extended family. Children are more heavily | | | | barrier. Obviously, this means learning to speak some |
| influenced by their parents and extended family | | | | Spanish. You don't have to be fluent to be successful. |
| members rather than by those outside the family. | | | | 2. Make every effort to learn about the culture of your |
| Religion: Religion and spirituality are also deeply rooted | | | | employees. This will help you build trusting relationships |
| in Latin American culture. Almost 90% Latin Americans | | | | that Latinos value. |
| are Roman Catholic and most observe basic religious | | | | 3. Develop an open culture in your workplace that |
| traditions, even though they might not attend church on | | | | accepts and appreciates the differences individual |
| a regular basis. | | | | employees bring to your organization. |
| Throughout Latin America religious practices play a | | | | 4. Establish employment policies carefully and |
| more visible role in the workplace than they do in the | | | | communicate them so all employees understand your |
| US. Many Hispanic managers feel these practices | | | | expectations for appropriate conduct on the job. |
| make a valuable contribution to overall worker morale. | | | | 5. Acknowledge your employee's strong family ties |
| An unusual feature of Latin American spirituality is an | | | | and desire to return home periodically. Make every |
| indefinable fatalism or fatalismo which is pervasive in | | | | effort to develop staffing that is flexible enough to |
| the culture. Many Latinos have the underlying sense | | | | allow employees to return home for a period of time |
| that their lives are controlled by fate; consequently, | | | | to visit their families and then return to the job. |
| whatever success or tragedy befalls them is no result | | | | Learning these simple, common-sense practices and |
| of their own actions. Whatever is supposed to happen, | | | | principles will give you a positive edge in managing your |
| will happen. | | | | multicultural work place. |
| This is almost opposite of the American belief that our | | | | |