Ethnocentrism: Major Effect on Organizational Behavior

Ethnocentrism: Major Effects on Organizational Behavior

Abstract
This research paper defines the term ethnocentrism as a means to make assumptions or judgments about other cultures from one’s own point of view. This paper details the various problems that an ethnocentric view presents when dealing with different cultures. The effects of cultural diversity on organizational behavior are complex and powerful. This paper will also explain that a diverse workforce, which represents a changing world and marketplace, is important to organizations in the creation of competitive environment and an enhancement of work productivity. Increasingly, more and more large corporations are implementing diversity training programs to educate employees and managers alike as to the advantages and benefits of a diverse workforce.

The Definition of Ethnocentrism Encyclopedia Britannica (2000) states that Ethnocentrism derives from the Greek word Ethnos meaning race, people or cultural group, and Kentrikos meaning concentrated about or directed to a center is a word that greatly describes many cultures. Ethnocentrism is a controversial issue which has been present for millennia. It has occurred all over the world, and has taken many different forms. Ethnocentrism is generally defined as the popular belief that the ethnicity of a person is superior (or more central to the Human Race as a whole) than any other ethnicity. Ethnocentrism keeps us from learning more about other cultures as well as learning more about ourselves. We as humans are ethnocentric. We make false assumptions based on our limited experiences. If our own experience is the only “reality” we have, then it is normal to assume it is the “natural” basis or reality as we believe our own ways work for us. This research paper will discuss cultural ethnocentrism, the negative effects of ethnocentrism, culture and cultural differences, ethnocentrism and globalization, cross cultural communication and managing and

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