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(MacKenzie and Forde, 2009). For them, migrant worker’s are
perceived as good workers with strong work ethics, more fle-
xibility, and less demands (MacKenzie and Forde, 2009, Ort-
lieb and Sieben, 2013). Good worker strategy is related to the
occupations with shortage of skills but the shortage is often
after domestic workers are unwilling to take the jobs with un-
favourable conditions. In such cases, good (migrant) workers
willingly take the job and for example work longer and in more
flexible hours (Thompson et al., 2013). Pursuing this strategy
often leads migrant workers to be employed in overqualified
positions and fill less desirable positions with lower wages or
flawed career perspectives (Janssens and Zanoni, 2005).

Organizational Culture and Cultural Diversity Strategies.

Organizational culture is defined as “shared values and basic
assumptions that explain why organizations do what they do
and focus on what they focus on” (Schneider et al., 2017).
Based on two organizational dimensions of focus (on the inter-
nal environment and integration vs. external environment and
differentiation) and structure (value stability and control vs.
accentuating flexibility and discretion), Cameron and Quinn
(1999) suggested four types of organizational culture. The
clan culture emphasizes cohesion, collaboration, and commit-
ment in the form of teamwork, participation, and consensus.
It encourages members to embrace organizational goals and
values. Within such a culture, the organization is like a family
or tribe, and communication, knowledge-sharing, loyalty, and
relationship with employees, customers, and suppliers are va-
lued. The adhocracy culture is characterized by entrepreneur-
ship and innovation. Within such a culture, exploiting opportu-
nities, ingenious problem-solving, and risk-taking are valued,
and employees have higher levels of discretion to break routi-
nes, be creative, and exploit opportunities. The market culture
reflects a rational and competitive entity, is results-oriented,
emphasizes control, has clear objectives, and rewards indi-

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