Carpet Capital and Culture Clash Case Study

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Carpet Capital Culture ClashIntroductionThis research paper aims at identifying the issues faced by U.S companies who hire a large percentage of immigrant Latino workers. The research will also examine the interaction between the immigrants Latino workers and the original Anglo workforce. There are several cultural misunderstandings in this case study between Anglo and Latino workforce.Migration trendsIn the past, a small number of Latino immigrants were fluent in English as compared to other foreign immigrants. This is because the Latinos adults had a low level of education compared to the native- and overall foreign-born populations. Hence, many Latinos participated in the labor force compared to the native-born and overall foreign-born populations. On average, Latinos have the lowest income. However, in recent years, the number of educated Mexican workers in the United States has grown substantially. There has been a rise in the rate of Mexican workers in the United States who have studied at the university level.Cultural misunderstandings in the Case studyThe use of the restroom is one of the cultural challenges that the company is facing. Other employees are complaining of soiled toilet paper scattered all over the bathroom floor. In Latin American countries and also Mexico, the sewage lines are not properly structured than U.S standards. There is also no sufficient supply of water in the buildings. Hence, many of them experience clogging of the toilet. As a result, the Latinos are trained from an early age to dispose of used tissue into a provided basket. The company should ensure that the Latinos are informed that the toilets have plenty of horsepowers to flush away anything (Spillan, Virzi, & Garita, 2014). There has also been a challenge concerning the banking system. The Mexican banking system is quite different as compared to the American banking system. Due to the history of corruption in Mexico, Latinos distrust banking systems and prefer keeping their money at home. Furthermore, many Mexican immigrants are in the U.S illegally who have to lack identification documents such as Social Security numbers. As a result, they cannot open a bank account in the U.S as they fear being exposed and deported back to their country. As an employer, helping the employees’ wire money to their families will be a sign of support (Davila, 2005).In the case study, Latino employees take leave without notice, and they do not respect the work schedule. Latinos handle the workplace as a second family. This is opposed to the Anglos, who tend to separate work and family life. Mexicans are overly friendly, hence taking time for personal interaction will make them more trusting and loyal to the employer. It will also change their perception that Anglos are cold and unfriendly. Mexicans may take correction and criticism personally, especially if it is done in other people’s presence.

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Correction should be done with the utmost respect, in private and not in a harsh tone (Spillan, Virzi, & Garita, 2014). Although Sam hired bi-lingual employees to help with translation, it was not effective. The first reason it did not work was that the employees were only fluent in Spanish and English. Some idiomatic expressions and terminology vary from one nationality to another; hence, it is important to translate materials that the Spanish employees and Mexican employees will understand. The second reason is the way…

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…will run for six months from the first day of employment (Brislin, 2008).· Cultural Sensitivity Training ProgramTeaching the Anglos on cultural sensitivity will ensure the Latino employees feel comfortable and empowered to work hand in hand with the Anglo employees. This will increase engagement and company productivity. Every Anglo employee will have to go through this training, and it will run for six months from the first day of employment (Brislin, 2008).The profile of an HR DirectorAn HR director should have at least a bachelor’s degree and several years of work experience. A professional certificate or a master’s in HR would be an added advantage. The HR director should run the company’s human resource department smoothly, and the operation should be profitable. He or she should provide supervision and consultation to management concerning strategic staffing plans, compensation, benefits, training programs, and labor relations (Andresen & Nowak, 2014).Factors about the company/job that would attract an HR director to the company· Recruitment strategiesAn HR director would be attracted to a company with a formal plan of action that helps in successfully identifying, recruiting, and hiring qualified candidates to fill its open position (Andresen & Nowak, 2014).· Selection strategiesAn HR director would be attracted to a company that conducts the selection process based on predefined criteria. The company should be one that obeys labor laws to avoid discrimination during selecting the employee (Andresen & Nowak, 2014).· Retention strategiesAn HR director will also be attracted to a stable company that has a low employee turnover. This because a company that focuses on employee retention retains talented and motivated employees who genuinely want to contribute to the firm’s growth and….....

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