We have analysed the IKEA case study Managing cultural diversity .Our compend of key problems, recommendations and their limitations are summarised in the following document.
HEADING
Key problem #1: IKEA suffers from a wishing of innovation and faces the possibility of offering a very similar product base. This is due in range to the lack of fresh blood in the organisation. IKEAs policy of hiring the like genre of people leads to inhibiting diversity and innovation to meet wobble in recent markets.
Recommendation: IKEA should broaden its selection base of hiring people. Whilst not changing the core competencies required of key staff, a new emphasis should be placed on the hiring of people from a mix of backgrounds and personalities. This will promote diversity, infusion of new ideas and find the richness of the culture.
Limitation: This diversity may however lead to lack of goal congruence and a distraction from the putting green goals. at that place may be a waste of resources to get such(prenominal) a diverse group to agree to a common viewpoint.
Key problem #2: Not enough like-minded escapers (Swedes) to manage stores.
Recommendation: There are two options to solve this issue. Firstly, a resolve would be to hire more Swedes with similar work ethos and cultural similarities. Secondly, another option is to promote successful managers from various countries to banish jobs in other geographies. This would not only achieve toughened transplantation of talent but also build lovesome and committed global managers.
Limitation: There may not be enough capable candidates in the overseas poll of Norse expats. Additionally, looking at the second option of transplanting contrasted mangers in businesses outside their home countries may foster feelings of crust of locals, inhibiting individual advancement.
Key problem #3: IKEA has not been proactive in accepting the specifics of new markets and tailoring...
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