The Role Of Psychological Security In A Diversified And Comprehensive Work Environment
abstract
This paper aims to explore the role of psychological security in a diverse and inclusive work environment. I will discuss psychological security, its role and benefits, and compare other cultures and their characteristics in the United States, Europe and China. We will also discuss the significance of comfort and psychological security in the work environment for all cultures. As a part of cultural research and comparative research, I will compare the cultural differences among China, Britain and the United States, and how we can use the six Hofstede indexes to logically classify their cultural diversity characteristics. I will discuss the importance and inevitability of cultural diversity in today’s era. In this era, globalization and technologically advanced workshops are a norm. At the end of the paper, we will share the advantages of creating psychological security in diversity and inclusiveness, and how leaders should celebrate and embrace diversity and inclusiveness to promote psychological security in the work environment.
Keywords: collectivism, culture, diversity, tolerance, Hofstede, power distance, psychological security, restraint, trust, avoidance of uncertainty.
The role of psychological security in a diversified and comprehensive work environment
brief introduction
Psychological security refers to the state in which individuals actively express and communicate their own ideas and ideas, and will not be threatened or insulted even if there are mistakes or mistakes(Edmondson, 1999). The concept of psychological security was originally proposed for the work with complex interpersonal relationships. Especially in the medical field, it is necessary to adapt rather than recognize the mistakes of others and verbally accuse them of their mistakes(Edmondson, 1996).
Psychological security means that mutual understanding and communication with others are safe(Edmondson, 1996; carmei and Gittell, 2009). In the psychologically secure group, colleagues feel recognized and respected, and then they are more confident. When they feel secure, they are encouraged to make more contributions to the organization(Edmondson, 1999; baer&Freese 2003). Of course, this experience comes from mutual respect and trust among colleagues. The existence of psychological security often unites a group. Consider not only similar arrangements in which colleagues rely on potential influences, but also that such influences are created at unique common moments. Psychological safety is considered as an important reason to observe how individuals work together to achieve common results(Edmondson, 2004). And make it become the basic idea of more research.
The importance of culture
Culture is the mirror of society, creating assumptions about how the world works. It describes the life style of a group of people, that is, their behavior, reaction and interaction. Culture gives individuals a sense of friendship and belonging. Culture restricts people to a specific society and provides direction for action and response, so it is everywhere. Culture also creates an incentive structure that gives you motivation to do anything. It has strengthened relations and improved understanding of results. It builds a platform for trust, tolerance, support, cooperation, friendship and rich understanding of people and the community, thus improving the quality of life and welfare of individuals and the community as a whole.
Influenced by globalization, technology and transnational corporations, interaction and work with people from different cultures are becoming more and more frequent. Today, it is increasingly important to learn, understand and respect other cultures.
Understanding a culture can avoid misunderstanding and embarrassment, and build relationships and trust between teams or communities. We live in a multicultural environment, which is a valuable function of the corporate environment and daily life.
Second, learning other cultures can broaden our horizons. This is a good way to absorb new information and see things from another perspective. Last but not least, you can become more open. When you try to understand others, you will find it easier to respect and accept their differences.
Cultural awareness has become an increasingly important and indispensable issue. The consequences of incomprehension and cross culture are very serious. For example, the current pandemic has increased racism, discrimination and violence, particularly in the United States. Throughout 2020, there will be more than 100 reports on hate crimes, violence, racial slander, wrongful dismissal, and physical violence every day. The media and some US government officials misjudged the novel coronavirus pneumonia pandemic, shifting the blame to Asians, further worsening the situation.
cultural difference
Cultural differences refer to different lifestyles, including beliefs, norms, methods and customs related to different people from different cultural backgrounds. This diversity makes the office more energetic and dynamic, and encourages individuals to expose disturbing problems or conflicts in any way(Gurning and Pratter, 2006).
Cultural differences are the complexity of the lifestyles of several people from different cultures. This is the homogenization of different societies. It refers to what makes one culture different from another. It is the inherence and classification of individuals or societies in specific regions or globally.
A workshop with diverse cultures can improve the ability to solve problems, improve happiness and productivity. Multiple teams create broader expertise and ideas to create a better environment for talent and technology development.
Different cultures have their own uniqueness in the way of life. Some cultures accept a specific personality or behavior, but may be considered highly imprudent or disrespectful to other cultures. For example, some cultures believe that the color the bride wears on the wedding day brings good luck. Therefore, in the United States, brides usually wear white clothes, but in China, brides wear red clothes(Peng&Nisbett, 1999).
Therefore, when creating comfort in culture, individuals must follow the norms of culture. A person can live a comfortable life if he fully understands a culture.
Business culture and etiquette around the world
The culture is characterized by a framework for recording and processing information in halls and corridors(1990). Public culture is a series of qualities generally accepted and practiced by individuals in a country(Gurning and Pratter, 2006). Culture describes the whole of individuals, including families, families or individuals from other cities, communities, cities or countries. They are also people with similar ethnic backgrounds or business cultures. Culture varies with language, belief, history and diet, which has a great impact on people’s thoughts and behaviors.(Gurning and Praster, 2006).
We have thousands of cultures in 195 countries around the world. In depth understanding of a specific culture, you can appreciate diversity and inclusiveness at the same time, and improve the sense of psychological security. I will study the three main cultures, the United States, Europe and Asia, and compare and understand them and their differences.
American Culture
The United States is the third largest country in the world, with a population of more than 320 million. There is virtually no official language in the United States(Clack et al., 1997). The United States has many languages. English is the main language. Other languages used in the United States include Chinese, Spanish, French and German. Most Americans are Christians, and about 23% of Americans are free thinkers.(Fussel, 1983)
The United States is widely known as the hub in the wide dissemination of creation, including television and movies. In addition, the United States is a sports loving country. A large number of fans pay attention to football, baseball, long ball, hockey and other sports. In the United States, Memorial Day, Thanksgiving Day, President’s Day, Veterans Day and many other occasions have received clear praise(Allen and David, 2002; mcDonald, 2010).
European culture
There are 160 different social cultures in Europe(United Nations, 2009). The three largest countries in Europe are Russia, Ukraine and France. Vatican City is the smallest country in Europe. Most European dialects have Roman dialects(such as French, Italian, Spanish), Germanic dialects(German, English) or Slavic dialects(including Russian, Bulgarian, and Chinglish).
The five most commonly used local dialects in Europe are Russian, German, French, English, Turkish and Italian. The majority of the European population is Christian(76%), Muslim minority(6%), Jewish and multicultural. Europeans have made outstanding achievements in the fields of technology, engineering, film, music, finance, writing and theory(Landry, 2006; malloy and Gazola, 2006).
Asian Culture
Asia is the cradle of human civilization. Many Asian American women have the obligation to maintain a perfect appearance, perform well in school and work, and find a marriage partner(Lowe et al., 2012). They believe that meditation, yoga and other exercises can improve overall well-being.(Witt and Redding, 2009; whitley, 1999; weller, 2010; minkov, 2012). Most Asians grow up to be about 46% Christians, 15% Buddhists, 6% Hindus and 2% Muslims(Witland Redding, 2010). They are very religious.
Business Etiquette in America
Greetings and meeting
Americans believe that everyone is equal, so their greetings are often informal. They greet you with a free “smile”. Hello “;” or “; hello” or even “; hi, the general answer is “Hi”; or “; well, thank you “(McDonald’s, 2010). When shaking hands is short and firm, use professional when introducing each other through eye contact. They sit with one ankle crossed on the knee, or two legs crossed on the ankle or knee. They take time seriously(Adams&Pearlie, 2001).
policy decision
They show direct communication, such as “yes” or “no”, and do not use “possibility”. They avoid silence at social or business gatherings and are inconvenient for silence. Their managers are responsible for making decisions, and they are considered to have achieved high results(Allen and David, 2002; mcDonald, 2010).
organization structure
They have a flat organizational structure and instructions are often detailed. Managers constantly provide feedback to employees and customers. Organizational structure is usually related to teams that form multiple teams or units, execute specific commands, and report to supervisors or administrators. They encourage competition and high performance. Leaders or managers are generally appointed from within the organization, and their performance is good. Few managers are hired from outside the organization.
HR system
Employment is not based on politics, but on ability. Their communication is direct. They desire high performance. They have no gender bias, but they give men and women equal opportunities. They ensure that their employees are enthusiastic.
European Business Etiquette
Greetings and meeting
When meeting someone, shake hands, exchange eyes, and express a proper welcome for one hour of the day. Punctuality is very important. Except for southern France, Italy, Greece, Spain and Portugal, this is a special case(Herv é et al., 2013).
organization structure
The organizational structure is similar to that of the United States. The appointment of senior executives is based on the person’s resume. Managers are responsible for making decisions after many deliberations.(Schneider et al., 2010).
HR system
They have also worked for a long time, but not as long as in the United States. Their employment depends on their ability and capability, and rewards are based on results and quality production(Landry, 2006).
Asian Business Etiquette
Greetings and meeting
In the whole business and social gathering, time is absolutely necessary(McCormack, 1996; li and Redding, 2013). The more mature people have higher status than the younger people. The social status of men is higher than that of women, and the senior leaders are higher than the junior leaders. When introducing introducers, the title is very important(Denown et al., 1996; witt and Redding, 2009).
policy decision
They encourage members to discuss openly in business meetings, but only administrators, leaders, or people of high status allow everyone to make decisions.
organization structure
They do not have the flat organizational structure of the Americans, and their management styles are different. They have shown a higher work life balance, which means they have taken flexibility and control over their work life. Give high status people due respect. Directors in similar positions are usually assigned to meet with partners in other similar positions. During the business meeting, the emphasis on the title is very important(Denown et al., 1996).
human resources
Employment is based on ability, and business has a high degree of political influence and connection. They rely mainly on family heirs, not directors or stakeholders. Their management or leadership style is leadership style, but in the 21st century, young entrepreneurs are changing from leadership style to authorized leadership style in order to cultivate more competitive leadership talents and stronger labor force(McCormack, 1996).
Hofstede’s Theory of Cultural Hierarchy
Geert Hofstede developed a structure in 1980 to understand cultural characteristics and differences around the world. This research will show the differences between different cultures and how enterprises conduct business in different ways(Hofstede, 2001; steers et al., 2013).
Hofstede has six categories that define culture:
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Power distance index
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Collectivism and Individualism
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Uncertainty Avoidance Index
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Female and male
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Short term and long-term positioning
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Self control and indulgence
Power distance
This is a measure of power relations, and it is the behavior of people from different cultural backgrounds under the environment of uneven distribution of power. This is a measure of how people in low power positions accept and deal with this imbalance between individuals in society. Some cultures accept a higher level of unequal distribution of power than others
Individualism
Individualism focuses on the realization of individual goals and individual rights and interests. Collectivism focuses on the greater interests of the collective. Generally speaking, decision-making will be based on the most favorable factors for the collective, not individuals.
Machismo
As a group of behaviors and characters, masculinity is generally related to courage, determination and strength. Generally speaking, this kind of behavior is related to men, and some of them are more influenced by biology than social composition. Feminine traits are usually related to trait cultivation behavior, participation equality, environmental awareness and personal satisfaction.
Avoid uncertainty
The Uncertainty Avoidance Index measures how culture uses rules, structures, and laws to make situations predictable and uncertain. This is the degree of dependence on the procedures formulated by individuals of the society or group to avoid uncertainty. Countries with low levels of uncertainty avoidance have fewer reservations and more general laws and regulations; countries with high levels of uncertainty avoidance retain specific laws and regulations to minimize the unknown and exceptions.
Time direction
This is how a country views the relationship between the past, the present and the future. This is the country’s preference for past, present or future thinking. In this measurement, countries with high scores will maintain long-term views and interests, while countries with low scores will be compensated immediately, and short-term views that are suspicious of long-term cultural changes.
indulge
Indulgence represents a society that can freely meet the basic human satisfaction, while self-control represents a society that inhibits the satisfaction of these necessities and controls them through strict social practice.(Hofstede, 2001; steers et al., 2013).
Cultural differences among China, America and Britain
Figure 1: Cultural Comparison among China, America and Britain
Source: UK, USA/
Six different indicators of the Hofstede Framework in China, the United States and the United Kingdom will be discussed
Power distance
China’s power distance index is 80. This means that Chinese society has a high tolerance for the imbalance of power among individuals. The power distance indexes of the United Kingdom and the United States are 35 and 40 respectively, which means that they hope to interact with the authorities and influence decision-making and policies in a less rigid system.
Individualism
Due to the low 20 index, China has a strong collectivist culture. In this culture, the vast majority of individuals act collectively and sacrifice their own interests for the national interest. The indexes of the United Kingdom and the United States are 89 and 91 respectively, which are very high, indicating that most people only care about their own interests and goals. British and American individuals do not care about the greater interests of the country.
Machismo
The median score for all three countries is 60. This shows that these three countries are all male societies and attach great importance to results. This usually comes at the expense of family balance, personal rest and rest. The difference between the United States and the United Kingdom is that the United States has shown masculinity very early, but the United Kingdom surprised you.
Avoid uncertainty
The scores of Britain, the United States and China in the 30 year old range are very low, which means that they have no problems in the ambiguous situation and have low dependence on restrictions and policies. They will accept new plans, policies and new data discoveries. This is particularly true in the UK. For the United States, they like new ideas and inventions from technology to food.
Long term positioning
China’s high score is 87, which means we can focus on long-term interests. It will not advance short-term interests at the expense of future generations. A moderate UK score means a balance between long-term interests and short-term goals. We must achieve medium-term results and focus on long-term goals. American individuals pay more attention to the short term. It can be observed that among American listed companies, their quarterly performance highlights are obvious. Therefore, the way of life cannot make most Americans down-to-earth, but they are actually realistic and have a “realistic” psychological state. “Can be done”; mentality, so focus on short-term interests.
indulge
China’s score is very low, 24 points. As a society with strict social practice and control, China has a high degree of self-control, and has a tendency of suspicion and negativity. Britain scored 69 points and the United States 68 points. As a developed country, human satisfaction has a high degree of freedom. These countries have higher quality of life and appreciation
Create psychological security
Human beings are fundamentally the product of relationships. Although they look different, there is no culture worse than other cultures(Ford, 1994). In the 21st century, with the continuous progress of science and technology, the world has become a global village. It is meaningful for us to appreciate and embrace different cultures(Dupraw&Axner, 1997). This will create a safer living and working environment for the world and business organizations.
As shown in Figure 2 below, the five main success factors will make the team great. They are psychological security, reliability, structure and clarity, meaning and influence.
Figure 2:5 Main success factors of excellent teams
Diversity can be described as the attributes and qualities that make individuals different. It is a comprehensive comparison and history of the quality of individuals and authorities, social basis and nationality, values, beliefs, experiences, tendencies and practices, age, gender, gender characteristics, incompetence, strict beliefs and guidance. It also includes such qualifications as proficiency, field and beneficial situation(Mayer et al., 1995; robinson, 1996).
Inclusion includes building a secure and collaborative environment to support common agreements and perspectives. It is behaviour and accepted methods that guarantee individual respect and welcome. Inclusion means that everyone can be equally appreciated and have the same resources and opportunities, regardless of obstacles and capabilities. For organizations, it is very important to promote development and influence the main focus. Inclusion means recruiting different skilled workers and contacting researchers to make them active supporters of the organization(V é lez, 2012). Inclusion is considered as a framework between relationship comparison and the ability of individuals to contribute fully(MorBarak&Cherin, 1998). Therefore, experts often believe that bringing individuals with different strategies and methods to promote deliberations into working groups and associations can help teams complete their work more fully and achieve positive individual and hierarchical results(Roberson, 2006; matz Costa et al., 2012). Here are some ways to create a psychological security environment.
High team participation
Demonstrate high participation through positive body language(For example, in the face of speakers, exchange eyes. Everyone in the group discussion should be present to focus on the discussion. They should also actively listen. When asking questions, they should consciously understand and learn from each other’s experience and views. They should also confirm and clarify mutual understanding. They should recognize the subject of agreement and differences. Encourage the group to actively listen to opinions and suggestions.
Cultivate a positive and fruitless culture
It’s easy to prepare a special one-to-one discussion. Thanks for your contribution and investment. Join immediately and nip the negative opinions among team members in the bud. Stop voiceover or personal conflict between teams
In a no fault culture, the team should be encouraged to remain open and creative and to take planned risks. Leaders should also set an example and show a spirit of adventure in their work. We can also encourage teams to challenge each other’s views and fight back constructively.
Weak leadership
Vulnerable leaders want to share their own struggles, views, and even failures in their work with the team. Demonstrating vulnerability is the key to open and critical communication, which can establish a strong bond and trust within the team. With trust, leaders can open their hearts to other members of the team, feel psychologically safe, and express themselves in the team.
Recognize the uniqueness of individuals and avoid personal fixed ideas
Everyone should recognize the uniqueness of everyone. Think about it, you may be different from others. Everyone has their own preferences, tendencies, ideas and mentality, making them different. Only when we understand our own uniqueness can we begin to understand and value the uniqueness of others(McCoy et al., 1997). Individual uniqueness is accepted, and everyone will be respected, understood and sympathized, which is one of the keys to creating and strengthening psychological security.
Fixed ideas are just the way you look at others. They are often the cause of prejudice and isolation(McCoy et al., 1997). Generalization is generally produced under the psychological state of people outside the mainstream group who are receiving education and mainstream culture. Human beings cannot be generalized, but must be regarded as unique individuals(Takaki, 1993; kaye&Wolff, 1995). Stereotypes associate traits with individuals or groups, leading to prejudice, emotional reactions, and impressions. The pre formed surface impression will have a negative impact on creating a safe, objective and neutral environment. As an extension that does not generalize any set, any unique individual cannot be regarded as a set attribute. Because one person is a person and the other is an individual from a party, some random guesses have little influence on one person(Kaye&Wolff, 1995). By encouraging employees to participate, making cultural greeting cards, and leading the company’s unique tradition, diversity can be celebrated at work(McCoy et al., 1997).
Advantages of cultural diversity
We will discuss several advantages of workplace cultural diversity. Due to different attitudes and participation, innovation has been improved. As we all know, workshops with cultural diversity perform better. Community ties have been strengthened, which allows individuals to participate in a diverse society and gives them a sense of belonging. It brings charm and sustenance, although a few others offer friendship. It also helps to retain company staff. This can bring about the growth and profitability of an organization, and help employees focus on their own advantages while being supplemented by others. Work is generally created for children by floating people and ethnic minorities, so the organization has a broader talent pool, which can bring healthy competition, stimulate creativity and innovation.
Disadvantages of cultural diversity
If not implemented properly, cultural diversity can create distrust among people with the same cultural background. Healthy competition is good for the working environment, but if it is toxic or political competition, it is harmful to the organization. Everyone wants to decide in his own way, so the decision may be difficult or slow. In the environment of chaotic organization, poor management and poor leadership, communication channels may be distorted, which will breed ophthalmology service staff and affect productivity and contribution.
Advantages of the Psychological Security Group
Research shows that if there is psychological security, productivity increases by 12%, and employee participation also increases(Gallup 2006). Therefore, we are convinced that psychological security is the most important factor to determine the success of the team.
The creation of psychological security benefits organizations and teams in many different ways. The psychological safety of a team directly affects learning behavior and team performance(Edmondson, 1999). A team with psychological security is more willing to take appropriate risks, such as speaking out your ideas, exerting creativity, and sticking out your neck. This improves employee engagement and team innovation. When a working environment has an undeniable sense of spiritual security, the representatives will stay in their posts rather than looking for new jobs. The working environment with undeniable sense of mental security can provide better perspective for delegates, and also can bring better actual welfare. Harmful workshops make them tired, which gradually reduces their happiness. In short, they will define their working environment for finding business partners. A team works best when everyone communicates and cooperates appropriately. The work environment with undeniable mental security will stimulate more cooperation, communication and thought sharing to promote progress(Delimonza 2017). Employees who feel safe in the work environment are higher and more efficient than those who are harmful to the work environment(Edmondson, 1996; nembhard,&Edmondsson, 2006). Other advantages include communication, information sharing, positive attitude, improved commitment, task execution, creativity and development. Because of the trust environment, we will be more open to critical thinking, accept errors and mistakes, and benefit from them.
conclusion
In a world driven by rapid technology, psychological security cannot be impoverished. Everyone and culture should be unique, gifted and popular, and everyone should be respected and highly respected. Psychological security encourages integration into cultural diversity. Therefore, let individuals who are called “different” warmly accept, which in turn will bring peace, prosperity and productive work. Workshops with cultural diversity have advantages over other workshops. This competitive advantage can be used to achieve business objectives and high performance. In a culturally diverse workplace, there will be creative and talented employees whose weaknesses will be offset by the strengths of others, which will provide the forefront for the profitability and best results of the organization.
Leaders help create psychological security. To do this, you must set clear goals to achieve the strategic objectives of the organization. In particular, if these goals change for a new market or business, you must maintain consistent and clear communication with the team. In today’s globalized workplace, leaders can use Hofstede’s six cultural hierarchy frameworks to help them choose the right way to participate in a culturally diverse workplace.
The world’s best organizations and senior thought leaders recognize that psychological security is the most important attribute of high-performance teams. For the psychological security of the team, the high goal and direction required should be driven by the need for fear or power that can stifle trust and openness. We should create a space for team learning and innovation through inclusive and diverse work environments. It creates a non rigid psychological security atmosphere and structure, encourages synergy, spontaneity and creativity, makes people safe but not complacent when taking risks, and maintains the competitive advantage in the team.
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