ASSIMILATIONIST

ASSIMILATIONIST

“When in Rome, do as the Romans.”

Assimilationists want individuals to submerge their cultural identities in favor of nationalistic and patriotic ideals or organizational ideals in business settings. Assimilationists believe that our primary allegiance should be to the welfare and unity of our nation or organization. Immigrants and other sub-cultures should adopt the lifestyles, values, customs, and language of the dominant or majority culture.

STRENGTHS
  • Bring a sense of cohesion and unity
  • Demonstrate national, community,organization a land institutional loyalty
  • Clearly define common identity, values, vision,mission
  • Willingly do whatever to “fit in”
  • Work to preserve company and national traditions
  • Eagerly help others adapt
  • Monitor others’ adherence to rules
SHADOWS
  • Proudly sacrifice aspects of cultural identities
  • Cannot understand others’ desire not to“fit in”
  • Use predominant “Melting pot” model to promote assimilation
  • Ignore or discount native experiences of other immigrants
  • Disregard the impact of race, ethnicity and culture and other identity differences on success
  • Adamant about“the way we’ve always done things”, traditional values.

HUMAN RESOURCES IMPLICATIONS OF THE ASSIMILATIONIST

“I will ensure that my organization’s systems, policies, and practices help maintain our traditional management culture and our current way of doing business so that we can continue to be as successful as we have been in the past.”

LEGAL IMPLICATIONS OF THE ASSIMILATIONIST LENS

  • If the reisan obvious lack of cultural identity differences in management and senior ranks, the organization leaves itself open for legal and public relations challenges of bias and discrimination.
  • Banning religious practices that conflict with a policy or “norm” of an organization may be in violation of Title VII of the Civil Rights Act of 1964 and comparable state laws.
  • Employers cannot dictate an employee’s dress or language because of an assumption of customer preferences.
  • Employees can be restricted from speaking a language other than English in the work place only if there is a business justification for the restriction.
  • Making ethnic jokes, on the assumption that America is one.

DEVELOPMENTAL GOALS:

  • Create innovation through individual contribution, cultural appreciation, shared vision, and evolving norms.
  •  Support workplace norms that allow freer expression of individual and cultural identity styles.
  • Avoid enforcing conformity to outdated methods and styles.