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Essay About Diversity In The Workplace

Essay About Diversity In The Workplace

















































Valuing Diversity in the Workplace

Managers continuously strive for organizational improvements both financially and throughout the workplace. I believe it is important for Managers to value the diversity in the workplace by recognizing their workplace composition, and the cross-culture differences and similarities.

Valuing diversity in the workforce can assist a manager or an organization in developing and utilizing all of the human resources available. Valuing diversity can be defined as, “valuing the vast differences between people within an organization.” Our text defines valuing diversity as: “means putting an end to the assumption that everyone who is not a member of the dominant group must assimilate.” In today’s work environment the workforce may consist of numerous employee’s with various ethnic backgrounds and ages. These diversities give an organization the opportunity to obtain new ideas or alternative solutions to a complex problem. Organizations that value diversity tend to have more creative, motivated and productive employee’s. The employee’s feel more valued and tend to have less interpersonal conflicts and have a greater sense of teamwork. An example of a Company that expresses the importance in Valuing Diversity would have to be Home Depot. If you view the following link: https://careers.homedepot.com/cg/content.do?p=divinitiatives Home Depot openly expresses their Value on Diversity. During an interview with a Human Resource Manager at Home Depot he openly stated how they value each employee by acknowledging that within the workforce there is a vast diversity in culture, age and knowledge. At times management rely on this diversity to acquire solutions to complex problems. Valuing Diversity is an essential step to creating a stronger relationship between the employees and the organization.

Recognizing the workforce composition in an organization is important because there can be various races, sexes, and ages within the workplace. Certain people can be accidentally insulted if not properly informed of cultural behaviors. Culture is defined as, “is the set of shared values, often taken for granted, that help people in a group, organization, or society understand which actions are considered acceptable and which are deemed unacceptable.” An example of how important acknowledging culture in the workforce would be comparing Thai and American Culture. In the Thai Culture people tend to speak low tones, never touch another person’s head, and never point with their feet or show the bottom of their feet to another individual. Feet are considered spiritually as well as physically the lowest part of the body. Another important thing to remember is that greeting in Thailand is done saying the person’s first name followed by Khun and then bowing clasping your hands together as if in prayer. In America we tend to speak loudly at times, if we are close to an individual we may knuckle rub another person’s head, and occasionally prop up our feet on a coffee table exposing our feet to other individuals. These actions if done towards a Thai individual would appear to be very insulting and disrespectful. These very same actions if done in the workplace towards a Thai Individual would be insulting and could destroy a business relationship.

The cross-culture differences and similarities are important to acknowledge as it involves human behavior. Through general observations one can observe similarities and differences among cultures and use this knowledge to incorporate it to improve an organization. An example of a cultural similarity would be how the Japanese, Chinese, Thai, Korean and people from Taiwan bow as a gesture of respect. Another similarity in the cultures in Japan, China, Thailand, Korea and Taiwan is about Buddhism and how with the right thinking and self-denial will enable the soul to reach nirvana. These cultural similarities can be used to create and strengthen relationships with potential investors. An investor in America can use this knowledge in cultural similarities by bowing respectfully to an Asian investor gaining respect by showing respect. With that stated knowing the differences in cultures can also assist in creating a respectful workplace. For example a person from America may view meetings a place for being punctual; however, in Thailand it is acceptable to be late for a meeting due to traffic conditions. If the individual from America didn’t know the culture of Thailand it may be misunderstood as the Thai individual is not reliable. So as one can see knowing the similarities and differences in cultures is important to consider.

Valuing Diversity is important to consider. Globalization has allowed business to perform business deals domestically and internationally. The workforce is made up of various cultures and each culture is unique. It is impossible to please everyone in an organization but by acknowledging that there are similarities and difference it is the first step in creating a respectful workplace.

“Thailand Culture and the People of Thailand.” Horizon Thai Boxing Camp Ltd. 2006. At http://www.horizonmuaythai.com/Thailand/culture.html#business_customs
“The Linguistics Journal.” Linguistics journal. 1999 – 2009. At http://www.linguistics-journal.com/June2006_pc.php
“Doing Business in Thailand/Thai Social and Business Culture.” Communicaid Group Ltd. 2009. At http://www.communicaid.com/access/pdf/library/culture/doing-business-in/Doing%20Business%20in%20Thailand.pdf
Griffin, R. & Moorhead, G. (2010) (pg.231). Organizational Behavior (9th Ed.). Mason: South-Western.

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Essay: Diversity in the Workplace

ABSTRACT: As companies are becoming more and more diverse its becoming more and more important for companies to understand and manage it. The people of different background, races, religion creates diverse workforce. There is an importance of having diverse workforce to provide better performance. There are perspectives of managing the diverse workforce, which require organization leaders and managers of being responsible of attaining better diverse workforce. INTRODUCTION Diversity means differences, difference of age, sex, race, religion and culture etc. People with different demographic differences working in the organization makes diverse workforce. And it is becoming more important for the organizations to know about these differences and how to manage it. Diversity is also the common issue in the workforce environment, in some companies employees often get discriminated or misunderstood because of the diverse features. So it is important for the companies to manage the diversity workforce to value best performance. Most important aspect these days is to train the managers to handle the diverse workforce. What is the managers role in handling the diverse workforce? GROWTH & IMPORTANCE OF HAVING DIVERSE WORKFORCE: Many organizations are engaging in activities to manage their employees of different genders, ages, race, sexual orientations, etc. When demographic diversity is valued, all employees, even the non-traditional (i.e. other than white males), are encouraged to participate fully and develop their unique skills and perspectives. a) GROWTH: Diversity is increasing everyday in everyday in every organization; In America 1 in 4 Americans belongs to a minority or is foreign-born. Women, who currently make up less than half the work force, are expected to fill 65 percent of the jobs created during this decade. “Whether you are a business owner, executive, salesperson or customer- service professional, your success will increasingly depend on your ability to function in a culturally diverse marketplace,” (Profiting in America’s Multicultural Marketplace’ Lexington Books) Over the next decade, companies realize that they must have a diverse workforce and that each member of that workforce must truly embrace principles of diversity to realize the longevity, growth, and increased profits. Women, people of color, and immigrants will soon hold almost three- quarters of all jobs in this country (Jackson et al. 1992; Johnston, 1991). b) CONCERN: Organizations are getting more concerned of developing the diverse workforce over the years to attain better result and competitiveness. Organizations have been advised to attract, develop, and retain males and females of all ages, skin colors, cultural backgrounds, and physical capacities to remain competitive (Cox and Blake, 1991). c) NEED: Companies that accommodate the special needs of the demographically diverse workforce (by redefining the structure of the work day for those with childcare and/or eldercare responsibilities, or providing qualified assistants and/or apparatus for employees with disabilities) will become more appealing places to work and will thereby reduce absenteeism and turnover costs. They have also asserted that organizations that value differences will cultivate non-traditional markets, by dint of their apparent progressiveness and their ability to assess non-traditional preferences; and will enjoy greater creativity, problem solving, and responsiveness as a result of the wider range of viewpoints brought to bear on tasks. (Cox and Blake, (1991) EFFICTIVINESS OF HAVING DIVERSITY IN WORKFORCE Why should companies concern themselves with diversity? Many managers answered this question with the assertion that discrimination is wrong, both legally and morally. But today managers are voicing a second notion as well. A more diverse workforce, they say, will increase organizational effectiveness. It will lift morale, bring greater access to new segments of the marketplace, and enhance productivity. In short, they claim, diversity will be good for business. Research stated that the Canadian companies leading the way in the area of diversity management have discovered that by embracing the elements of ethnic and cultural diversity in their workforce they have enhanced their ability to understand and tap new markets, both within Canada and abroad. Research generated from a variety of fields predicts that important benefits will accrue from demographic heterogeneity in organizations by increasing the variance in perspectives and approaches to work that members of different identity groups can bring (e.g. Thomas and Ely, 1996). IMPORTANCE OF MANAGING DIVERSITY As the companies of today are getting more and more diverse, the need of managing the diverse workfare is increasing. All Countries specially USA and Canada are having more diverse workforce everyday. So it is becoming important for the companies manage the diversity to get better results out of employees. Research stated that Forward-thinking Canadian organizations have recognized that competing successfully in the new global marketplace requires more than the latest technology, most efficient production processes, or most innovative products. Canadian organizations’ competitive strength is increasingly contingent on human resources. Competing to win in the global economy will require an ability to attract, retain, motivate and develop high- potential employees of both genders from a variety of cultural and ethnic backgrounds. The challenge facing today’s corporate leaders is to foster an organizational culture that values differences and maximizes the potential of all employees. In other words, leaders must learn to manage diversity. PERSPECTIVES OF MANAGING DIVERSITY Organizations have to follow the many guidelines to get diversity stick: v They have to focus on getting the best talent out of the person regardless of different age, sex and other demographic differences. v They have to develop career plans for all employees of the organization including the minorities. v They have to promote minorities to responsible positions in the workplace. v Make managers responsible to obtain diversity goals by managing its employees well. Managers also have to communicate well with all the employees and listen to their problems that are of different background or cultures. v They Build diversity into senior management. There are many aspects to impartially managing diversity as a manager and establishing the right attitude in the rest of the department. Here’s a look at some of the most important: a) Expectations Bias can lead you to expect less productive work or more “goofing off” from certain employees. Classroom studies have repeatedly shown that students live up-or down-to their teacher’s expectations. A similar pattern can be seen on the job. Expect the best from your employees, and give them the training and resources to provide it, and they’ll deliver. b) Labels: Words are powerful weapons, and as with any weapon, we should know whether they’re loaded or not. How you refer to people from diverse populations requires some conscious sensitivity. This involves more than not using crude references; it means using words preferred by the people themselves. Such words change over time, the way the term “Negro” gave way to “black” and “African American.” “Oriental” has been replaced by “Asian.” “Handicapped” has been replaced by “a person with a disability.” Individuals may have their own preferences as well. If you’re not sure how to refer to someone, ask. A moment’s awkwardness now will prevent misunderstanding and resentment later. c) Crowd control. Imagine yourself the only female in an unenlightened, all-male department. Day after day, coworkers started misbehaving or treating you differently. That’s just the start of a whole range of behavior, from the subtle to the blatant, that you could be subjected to. In a very short time you’d be ready to file against your boss and the company for allowing sexual harassment. Depending on how his or her coworkers behave, the employee may feel the same discouragement, anger, even fear. Not engaging in such behavior yourself isn’t enough; manager also have to eliminate jokes, name-calling, sabotage-whatever form discrimination may take-in others. Managers are responsible for establishing and maintaining the atmosphere of the department or else you’ll be held accountable. While managing diversity is a challenge, keep in mind that there is always enormous differences- even if we pretend there aren’t. Montaigne, the French essayist, said it this way: “There never were, in the world, two opinions alike, no more than two hairs, or two grains; the most universal quality is diversity.” CONCLUSION Diversity in workforce is growing in all countries special USA, Canada and Europe. With having more diverse work environment organization can produce better performance. It is important for the companies to know diversity and how to handle the issues relating to it. Also the need of the diverse workforce is getting more not only because there are different people but also because they can produce better results with having different types of people working. Leaders in the organizations should learn diversity (differences of gender, age, sex and religion in their work environment and also to communicate will between them) and how to manage it effectively.

The Importance and Benefits of Diversity

1. I mostly enjoy off the wall bands and singers; I listen to a whole bunch of types of music. 2. I believe this can be said both ways. If I'm sad I listen to less upbeat songs but if an upbeat song happens to come on I feel much happier. 3. My best friends listen to songs on the radio, all modern stuff. I like their music but I do prefer slightly dated music. 4. I do agree with the statement. When people listen to different genres of music it opens them up to different things. 5. I feel like people do judge based on the music people listen to. For example, I listen to Ed Sheeran, but I also listen to a Rage Against The Machine- two very different genres with two very different connotations to the music. 6. My parents don't filter my music. They don't care what I listen to because I'm not negatively influenced by music.

Feb. 29, 2016 at 9:20 AM • Report

1. all over the place 2. both 3. my friends listen to all different kinds of music 4. I agree because listening to music can broaden your perspective. 5. No. 6. No.

Feb. 29, 2016 at 9:16 AM • Report

I’ve never read someone who has speaks such sophistry with such conviction. Your reasoning for encouraging diversity can be summed up into «They bring fresh ideas and help us to understand our differences». Before I get into how ridiculously unfounded that reasoning is, let me first tell you that the rest of your article revolves around stating quotes from various leftist «researchers» and your own opinions, neither of which are reputable sources of evidence, nor are of any value to debate. You, (understandably given the fact that your thoughts are young and malleable) are confusing diversity with multiculturalism. It is fair to say that to «have new experiences», you do not need a person from another country living in the house next to you. Cultural tourism is a very successful industry, but it’s actually in decline. That’s because we aren’t achieving multiculturalism. We’re causing uniculturalism. As a British man, (straight and white; you must hate me..), I can tell you in person that celebration of British culture is at an all time low. Traditions are side-lined to maintain «Social cohesion» with new arrivals, patriotism is «racist» and is bigotry. So when a white man stands up for western values, he gets shouted down by his countrymen for failing to acknowledge some «privilege» he has. The only «fresh» ideas migrants have provided are self-censorship, and self-loathing for the actions of our ancestors. The rest of these migrants have surrendered their own cultures and assimilated a distorted version of our own, and we theirs, leaving a cultural wasteland, formally called uniculturalism. That’s why tourism is on the decline. Foreign nations are becoming westernised, and are losing their charm. Western nations are becoming apologist regressives, and are losing our own identity. With immigration, they either want to integrate, and lose their cultural charm, or they dont want to, and they become marginalised lunatics telling us how horrible we are.

Jan. 27, 2016 at 4:51 PM • Report

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