The diversity of an organization’s workforce and taking affirmative steps to attract, develop and retain diverse employees has become an essential component to business success. It is to encourage managers to use all resources when recruiting to enhance the cultural diversity in their work place as “dynamic atmosphere of collaboration”. Ethic represents the principles by which people distinguish what is morally right. “Diversity is characteristics of individuals that shape their identities and the experience they have in society” (Certo, 2010, p.117) Workplace diversity is similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, sex, sexual orientation, education personality. It is how people perceive others and how they perceive themselves. Those perceptions affect their interactions. For most of us it is a lifelong process of learning and dealing successfully with diversity.(Diversity in the work place, Oregon.gov) If supervisors wish to see a high standard of ethical behavior in the workplace they must behave ethically themselves, exhibiting important dimensions of ethical behavior including loyalty, fairness and honesty with contribution to an environment that encourage ethical action. Code of ethics is and organization’s written statement of its values and rules for ethical behavior is good starting point for supervisor to meet the challenges to ethical behavior. Ethical standards can be different from country to country and meeting them is very challenging for those who work with people from another countries and more than one culture. Understanding cultural differences also can help businesspeople interpret behavior so they can arrive at agreements that are acceptable on both sides. People from different cultures may have different measures of ethical or unethical behavior. Sometimes the supervisors can promote ethical decisions making by involving others in the process where group members can offer their perspectives on the situation and the underlying values. Discussing the ethical implications of the decision can help the supervisor see consequences and options that he or she might not have thought of alone. Being ready to work successfully in a multicultural environment is a goal supervisors can set immediately and work toward in every business encounter. Progressive leadership of a diverse workforce is to learn, invest, value, experience, commit and change. M.Khalil Zonoozy Diversity and the Dynamics of Pluralism 1993. Knowledge of different cultures, awareness and acceptance of difference, ethics across cultures are elements of successful leader who actively promote cultural awareness in the workplace by providing training opportunities to staff, maintaining contact with minority organizations in the community and inviting them into workplace, making cultural awareness a frequent topic at staff meetings.
... middle of paper ... ... The Code of Ethics exists “as a reminder to the educator that there are obligations and expectations associated with the profession” (4). There will be many times in ones educational career when they will have different viewpoints or want to break some of these obligations, its important to think about whom one talks to, who is watching, and what the consequences are.
Being successful at managing workforce diversity involves attracting and retaining the highest quality individuals in the talent pool. For managers it means learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Successful management of workforce diversity is a process that takes place in many stages and on many levels. It requires managers to first recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.
Having diversity in the workplace allows for greater growth within a company due to the different opinions and perspectives of people from all walks of life. To remain competitive, many companies are being advised to recruit, develop and retain men and women of all different backgrounds, ages and races (Cox and Blake, 1991). By doing this and also accommodating the needs of their demographically diverse workforce, companies will become much more appealing places to work therefore reducing turnover and absentee
Cultural differences plays a huge role in growing and sustaining a business. It helps companies understand different cultures to provide greater services not only to their customers but a greater work environment for their employees. Some aspects include gender, race, nationality, religion and age group. (Seymen 2006) proposed that values and morals each individual hold have influences on behaviours and ideas in different scenarios. According to (Bateman and Snell 2012), there are many advantages towards the organisation in terms of better market connections, improved international competition, multiplicity points of view and a better team performance.
Diversity in the workplace is very important in today’s global workforce because workers in the economy all over the world are currently made up of many different ethnicities, varied cultures, beliefs, and backgrounds. People that are involved in management such as managers, and supervisors could greatly benefit from being accustomed to diversity in the workplace because their job entails dealing with a multicultural work environment on a daily basis. Knowing how to handle diversity in the workforce and having the necessary skills for supervisors would be beneficial not only to them but also to the success of the company and economy because a strong, diversified workforce will create a more “creative, innovative, and productive workforce.” (Kerby, 2012).
...ate its employees’ attitudes and their work with colleagues. This should be incorporated into their assessments and reviews, and any issues that are identified should be addressed promptly when delaing with their perfomance in their assessment. Such issues include an employee who only delegates work to specific individuals based on their race or an employee who disregards ideas from certain work colleagues due to their age. However, a manager who identifies diversity-related issues should not adopt a confrontational approach when discussing the issues with an employee. A good approach would be to encourage the employee to work with colleagues from different generations and backgrounds. The initiation of such interactions will encourage the employee to learn more about their objectives, talents, and communication styles and how they compare or contrast to their own.
In this changing world, one that is seeing companies taking advantage of the global economy, words such as diversity and inclusion need to be treated as more than just buzz-words. The principals that embrace diversity and allow for inclusion are critical if an organization is going to succeed in the business world of today and of tomorrow.
Workplaces today have become increasingly diverse with employees of different genders, races, cultures, ethnic origins, and lifestyles. Changes in the cultural make-up of organizations have been so vast that it has become imperative for leaders and supervisors to understand cultural diversity and how it can affect their organization. By understanding how this diversity can affect their organization, leaders are taking steps to assure a conflict-free environment and are helping promote positive outcomes for the business, as well as its employees. “Diversity today is being viewed as a key means to strengthen the human capital of an organization and improve overall performance” (Bowes, 2007/2008). Studies have shown that diverse workforces can positively affect and strengthen the organization, but what can organizations do to assure this type of environment? What programs or tools do leaders need to implement when looking to improve their ability to manage this diversity?
Throughout this semester—as a class—we discussed why and how diversity is important, and how we can manage diversity in successful and productive approach. My aim in this paper is to clarify what—I believe—ought to do as an ethical leader toward promoting diversity. First, I will briefly discuss the importance of ethical leadership and diversity. Then, I will shadow on other dimensions in understanding diversity and how to achieve them. Finally, I will conclude with my personal statement which is: “diversity—besides being a positive tool both ethically and economically— goes beyond to be the guiding tool for a bright future for the mankind. I believe that accepting diversity has a profound positive effect not only for organizations but to all societies worldwide.”
Diversity within a company will benefit the company’s bottom line and help the company to keep the competitive edge (McCuiston, et. al., 2004). Improving the bottom line can be also be improved by retaining employees and improving customer service (McCuiston, et. al., 2004). So utilizing a diverse work group is very rewarding for the companies who implemented it correctly. The profitability that the company will see may not be seen on the front end, but the long term results will yield a better profit for the company by helping to reduce turnover rates, improving employee morale, and the recruitment of new
The researcher believes, in this fast-changing era, any kind of company or organization should be able to improve the quality of workplace diversity by having some important main factor to boost the new paradigm of a diverse workplace, such as:
When most people think “Diversity” they think of the most communal characteristics: such as: Age, race, gender, sexual orientation, body type, ethnicity, and a person’s
Dimensions of diversity include, but are not restricted to: age, ethnicity, descent, gender, physical ab...
First, the management may be able to apportion the right resources and efforts in hiring the best and most diversified employees. Different perceptions on diversity indicate that diversity not only has benefits to an organisation but also presents several challenges, especially to the management. The different perceptions on diversity imply that managers should focus on solving diversity-associated problems to create an integrated workplace (Klarsfeld, 2016). To establish constructive diversity at the workplace, managers should institute feasible diversity-friendly policies, vision and
Diversity can be defined as acknowledging, understanding, accepting, and valuing differences among people with respect to age, class, race, ethnicity, gender, disabilities, etc. (Katharine C. Esty, 1995). Griggs found that diversity not only include differences in age, race, gender, physical ability, sexual orientation, religion, socioeconomic class, education, region of origin, language but also differences in life experience, position in family, personality, job function, rank within hierarchy, and other such characteristics that go into forming an individual’s perspective (Griggs, 1995).