Cultural Diversity : A Competitive Advantage For Organizations Essay examples

Cultural Diversity : A Competitive Advantage For Organizations Essay examples

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Cultural diversity is increasingly important due to higher globalization and the ease of movement from one industry to another, and throughout the world; organizations that embrace this diversity have been shown to have a better internal culture, higher creativity, better relationships, and resistance to groupthink mentalities (Grivastava & Kleiner, 2015). Diversity is often thought of as ethnic, but diversity can cover things ranging from diverse religious views to different perspectives on how work should be accomplished. Diversity is not a weakness, quite the opposite, diversity can build a competitive advantage for organizations that make the effort to understand and cultivate it. Diversity is increasing, not decreasing, and this is evidenced by projected changes in demographics, which will require changes in organizations in order to reflect the diversity of the customers that are served (Cocchiara, Connerley, & Bell, 2010).
Training Needs Assessment
Gathering information on what is needed and how best to present the information once it is obtained is one of the most important parts of any training. Without a clear understanding of what is needed, there is no good way to deliver the information, which is why a training needs assessment is vital to the success of a training (Muchinsky & Culbertson, 2016). A training needs assessment is an important first step in order to identify the training requirements, objectives, methods, and techniques to address the issue of diversity. Based on studies, the effectiveness of diversity training is directly related to conducting a proper and thorough training needs assessment (Bezrukova, Jehn, & Spell, 2012). A training needs assessment will help determine how much, and what type of traini...


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...versity in culture (Bezrukova et al., 2012) It would be recommended that computer training continue on a regular basis throughout the year, which would give data on how much information was retained by the managers, and also how successful they feel they are in applying the knowledge. It would also be useful to survey the employees and determine whether they feel their viewpoints are considered more fairly, and what, if anything, they still feel is an issue. The use of employee surveys with diversity indices would help track behavior after the diversity training (Cocchiara et al., 2010). These suggestions would allow for assessment of the reaction, learning, and to an extent, behavior criteria. Direct observation at semi-regular intervals of managers and their staff would also be useful in determining the learning and behavioral changes due to the diversity training.

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