Diversity is a notion, when applied to the majority of circumstances, can create a positive conclusion. The trick to producing a positive outcome is often how the different aspects are brought together. Consider a classic dinner combination peas and carrots, the two colors look appealing and the two flavors comes together as one making a superb side dish. Now consider oil and water, these two substance are not often considered a good combination. Although, this is not always the case; olive oil and vinegar (which is water based) when mixed, come together into a delectable salad dressing. Diversity and inclusion should also apply to humans by bringing people together who are different it can creates a whole that is enhanced by the uniqueness of each individual.
What are the dimensions of cultural diversity?
In this week’s readings the subject of dimensions of cultural diversity were covered comprehensively in both books. Understanding and Managing Diversity presented a nicely laid out illustration:
Primary Dimensions Secondary Dimensions
Age Geographic Location
Gender Military & Work Experience
Mental/Physical Abilities Family Status
Race Income, Religion
Ethnic Heritage First Language, Education
Sexual Orientation Organizational Role & Level
Communication & Work Styles
(Harvey, C. P., & Allard, M. J. 2009, p. 47).
Additionally the text book Understanding and Managing Diversity also highlighted that we have to consider the multiple dimensions of diversity:
The components of a diversity mixture can be people, concepts, concrete items, or abstractions. If you are reflecting on the many ways your employees can vary (by race, gender, age, education, sexual orientation, geo...
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... data is accessed using graphical user interface or WebPages using a PC. Numerous other characteristics have changed. The ranks of management have changed from primarily white male, to a more diverse mix of race and gender. Management tactics have also altered. Gone are the days of a manager yelling and throwing a chair against a wall during a meeting. Management styles have moved to a more composed approach, one which works to enlist the employees support, rather than scare employees in to achievement.
Conclusion
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.
Diversity has many definitions but only one true meaning. This concept Analysis is dedicated to exploring the broadened sense of diversity through active concepts with respect to term usage, and current literature research to support the understanding and relevance of the term itself.
Diversity is the difference between people’s culture, nationality, ability, ethnic origin, gender, age, religion, belief, sexual orientation and social class.
“Diversity is characteristics of individuals that shape their identities and the experience they have in society” (Certo, 2010, p.117)
While diversity is often a term used to refer specifically to cultural differences, diversity applies to all the qualities that make people different. From a management perspective, the key to diversity is to understand how different types of diversity and different demographic characteristics can impact human behavior. The four types of diversity that will be examined are: occupation, differences in skills and abilities, personality traits, and value and attitudes. For each type of diversity, the impact on individual behavior will be described.
Diversity shapes the world we live in. Diversity can be defined as people coming together from different nationalities, races, religions, cultures, sexes, and genders to form a group, organization or community. With diversity comes both positive and negative factors, especially to those who fail to understand its value. Today, most people view diversity as an overall good thing because it allows people the chance to experience something different, gain a new perspective on life, and it influences understanding, clarity, and knowledge outside of what we are normally accustomed to. On the other hand, in social institutions such as education, religion, family or economy one may face certain consequences for being different. With diversity comes
When aligned with Organizational Objectives, diversity can be a powerful contributor to the organizations competitive advantage.” (Best practices page 9)
Diversity can be defined as the act of being different in any given situation and happens
Pollar, Odette & Gonzalez, Rafael. (2011). Dynamics of diversity: strategic programs for your organization. Boston, MA: Crisp Pub Inc.
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
Diversity is broad and incorporates the concept of acceptance and respect. It understands that individuals are unique in their own way and recognizes the differences between individuals which can be in terms of race, gender, socioeconomic status, ethnicity, religious beliefs among other ideologies (Nederveen et al, 20013). It entails the exploration of all these variances in a positive, safe and nurturing environment as well as understanding one another beyond levels of tolerance, so as to accept and celebrate the rich variety of diversity each individual possess.
Diversity in the workplace is important for employees because it manifests itself in building a great reputation for the company, leading to increased profitability and opportunities for workers. Making sure all members, students, parents and guarding’s are welcomed at all times in a well-mannered environment Workplace diversity is important within the organization as well as outside ensuring all different are put aside and everyone can come together and work well as a great team.
Traditionally, diversity refers to an assortment of races, ethnicities, genders, ages, disabilities and perhaps sexual orientations. A definition of diversity, however, should not be constrained by traditional categories such as these. Such a definition should also include categories such as religion, educational level, life experience, geographic location, socio-economic background, marital status and work experience. Indeed, each person employed by a company possesses unique qualities that encompass many factors.
For the purpose of this paper, I will define what the term Diversity means, and then I will concentrate on the diversity as a result of geographic origin or ethnic diversity. I will look at how ethnic diversity is managed generally and then how my employer, deals with the diverse ethnic groups in its organization and what it needs to improve on.
According to Kinicki, diversity represents the multitude of individual’s differences and similarities that exist among people. When developing a cultural diversity training program, one has to manage diversity with a new approach of inclusion and recognition. Managing diversity enables people to perform up to their maximum potential (Kinicki p. 111). As we analyze diversity, we will evaluate some common barriers and challenges in managing diversity. In developing a diversity program, we will analyze methods and procedures that will be apart of the program. Kinicki (p.*) says an important first step in overcoming these obstacles is for leaders to convey to their employees why the organization values diversity.
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