Their job is to serve the customer well; how they do it is up to them” (Pink 102). This shows that some companies would rather give their employees freedom than a totalitarian environment. When employees feel free they maintain a positive attitude, which eventually reflects on their work ethic. In fact, Pink mentions that "... Zappos consistently ranks as one of the best companies for customer service in the United States...” (Pink 103). This is an indicator that autonomy worked for Zappos and surpassed its rival companies.
To sum up, the best solution for Molly and Daniel is that introduce cross-cultural awareness to those businesspersons. In short-term, this solution will make the business meeting more smoothly and more successful. In long-term, as this example shows, the staff of two firms could have benefited greatly from a short course in cultural awareness. “An understanding of the behavioural consequences of cultural differences is vital in planning strategies for the management of cultural diversity in today’s multi-national and multi-cultural firms” (Wong et al. 1998, 101).
In my opinion, the most general definition of managing diversity is: Diversity management is a long-term process. It means extensively analyzing a company's current culture and changing those parts that limit cultural diversity. Also, it means recruiting new employees for the skills they can bring to the company rather than their cultural homogeneity. Lastly, it means working with a management team to help them understand that cultural diversity is a business issue, and their own careers will benefit from enabling their employees to reach their full potential ("Managing Diversity”, 1999). According to Dr. R. Roosevelt Thomas Jr., author of Beyond Race and Gender (1997), the problem of diversity is not limited to questions of race, gender, ethnicity, disabilities and sexual orientation.
The first way a non-diverse organization loses is by the lack of out of the norm thinking and problem solving. As mentioned before life experiences and cultural upbringing allows people to look at things differently in a workforce where everyone is similar this opportunity does not exist. The workers will look at the problem or situation similarly and will probably come up with similar solutions. The other way a non-diverse organization loses is that some very qualified employees might choose to work somewhere else if diversity is not valued. If qualified and valuable employees chose not to come to work at a firm or to leave a firm due to diversity concerns the organization will have problems staffing the best people for the jobs available.
They strive not only to recruit, but to actively develop, promote and capitalize on the different skills and perspectives of minority employees (Marquis, 2007.) Every day, peopl... ... middle of paper ... ... cultural and personal differences among the people who work there and the customers who do business there (Williams, 2014.) This statement alone is representative of the majority of businesses operating today. With that in mind, organizations should welcome and encourage the benefits of diversity because not only is it the legal thing to do, it is also the ethical thing to do. Works Cited Jefferson P. Marquis, Nelson Lim, Lynn M. Scott, Margaret C. Harrell, Jennifer Kavanagh "Managing Diversity in Corporate America, An Exploratory Analysis" Rand Corporation.
“One reason for the growing interest in work group diversity is that with the increased use of work groups in organizations, it has become more important how team member characteristics, such as age, gender, race […] affect team functioning and why” (Harrison and Klein, as cited in Van Dijk, H., & Van Engen, M. L., 2013). While some researchers have gathered information on the positive effects of diminishing privilege and increasing diversity, others are searching for the opposite. Researchers Kokkonen, Esaiasson, and Gilljam claim that ethnic diversity decreases the social trust in groups that work together. Social trust is how well a group works together, at a job for example, and how comfortable they each feel sharing their individual thoughts ideas with one another. Although the concept of social trust can be applied anywhere, its effects in the workplace vary because it depends on the status of the individuals and the area of work that is being analyzed.
Edward S. Lyba, Ed.D. proclaimed, "Diversity in the workplace means creating an environment where people from dissimilar backgrounds can utilize their talents and work productively together,” (NEPA Diversity Guide, 2007). Organizations have been striving to understand and create an abundant amount of diversity amongst their employees. It has been instilled in the minds of today’s employees that everyone is different and unique and companies want originality. Since companies have been putting a strong focus on diversity, it has encouraged employees to develop excuses as to why they are different.
Managing diverse employees in a multicultural environment proves challenging to managers; yet, increasing diversity in the workplace is very beneficial for an organization. Diverse employees will provide a wider array of talents and will relate better to varied customers. Because managers have more influence than rank-and-file employees, it is imperative that managers commit to diversity of the workforce. Dissimilarities among people due to differences in characteristics can erode companies. Firstly, unequal opportunities and unfair treatment to one race or sect are immoral can prove illegal.
When you look around at work everyone around you is different. But just because everyone isn’t alike at work doesn’t necessary mean it’s a bad thing. Diversity in the workplace includes race, ethnicity, gender, age, religion, ability, and sexual orientation (Swarthout). So what role does diversity actually play in the workforce field and what can you learn from it? Workforce diversity is a major advantage to businesses for competitive reasons as well as gaining knowledge from one another.
The building of the team leads to trust, stronger relationship and higher engagement in the business. Servant becomes a behavior rather than a leadership style. When this behavior is showered on your guest or customer it makes them feel important and they will return to business simply based on the experience they received. They develop a trust from a company because of their service, experience, and treatment. When a company treats customer, vendors and each other with fairness it can only increase profit to any business.