Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors. There are many different characteristics of a diversity mature individual. The most important characteristic is when a person accepts diversity management responsibility. The person will need to understand the different types of ethnic backgrounds in the organization, and the different types of techniques he or she will have to use to motivate the staff. He or she will also understand how to treat everyone equal no matter what gender, or ethnic background the employee may be.
Diversity is a term that we can all relate to in some way or another. The term diversity represents the multitude of individual differences that make people different from and similar to each other, (Kinicki&Kreitner, 2009). Although some people view diversity as an issue of age, race, gender, religion, or sexual preference, it is actually much more than that. It actually pertains to the differences that make each individual special or unique and this is why it becomes important to learn how to interact and grow with one another. In order for this to take place in the workplace, establishing a strong diversity management program is essential to the success of any organization.
In order for diversity and inclusion to happen in today’s work environment, individuals want to be themselves at work. If they are allowed to be themselves, they will engage fully within the team, or in assigned work. The environment can significantly impact an individual’s involvement in the organization. This will result in low staff morale, increased absenteeism, and decreased productivity along with retention difficulties. An educational approach can help negate many fears that people have when it comes to addressing diversity.
These behaviors range from cultural norms to religious beliefs. In business, the effectiveness of an organization rests on the ability of the management to interact with its employees and to motivate the wo... ... middle of paper ... ... such as accurate interpretations, formal expectations, and positive reinforcement can improve the relationship between manager and employee. Diversity in business today is unavoidable. Due to labor markets, immigration, and the increase in women in the workforce, managers must develop new strategies and behaviors to effectively manage these diverse workers. As culturally different people enter the workforce, organizations need to take advantage of this labor pool.
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.
These types of training are given to all levels of staff within the organization. They teach employees how to accept the personalities and ideas or thoughts of others. These programs also teach one how to deal with conflicts and prejudice in a professional and civil manner. A second disadvantage a company may encounter is reverse discrimination. This is a feeling that is associated with affirmative action policies.
To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302). A basic problem regarding the implementation of diversity into the workplace is that its approach sometimes does not fit the interpretations of equity and equality according to the context in which it was meant.
How to make Diversity and Inclusion Work in the Work Place (Stacey) In order for diversity and inclusion to happen in today’s work environment, individuals want to be themselves at work. If they are allowed to be themselves, they will engage fully within the team, or in assigned work. The environment can significantly impact an individual’s involvement in the organization. This will result in low staff morale, increased absenteeism, and decreased productivity along with retention difficulties. An educational approach can help negate many fears that people have when it comes to addressing diversity (Lieberman, Simons, & Berardo, 2004).
I feel this subject is very relevant to our course because as we focus on management and human relations, we must take into account the humans that we are managing. Even if we just look at the diversity of our class we see how different our perspectives can be. To be an effective manager in this day and age, cultural diversity issues must be given serious consider... ... middle of paper ... ...mple. It is the responsibility of administrators to implement cultural diversity programs to increase awareness and tolerance throughout their organization. If the effort is made, rewards will result.
Each team must be internally effective in order to meet organizational goals. Therefore, managers must effectively manage workforce relationships with other individuals within the organization. What is diversity? Diversity management is usually been defined as recognizing, understanding, accepting, and valuing differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status. Generally, diversity management are made up of taking enthusiastic actions related to the organization’s capabilities of minimizing obstacles of diversity and maximizing its opportunities.