Management and Diversity in the Workplace

1747 Words7 Pages
In setting the stage for culturally competent practices, managers must understand that the “emerging organizational workplace contains employees with many diverse cultural characteristics that create a new cultural context”. One of the recurring issues within current organizations is that the “successful management techniques and practices” used to manage this diversity, “were developed when organizations were less culturally diverse”. It is now evident that for managers to be successful at handling this diversity they must see these “practices in a cultural context”. These outdated practices gives rise to problems in an employees’ perception of equity. Equity theory in an organizational setting is a theory that “attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships” ("Equity theory,"). For example; “an individual who became a manager when the organization was less diverse had a long time to develop working relationships with employees who are the most culturally similar to him or her”. The preceding example also ties closely to employees having developed a similar culture founded on needs and policies of the organization. Subsequently, as diversity undoubtedly increases through both the internal and external environment a “manager may spend more time with, give more recognition to, and assign the most important assignments to culturally similar employees”. The manager may be administering these practices unintentionally due to his familiarity in doing so and a subordinate’s efficiency in doing their job. Nevertheless, some of these practices can be detrimental to the long-term success of both the organization and diverse new entrants. Thes... ... middle of paper ... ...on this means providing the resources need for refuges to “become self-reliant in utilizing existing community resources to meet their basic needs, within the shortest possible period” ("Refugee resettlement program,"). In analyzing the preceding focal points it must be noted that these initiatives, are a few of many that must be implemented in order to serve our new-entrant population. Similarly, a great deal of flexibility and adaptability is needed in the creative process of any cultural competence foundation. Synthesis and Recommendations: In order for the educational, social services, and security initiatives to be successful there must be support from top level executives. This initiative will require a large amount of resources and those resources will not be available without the support from top level executives within their respective organizations.
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