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Introduction to managing diversity
Challenges of managing a diverse workforce
Introduction to managing diversity
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Managing Diversity
Introduction
Thirty years ago discrimination was a part of normal business activity. Work place diversity meant hire outside of your family not outside of your race. As a result, the federal government felt impelled to create employment laws. These new laws were implemented to eliminate discrimination and provide the means for advancement. As a consequence of this implementation, these laws have created possible barriers to maximizing the potential of every employee (Chan, 2000).
Recently, the concept of diversity has completely changed from before. It was predicted that by the year 2005, women, minorities, and the disabled would dominate the workforce ("Managing Diversity", 1999). Organizations that are viewed as biased against these groups will not attract the competent workforce. Today, it is vital that organizations prove its impartiality in order to be successful in a constantly changing business environment.
The previous process of handling diversity entailed expecting people to assimilate to the new cultures. They were forced to adapt to fit the mold of company's dominant culture. The new process treats diversity as an asset. Actually, good diversity management does not require employees to assimilate. It encourages them to develop their strengths and present innovative ideas ("Managing Diversity", 1999).
What is managing diversity?
"Workforce diversity management has become one of the pressing issues that managers must address" ("Managing Diversity”, 1999). 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. Differences that replenish energy and undermine productivi...
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...ty (1999, July). Black Enterprise, 23(12), 79-86.
14. Nelton, Sharon (2000, September). Winning with diversity. Nation's Business, 80(9), 18-24.
15. Overman, Stephanie (1997, April). Managing the diverse workforce. HR Magazine, 36(4), 32-36.
16. Rice Jr., Booker (2000, May-June). Putting diversity to work: Playing on a level field. LIMRA's MarketFacts, 11(3), 38-39.
17. Schwartz, Robert H. & Sullivan, Dale B. (1999, Spring). Managing diversity in hospitals. Health Care Management Review, (2), 51-56.
18. Scott III, Samuel C. (1999, November-December). Vive La Differerce. Financial Executive pp. 44-48.
19. Thomas Jr., R. Roosevelt R. (2000, Winter). The concept of managing diversity. Bureaucrat, 20(4), 19-22.
20. Tung, Rosalie L. (1999, Winter). Managing cross-national and International Diversity. Human Resource Management, 32(4) 46-53.
21. Wagner, Mary (1997, September). Managing diversity Modern Healthcare, 21(39), 24-29.
22. Wilkinson, Brad (1999, October) Managing diversity: Buzz word or business strategy? HR Atlanta, 8.
23 Williams, Mary V. (1997, January). Managing Workplace Diversity. The wave of the 90's. Communication World, 7(1) 16-19.
The bystander effect is a the phenomenon in which the more people are are around the less likely someone will step-in or help in a given situation. THe most prominent example of this is the tragic death of Kitty Genovese. In march of 1964 Kitty genovese was murdered in the alley outside of her apartment. That night numerous people reported hearing the desperate cries for help made by Kitty Genovese who was stabbed to death. Her screams ripped through the night and yet people walked idly by her murder. No one intervened and not even a measly phone call to the police was made.
54 8 Copeland, (July, 1988), pg. 49 Bibliography: Copeland, Lennie (1988, Jun). "Making the Most of Cultural Differences at the Workplace", Personnel, pp. 52 - 54 Copeland, Lennie (1988, July). "Valuing Diversity, Part 2: Pioneers and Champions of Change", Personnel, pp.
Once Orlando returns to the world of civility, boarding a ship to London in her new dress, she reflects upon the duties of a woman. She remembers that, as a man, she thought women were to be “exquisitely apparelled” but also “chaste year in and year out” (251). This upsets her as she is overwhelmed by the large effort she will have to put into her appearance only to get no reward. Orlando’s dilemma has been one that women have always faced: the balance of sexuality and modesty. Her society places heavy emphasis on marriage, wherein daughters vainly alter their appearance in hopes that they will use their beauty to attract a man of status. Consequently, they must also show modesty, not making a man want them too much, in order to preserve their image of purity. After losing her ability to be sexual, Orlando realizes that she faces many problems that she didn’t have as a man. In coming home after a long trip, Orlando returns to countless lawsuits because her sons are fighting for a property she can no longer own. Although Orlando “remained precisely as [she] had been” (220), her memories and ability the exact same, society deems her incapable of owning property. Orlando’s society would rather take everything from her than admit that her sex changed very little else about her ability and personality.
Cañas, K. A., & Sondak, H. (2014). Opportunities and challenges of workplace diversity: Theory, cases, and exercises (3rd ed.). Upper Saddle River, NJ: Pearson.
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
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).
There is no question as to the fact that over the past couple of decades, our societies have become progressively diverse making diversity the number issue of concern for many organization, both public and private (European Group of Public Administration, 2012). But what exactly does diversity in HRM imply? According to the European Group of Public Administration (2012), diversity in HRM encompasses the the management of employee differences such as age, gender and race. However, there are those strings of HRM that broadened n the definition and application of diversity to include differences in competencies, knowledge, interest, values, and motivations (European Group of Public Administration, 2012). In HRM, simply
Empirical research supports the notion that diversity management can have a positive spillover effect in the workplace. Diversity management is defined as the planning and implementation of organizational systems and human resource practices to maximize the advantages of diversity while minimizing its disadvantages. There are several commonly used strategies in managing diversity. One of the most widespread methods is diversity training. Diversity training is a course of instruction aimed at increasing the participants' cultural awareness, knowledge, and skills in order to benefit an organization by protecting against civil rights violations.
Riccucci, N. M. (2002). Managing diversity in public sector workforces. (p. 28). Boulder, Colorado: Westview Press.
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. 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).
Diversity is defined as race, gender, age, language, physical characteristics, disability, sexual orientation, economic status, parental status, education, geographic origin, profession, life-style, religion, personality, position in the company hierarchy and any other difference[3]. In other words, diversity refers to ...
Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). 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.
Scholar Robert D. Enright ,believes that “ forgiveness is not condoning or excusing, because forgiving is not downplaying or distorting what has happened as if what one suffered is something no to be taken seriously “ (2001). Forgiveness is not forgetting evil acts nor condone offense or hatred but realising that when we hold on to horror and pain of every offense, it diminishes our lives. Furthermore, we should realize that we can’t change who offended us but can only change our physical, psychological and emotional response to the offense. Besides, I made a choice to accept the impact forgiveness had on me, and that has helped me regain my sense of wholeness and restore my inner light. It is crucial to remember and learn that forgiveness can’t be put off, but must be selfless and from the heart. We should learn to forgive from most of the things that life presented to us, from anger, loss, survival and even perseverance. For reasons best known to us, we may feel that it is difficult to forgive others who deeply hurt us. We insisted that, that person is not worthy of our forgiveness. That process of continuous crossing that bridge that held you over the pains you experienced, will lead you to a life of greater peace and acceptance. Furthermore, because I had continuously stepped on it, it has carried me and connected me to another side of life that I have discovered. If you’re
Esty, Katharine, Richard Griffin, and Marcie Schorr-Hirsh (1995). Workplace diversity, (a managers guide to solving problems and turning diversity into a competitive advantage) Avon, MA: Adams Media Corporation.
As Zack has done research on forgiveness as well, he states, “…studies show people unwilling to extend forgiveness to someone who has done them harm will often withdraw from social relationships and tend to experience deep loneliness,” (Carter, 2017). Along with that, for one to still have hurt and negative feelings, can add to stress, which has a huge impact on our bodies physically and emotionally. The stress of unforgiving feelings can take tolls on the body, leading to health problems that shouldn’t be around, and also can slow down the process to moving on with life. But when one can forgive, going through with the process, “…extending forgiveness was essential to personal healing,” (Carter, 2017). The process of forgiving, comes with the ability to walk away knowing, one’s self will heal in time. No more harboring negative