Managing diversity and demographical changes in the workplace presents many dilemmas. Confronted with constant change, management, business educators, and organizational consultants continue to meet the challenges of a new and diverse workforce in a number of ways. Diversity can be defined in numerous ways. Diversity includes all the ways in which people differ, and it encompasses all the different characteristics that make one individual or group different from another. It is all inclusive and recognizes every individual and every group as part of the diversity that should be valued. A broad definition includes not only race, gender, ethnicity, age, national origin, religion and disability, but may include sexual orientation, values, personality, education, language, physical appearance, marital status, socioeconomic status, religion and so forth.
All these characteristics can impact an individual’s attitude and behavior toward people that evolves around him and toward the general public on a daily basis. In this paper, we will examine how ethnicity, differences in skills/abilities, occupation and personality traits impact the behavior of people in society and/or how it can impact my own behavior as well.
Many people have a very shallow view of racial and ethnic diversity. They see it as simply the belief that one race is superior to another. It is much more than that. It is a fundamental (and fundamentally wrong) view of human nature. Racism is the notion that one's race determines one's identity. It is the belief that one's convictions, values, ideology, and character are determined not by the judgment of one's mind but by one's anatomy or "blood." This view causes people to be condemned or praised based on their racial membership. In turn, it leads them to condemn or praise others on the same basis. In fact, one can gain an authentic sense of pride only from one's own achievements, not from inherited genetic characteristics. The spread of racism requires the destruction of an individual's confidence in his own mind. Such an individual then enthusiastically seeks a sense of identity by clinging to some group, abandoning his authentic sense of his own ethnicity.
I, on the other hand, have much respect for the multi-ethnic groups among our society. I was born and raised as a Jewish Orthodox and am now more of a mix between a Conservative and a Modern Ort...
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...sonality traits consist of procrastination, thriving under heavy pressure, companionable and talkative. Knowing how I master in thriving while under stress, I tend to procrastinate to the end knowing that I will produce the best results which leads me to continue this bad habit of prolonging. My love for socialization leads me to behave in the friendliest way in order for others to enjoy my companionship. If my behavior was the other way around, people would definitely avoid me. I need to be considerate of my choices for harmonious words in order to keep people around.
With all that said, we can see how various diversity and demographic characteristics has an effect on how we behave on a daily basis, unequivocally or unfavorably. Since diversity encompasses of the various characteristics of an individual to differ from others in its own uniqueness, different behaviors are formed accordingly to make an individual a person of his own diversity. By seeing how various diversity characteristics of mine affected the way I behave, managing them effectively is vital in order to lead a successful and happy life both in the professional and personal aspects to avoid any possible dilemmas.
As individual thinks the world to be diverse, often we take for granted unknown cultures. At times, most minority cultures is view as one thing whereas the ethnicity is multifaceted. Historically we used assumptions, not evidence, to equate cultures with social identities (Handwreker, 2002, p107. Society usually dismissed individuality of cultural and tend to put everyone with similar background in the same category. Recognition cos ethnic group has to rely on each other to voice out opinion on the matter and educated the history of personal culture.
Being successful at managing workforce diversity involves attracting and retaining the highest quality individuals in the talent pool. For managers it means learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Successful management of workforce diversity is a process that takes place in many stages and on many levels. It requires managers to first recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.
Diversity management initiatives are long term and strategic in focus. 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...
Racism comes in many forms and fashions. Reasons for this intolerance, are just as varied and numerous. Intolerance is displayed by humans toward one another in regards to skin color, ethnicity, religions and personal sexual habits, among a few. Comparably, some are taught through environment, the temperament that was prevalent in the households were one was reared, from acquaintances and from revered people that one connects with on life’s journeys, and from world views, among a few.
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).
The importance of diversity, advantages and disadvantages/problems that arise in the workforce will be discussed, as well as the key tools and strategies supervisors need to know about managing diversity in the workplace.
Raymond B. Cattell (1906-1998) studied the personality traits of large groups of people, calling the visible features of their personalities “surface traits.” During his studies, Cattell observed that certain “surface traits” would appear simultaneously in individuals. When Cattell noticed this trend occurring frequently he renamed the group of “surface traits” “source traits”. At the conclusion of his research Cattell identified sixteen “source traits.”
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.
Companies such as Buzztronics are leading the way in the global economy because of their dedication to diversity in the workplace. In order to build a diverse and successful workforce, a business needs to recruit, train, and retain capable and talented minorities.
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).
Living in a country where it was founded by immigrants, diversity is everywhere you go especially in the workplace. There are many types of diversity; ethnicity, gender, religion and age just to name a few. Working in a diverse organization it can give you a taste of the real world, and what you will deal with wherever you go. There is so much diversity in the world today so it is a benefit to experience it in the workplace as well. You are given the chance to learn so many things from different cultures, why wouldn't you want to work in a diverse organization?
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.
Mccrae, R. R. and Costa Jr, P. T. 1997. Personality trait structure as a human universal. American psychologist, 52 (5), p. 509.
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.
Diversity issues will gain importance because of the effective interactions and communications between the people. Diversity is the reality of the business world. It can have negative and positive impact on the employee’s behaviour towards work and work results. This also depends on how the employees have understood it and grasps it.