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Importance of Cultural Diversity in Organizations
Importance of Cultural Diversity in Organizations
Culture - diversity in modern organization
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When a person thinks of diversity in the workforce, they think of cultural differences. In most cases that is true but diversity in the workforce can be many things not just cultural differences. Dictionary.com says that diversity is the fact or quality of being diverse; difference and a point or respect in which things differs. We are going to look at the diversity of a job facility for the developmentally disabled adult. Working in a job facility for the developmentally disabled (DD) adult has diversity that you would not find working in a regular job. There are federal and state regulations that have to be followed and there is continues training for the employees of the facilities on how to work with the clients on a daily basis. There is also training on how to deal with the emotions of the clients.
I. Diversity in the workplace
According to sacsconsulting.com, The United States is a "melting pot". Our American backgrounds are richly diverse. We each approach the world differently and our personality reflects our background. These diverse worldviews spill over in the workplace and can cause troublesome issues! The U.S. Department of Labor has found that 51% of conflicts and confrontation in the workplace are due to employees and employers not accepting or understanding individual differences. With an adult job, facility for the DD if the staff and the company as a whole do not accept that each DD adult is different and has a personality different from someone else there will be conflict and the conflict could lead to abuse. These reasons are why in an adult job facility for the developmentally disabled there is a lot of diversity that goes into making it run. There is the board of directors, the president, site coordinators, job developers, and regular staff. The Board of directors decide if it is feasible to open more day faculties or not to. Susan the president of Phoenix Alternative Incorporated (PAI) an adult job facility for the DD has been working in the DD field for 32 years. Susan has seen it all she has seen the demise of the institutes and the conception of PAI where she is the president in 1989. According to the company web site, it states that Leadership is provided by the Board of Directors and the president, who set the agency's overall direction. The programs continue to diversify to meet the grow...
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...le have to have special feelings for the DD and have patience for the clients. It takes a diverse staff and company to work with the different personalities of the clients. Where one client does not get along with one staff, they will get along with another staff member. According to Volman, it is neither productive nor accurate to solely attribute the mental disorder to the actual functioning intelligence level. The different intelligence levels of the clients make for a diverse work experience and whoever chooses to work with the DD needs to be prepared for change in their lives.
Diversity in the Workforce. (N.D.). Sacs consulting & Investigation Services, Inc. Retrieved December 8, 2004. From http://www.sacsconsulting.com/diversity.htm
Phoenix Alternatives Inc.
Phoenix Alternative Inc. (n.d.). History of Our Company. Retrieved December 8, 2004. http://www.phoenixalternatives.org/PAI%20History.htm
Volman, Steven M., PsyD. (2003). Working With Developmentally Disabled Clients. In Continental Connection. Retrieved December 8, 2004, from http://www.chnpartnerships.com/provider_info/CHN-NewsletterSpring2003.pdf#search='working%20with%20disabled
Phoenix Alternatives Inc.
P. Values are important and lifetime beliefs that greatly influence our behavior and attitude (SPSY 185, 2016). “NADSP (National Alliance for Direct Support Professionals) defines values as a professional who have values, skills and knowledge that constitute a unique and important profession” (NADSP Code of ethics, 2016). “As a DSP it is very important to examine one’s own values and attitudes as well as how they might factor in to the relationship with the individual that they are supporting” (SPSY 287, 2016 p: 19). “Our values and attitudes are extremely important factors given the type of work that is required in the human service field” (SPSY 287, 2016 p: 19). Professionals work closely with individuals to value them and spending time with individual. Therefore, it is the best way to learn about individual values and beliefs. Often professionals have hard time to label people, we as a DSP’s must think that the people who we are supporting are same as “we”. Being a successful DSP’s, we must need to have greater knowledge and positive influence when it comes to help people with disabilities. To become successful, we must need to look for changes in people’ lives and their past experience by asking them or by being empathy. There has not been a lot of changes in people with disabilities lives so as a DSP’s professional, we believe that we need to bring out our skills, abilities and
Chapter thirteen has two subject matter that it discusses in some detail, mental illness and developmental disabilities. This review will be exploring the history, philosophy and theories of developmental disabilities. Social workers come in contact with many clients that have developmental disabilities, and the chapter gives a glimpse the history, problems, and theories related to developmental problems. Chapter thirteen explores the issues of dealing with developmental disabilities in the past and what is being done today to help social workers face the issues.
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
Diversity also encompasses acceptance and respect proving that each individual is unique. It provides a safe and nurturing environment for the employee and will help the organization prosper and succeed. Diversity provides an understanding of each other and helping one to move beyond simple tolerance of embracing and celebrating the dimensions of
Running into barriers while attempting to locate and navigate services for developmental disabilities are not because you don't want to help your child, or don't care - chances are, you are facing a wide rage of emotions. Some barriers that take an emotiona...
Diversity is defined as “people from differing age groups, genders, ethnic and racial backgrounds, cultural and national origins, and mental and physical capabilities.” (Plunkett, Allen, Attner, 2013).
Traditionally, diversity refers to an assortment of races, ethnicities, genders, ages, disabilities and perhaps sexual orientations. A definition of diversity, however, should not be constrained by traditional categories such as these. Such a definition should also include categories such as religion, educational level, life experience, geographic location, socio-economic background, marital status and work experience. Indeed, each person employed by a company possesses unique qualities that encompass many factors.
The focus of this paper is to elaborate on the changing landscape of work in America during the twenty-first century. According to the researchers, as the economy continues to slowly recover from the recession and economic crisis, more of our baby boomers are reentering the workforce. In addition to the introduction of automation and computer technologies into the workplace, this has dramatically changed the nature of jobs for the older workers (Czaja and Sharit 2009). As stated in the Government Accountability Office in 2006, the number of workers over age 55 is projected to increase significantly over the next 20 years. Evidence shows that ageism, stereotypes, and misinformation about our older population continue to be major issues across
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).
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.
Differences are an undeniable common thread in American culture and the global community at large. It should be expected that every individual is unique in his or her own experiences, views, beliefs philosophies and ideologies. Fortunately, these distinctive differences that have become a driving force for change and acceptance in the workplace environment. “Workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, [by] age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Shen, Chanda, D’Netto, & Monga, 2009, p. 235). Support of individuals’ unique differences has assisted organizations in creating a business culture, which allows its workforce to thrive. Moreover, effective management of diversity has enabled organizations to better understand the many facets of the communities they reach and has allowed companies to successfully compete in an increasingly competitive global market.
Diversity in the workplace can relate to having staff/employees from a wide rage and different backgrounds, this can include employees of different gender types, physical ability, age, preferred sex, religious belief, life experience, educational background, hardship, all of the above relate very strongly to diversity in the workplace. A workplace diversity policy is to create and manage a workplace environment that encourage
Greenburg, Josh. (Jan. 24, 2005) "Diversity in the Workplace: Benefits, Challenges and Solutions." Viewed March 5, 2014. Retrieved from http://ezinearticles.com/?Diversity-in-the-Workplace:-Benefits,-Challenges-and-Solutions&id=11053
There are numerous careers related to special needs, all of which require different schooling, training, mentorships, and other types of preparation. Any type of job working with children with mental and physical disabilities can be challenging but also very rewarding when one sees the child improve (Tyrer, 2007). Different types of careers affect special needs children in different ways. For example a teacher will help them thrive in school, while other careers may help the kids improve at home or in a public setting. Special needs workers should be creative, flexible, and personable to be able to meet the needs of the child and also provide useful information for the child’s parents. It is important for one to at least complete minimal required training so one will be fully prepared to work with a child with any type of delay. Often children in schools do not improve at a higher rate because their teacher may not have the necessary training to assist them (Marković, 2014). No matter what special needs career someone chooses, everyone should have one common goal: to help special needs children thrive. Marković from the article “Work with Kids with Special Needs” puts it perfectly when she states, “the main aim is that children with disabilities get the chance to grow, learn, and socialize with children with normal development, and that these children can adapt and learn together with children with special needs. In this way, they develop understanding, tolerance, and humanity” (Marković,