Cultural diversity is increasingly important due to higher globalization and the ease of movement from one industry to another, and throughout the world; organizations that embrace this diversity have been shown to have a better internal culture, higher creativity, better relationships, and resistance to groupthink mentalities (Grivastava & Kleiner, 2015). Diversity is often thought of as ethnic, but diversity can cover things ranging from diverse religious views to different perspectives on how work should be accomplished. Diversity is not a weakness, quite the opposite, diversity can build a competitive advantage for organizations that make the effort to understand and cultivate it. Diversity is increasing, not decreasing, and this is evidenced …show more content…
Reactions of trainees have been shown to be an effective measure of training objective attainment (Bezrukova et al., 2012). Diversity training, by its very nature, would need to measure the reaction of the trainees in relation to the training, since without a positive reaction there can be little hope that the managers will apply anything they learn. A survey at the end of the training, and several follow-up online surveys would gauge not only the reaction to the training, but also subsequent attitudes about the training. A survey similar to the Multicultural Awareness, Knowledge, and Skills Survey would examine a wide range of attitudes and feelings toward diversity in culture (Bezrukova et al., 2012) It would be recommended that computer training continue on a regular basis throughout the year, which would give data on how much information was retained by the managers, and also how successful they feel they are in applying the knowledge. It would also be useful to survey the employees and determine whether they feel their viewpoints are considered more fairly, and what, if anything, they still feel is an issue. The use of employee surveys with diversity indices would help track behavior after the diversity training (Cocchiara et al., 2010). These suggestions would allow for assessment of the reaction, learning, and to an extent, behavior criteria. Direct observation at semi-regular intervals of managers and their staff would also be useful in determining the learning and behavioral changes due to the diversity
Cox, T., and Blake, C. (1991). Managing Cultural Diversity: Implications for Organizational Competitiveness. Academy of Management Executive vol. 5 (3). Retrieved from (http://www.jstor.org/discover/10.2307/4165021?uid=3738832&uid=2&uid=4&sid=21101348728463).
“Without awareness and knowledge of gender, race, culture, and ethnicity, therapists and other helping professionals could unwittingly engage in cultural oppression (A. Dunklin, Ph.D., personal communication, October, 2009). Dr. Dunklin is accurate in his statement. After surviving the destruction of the Third Reich, the civil rights’ movement of the 1960s and the women’s movement of the 1970s, it is hard to understand why the need for diversity still has to be discussed except that as a society, we are infants when dealing with diversity issues. There have been but one or two generations since World War II and the outlawing of segregation in the 1960s (Sciame-Giesecke, Roden, & Parkison, 2009). During this time, society has dealt with tremendous heartache and pain in the past seven decades because of discrimination due to a person’s religion, hair color, sex, disability, body weight, color of skin (or lack of color), sexual preferences, ethnic heritage, and so forth. These issues continue as obstacles to achieving cohesive communities. Neighborhoods, schools, churches, and the worlds of science and psychology provide examples of how much discrimination still remains. It is impossible to not engage in cultural oppression to some degree. Working in a cross culture situation could be likened to working in a cross language situation; unintended oppression approaches zero as “fluency” is obtained in the other language or culture (Dr. K. Seaman, personal communication, October 16, 2009). What is crucial to the success of obtaining “fluency” in diversity is to constantly submit ourselves to self-examination to improve our interactions with everyone we come in to contact with, in order to reduce ...
According to Kinicki, diversity represents the multitude of individual’s differences and similarities that exist among people. When developing a cultural diversity training program, one has to manage diversity with a new approach of inclusion and recognition. Managing diversity enables people to perform up to their maximum potential (Kinicki p. 111). As we analyze diversity, we will evaluate some common barriers and challenges in managing diversity. In developing a diversity program, we will analyze methods and procedures that will be apart of the program. Kinicki (p.*) says an important first step in overcoming these obstacles is for leaders to convey to their employees why the organization values diversity.
Diversity in the workplace is very important in today’s global workforce because workers in the economy all over the world are currently made up of many different ethnicities, varied cultures, beliefs, and backgrounds. People that are involved in management such as managers, and supervisors could greatly benefit from being accustomed to diversity in the workplace because their job entails dealing with a multicultural work environment on a daily basis. Knowing how to handle diversity in the workforce and having the necessary skills for supervisors would be beneficial not only to them but also to the success of the company and economy because a strong, diversified workforce will create a more “creative, innovative, and productive workforce.” (Kerby, 2012).
As companies began to offer workplace principles of independence, out of the box thinking and open-door policies; wouldn't it be even more important to have a cultured workplace. Workplace diversity is the here & now and also the wave of the future as markets expand into global territories. Setting the legal obligations asides a company should want to maximize its potential by reaching out beyond its current marketable persons and into other bodies of people. The cause of having such a diverse foundation shows growth and understanding to support the "changing of the times" of the modern workforce. The effects are how diversity impacts the company's personnel, economy, and global markets.
In an environment that deals with a vast amount of the diverse population, culture is very important. In fact, many healthcare organizations benefit immensely from the impact of culture in a diverse setting. One benefit of this setting is that culture provides guidelines for employees, patients, doctors, visitors, and others that utilize these facilities. Healthcare organizations set the foundation of their companies using cultural beliefs, values, and a code of conduct to create a diverse and accepting workplace.
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
There are many different forms of diversity that effect human behavior and the culture of companies. These many different values, skills and abilities, ages, and occupations will be a challenge for managers today to find creative new ways to incorporate each individual’s ideas into their business and to create a productive culture that values every form of diversity.
Schein in his book “Organizational Culture and Leadership” explains how different believes and behaviors start to be logical when we understand their cultures by stating “When we learn to see the world through cultural lenses, all kinds of things begin to make sense that initially were mysterious, frustrating, or seemingly stupid” (2010, p. 13). This kind of foresight should be the starting point in order to manage the tremendously growing diversity in the workforce nowadays. Leaders and administrators of both public and private organizations through their influence are responsible to promote and manage diversity in an ethical manner.
The use of culturally diverse business teams is an increasingly common situation in today’s world; especially as the world continues to become a global village. Leveraging on the cultural diverse backgrounds and experiences of members of such teams can be a source of improved performance which can ultimately reflect a competitive advantage in the business market. As Symons and Stenzel (2007) aptly state, “culturally diverse teams are more likely to engage in innovative `out-of-the-box' thinking, given their different life experiences in diverse social environments.” Another pointer to suggest that multicultural teams tend to be a source of competitive advantage in business is found in the paper by Di Stefano and Maznevski (2000) where they state that “multicultural teams have an enormous wealth of material with which to create innovative approaches to complex organizational challenges.” They furthermore state that “today’s business cannot flourish without the creative value afforded by high performing global teams.”
Diversity in classrooms can open student’s minds to all the world has to offer. At times diversity and understanding of culture, deviant experiences and perspectives can be difficult to fulfill, but with appropriate strategies and resources, it can lead students gaining a high level of respect for those unlike them, preferably than a judgmental and prejudiced view.
Organizational Diversity represents the differences amongst people that are likely to affect their acceptance, work performance, satisfaction, or progress within the organization. It shows the ins and outs of an organization as well as how having a diverse workplace will benefit your company through several factors and perceptions of many different people.However, there are two different types of diversity, the first being Surface-Level diversity which deals with the observable attributes such as race, ethnicity, sex, age etc. The next type is the Deep-Level diversity which deals with the attributes that aren’t as openly visible but can be inferred after experience, like certain attitudes, beliefs, values, and or personalities. It is so important
The world is currently undergoing a cultural change, and we live in an increasingly diverse society. This change is not only affect the people in the community but also affect the way education is viewed. Teaching diversity in the classroom and focusing multicultural activities in the programs can help improve positive social behavior in children. There is no question that the education must be prepared to embrace the diversity and to teach an increasingly diverse population of young children.
Culture is about a set of values, beliefs, and norms that affect the behaviors of large groups of people. Whereas, diversity is more than skin color or ethnic heritage. Diversity within a group is about the quality of being different. The differences between values, traits, attitudes, status is what diversity entails. Engleberg and Wynn state that these “characteristics include age, occupation, physical ability, marital status, personality preferences, and much more.” We must remember to avoid stereotyping individuals and learn to accept that diversity in groups is the skillset that individuals bring to the group. The knowledge that individuals bring to the group is the diversity that most businesses are
According to David O. McKay (2013), multicultural education is constructed to prepare pupils for citizenship in a democratic society by facilitating them to take into account the needs of all individuals; it shed light on how issues of language, ethnicity, culture, religion race, abilities/disabilities, and gender are entwined with educational content and processes. A multicultural curriculum is needed to accommodate for diverse learning and teaching styles of facilitators and pupils and to expose biases, stereotypes, and policies that can restrict achievement. What is more, a multicultural curriculum is also needed to help pupils, faculty, and staff become advocates for multicultural awareness, to ensure that content is fair, accurate, and inclusive, and to prepare pupils for diverse workplaces and multicultural environments. In writing this paper, the author will describe key issues of culturally diverse students, recommend a curriculum approach to address the issues, and discuss the challenges and benefits expected. In addition, she will describe three key issues of male and female students recommend a curriculum approach to address the issues, and discuss the challenges and benefits expected. In closing, she will describe three key issues of students with disabilities, who are mainstreamed, recommend a curriculum approach to address the issues, and discuss the challenges and benefits expected.