Preview your main points: First, I will reveal the misconception about about diversity within the workplace, then how we can encourage and support it, lastly the benefit of diversity within the workplace. Transition statement: Let me begin with the misconception about diversity is within the workplace. Body I. There are challenges to managing diverse work population. Managing
Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part
INTRODUCTION This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity. Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges.
“Training handout” According to cultural enhancement cultural competencies is a set of similar behaviors, attitudes, and policies that are combined together in any system agency or among professionals and enable that system, agency or those professions to work effectively in cross-cultural situations. Culture is used because it implies patterns of human behavior while competencies implies having the ability to work successfully. The ways culture impacts communication between people. There are three ways in which culture interferes with effective cross-cultural understanding (Eric Benhac). There are; cognitive constraints, behavior constraints and emotional constraints Cognitive constraint: Cognitive constraints are the way people view the world based on their culture.
It is my belief that a person’s happiness is directly linked to how they understand their relationship with both society and self—which are mutually affected by egalitarianism. Using the data from the General Social Survey, a national survey that seeks to “monitor and explain trends and constants in attitudes, behaviors, and attributes”, I will test the relationship of these two variables, as well as control for factors such as race and
A nation state is a group of people who share common bonds and live within a geographical territory under a system of government (S4 Integrated Humanities, 2016). The government of a nation state should provide for its people in the best possible way. Diversity refers to recognizing that each individual is unique, with their own differences, be it their race, ethnicity, religious beliefs or ideologies. When there is diversity in a nation state, there is bound to be disagreements, since different groups of people will have different opinions with others, which may escalate into conflict. A multiculturalist perspective should be attained by a nation in order to deal with cultural and ethnic diversity.
Cultural Intelligence or cultural quotient (CQ), is define as an individual 's ability to relate and work effectively not only in relation to the variety of cultures but also across a wide spectrum of social settings such as an organizational hierarchy. It is a term that is commonly used in business, instruction, government and scholarly research. The word cultural refers to the ideas, customs and social behaviour of a society while intelligence, on the other hand, is the ability to enquire and apply general knowledge and skills in everyday life. This essay will explore the importance of CQ as one of the most essential trait in today’s globalised education institutes and industry. First, cultural intelligence gives an examination based model to turning into a more viable pioneer in cultural differing settings and crosswise over cultural settings.
They support this claim by using the matrix of domination in relation to gender, race and class, then advise the reader to look at an issue through a broad perspective- realizing both the oppressor and the oppressed, and finally distinguish between recognizing and understanding diversity and not just acknowledging it. Andersen and Collins’ purpose is to have students think about race, class and gender as systems of power, how the three categories matter in shaping everyone lived experiences, and to understand race, class, and gender are linked experiences. Furthermore, Anderson and Collins adopt an unbiased, and assertive yet friendly tone for his/her audience, the readers and others interested in the topic of race, class and gender. By doing this, the readers can relate to the struggles that the issues bring up, however the authors can still get their point or message across
Usually the host-country nationals will have better understanding on the local market conditions, politics, laws and culture, so that they could manage subsidiaries effectively. For example, host-country managers are unlikely to make the mistakes arising from cultural misunderstands that expatriate managers are vulnerable to. Moreover, the recruitment of local employees also deliver a message to the host-country and its consumers that the company is willing to make a commitment to the country and its people. Another advantage is that polycentric approach is less expensive to implement as there are no relocation expenses and premium compensation for working abroad. A polycentric staffing also has its drawbacks.
It is safer to assume their deed is performed correctly than trying to change its execution. It is neither advised to attempt disaggregating their work in single steps in order to understand them (also called Taylor’s approach after Frederick Taylor). Knowledge workers don’t like to be told what to do or see their work analyzed and questioned. And the last important generalization Davenport assumes is the importance of commitment for knowledge workers. An organization will rarely get this kind of employees to perform under his full performance if he is not both mentally and emotionally attached and committed to his job.