Glt1 Task 2

The article focused on the importance of diversity in the workplace. It discussed on topics such as impact of diversity on business, the meaning of diversity for leaders and changes to be brought in the mindset of new leaders. Diversity has a positive impact on individual productivity, organizational effectiveness, and sustained competitiveness. The article suggested that the organizations that invest a high amount of resources in leadership development programs with a worldwide perspective and recognize the significance of diversity, tend to have better business results. Apart from the fact that diversity is an essential ingredient to a successful operation, a systematic approach to apply diversity concepts—such as valuing differences between

The world’s expanding level of globalization demands for increased interaction among individuals from a diverse spectrum of backgrounds. It is this globalization that makes maximizing and capitalizing on workplace diversity a significant component of economic success for companies. With society’s increasing demand for inclusiveness and diversity in all aspects of everyday life, a job as a chief diversity officer grows more valuable. A chief diversity officer is responsible for cultivating work environments that promote diversity by identifying where their organization is lacking in multiculturalism and taking the proper steps to ensure that these shortcomings are rectified. A career as a chief diversity officer is an ideal career choice for

While diversity is most notably tied to race and religion, the idea of diversity goes much further including age, experience, time with a company, gender, and many more factors (Greenburg, 2004). With this incredibly wide range of characteristics, which when mixed in a company atmosphere lead to a diverse workplace, it is easy to believe that issues and disagreements can easily arise. In order to keep from causing friction, diversity needs to be introduced with grace, accompanied by communication and adaptability, as well as the acceptance and willingness to change within management as well as the staff (Patrick & Kumar, 2012). When diversity is not welcomed with willingness, many problems which can be detrimental to the staff and organization as a whole ranging from conflict and tension to staff leaving the company, can occur.

Diversity training provides the knowledge, skills and tools that will assist new employees on proper way to treat people who may be different from them by for instance their culture, background or ethnic. Some of the strengths of diversity training for new employees are its ability to create in them a positive idea of the organization and foster the idea of belonging. For instance, as a young woman and entry level employee, I will feel more comfortable working in an environment where diversity is promoting. Why, because I will feel more valuable, have an equally opportunity for advancement and must of all, have my rights respected. In the other hand, some of the weaknesses of diversity training during new employee orientation can be the address

Making Diversity Work: Seven Steps for Defeating Bias in the Workplace in a useful and practical tool for reducing biases in the workplace. By challenging our own attitudes and behaviors and then changing

While healthcare organizations have proven they are making solid efforts to instill a culture of diversity and equality in the workplace, there is still work to be done to provide the patient population with staff at all levels that represent the cultures they treat and offer fair career opportunities. Human resources and recruitment leaders are the face of an organization in a number of ways. They are the first staff that prospective applicants encounter while seeking employment opportunities, hence tasking them with making the first great impression. As organizations closely review resumes and schedule interviews to find the best fit for a role, applicants are researching just as diligently to ensure this will be a fulfilling position

Based on the Time Magazine article, it is quite obvious that diversity issues within an organization are a very serious matter that should not be taken lightly. Therefore, these issues tend to be much more time consuming than other matters throughout an organization. Executives need to make the decision to take action towards this issue and implement some form of diversity training to ensure that the organization is satisfying the EEO Commission. I believe that it is capable for these organizations to make positive changes when it comes to diversity and equality in the workplace, but the executives need to be willing to spend crucial time and money for there to be any effective change. I also believe that it needs to be a collective effort

In DesJardins, An Introduction to Buisness Ethics, Chapter ten examines the way a business should address the inequalities of the workplace and the ethics involved with dealing with these issues. It explains how even in this day in age when all people are considered equal we still major social and economic differences in our society and in turn our workplaces. In this chapter it discusses that even with the growth of diversity throughout the world it may not be equally happening in the workplace. With the increase in diversity in the workplace, the question for me is why has this trend not translated to the positions of power in these companies. Equality in the workplace has been around for years and the viewpoint of most company’s is that

This paper will examine an organization (i.e., non-profit) with headquarters in the United States, which has inclusive practices and policies at various inclusion levels (e.g., within the company, with the community, with state/federal programs, and internationally). For the purposes of this paper, Goodwill Industries Inc. will be analyzed to determine whether the company demonstrates an understanding and respect for diversity. Goodwill Industries Inc. was founded in 1902 and is currently based in Rockville, Maryland. According to the company 's "About Us" (2016)

Caitlin Alexander, LaKeisha Givens, David Lindke, William Miller, Raymond Rodriguez, Shawna Silva and Jason Streger

The concept of Diversity comprises tolerance and respect, it means to understand that every person is unique and to accept the individual’s differences. These dissimilarities can be race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.

In a competitive global market the relies heavily on a diversified workforce, having an inclusive leader has grown in importance. Setting up and controlling the corporate culture starts at the top of the organization with establishing a leader that has a clear focus on the type of organization they need to have (Billimoria, 2012). As such, an organization that subscribes to inclusive leadership will look for specific traits in their leaders, the leader will posses specific skills sets, and have the ability to apply these skills and traits in the workforce.

In any organization, the diversity in terms of the needs of the employees is varied. Each follower or group member has specific needs and desires. The degree of the diversity in the organization depends on the motivational factors that motivate that employee. A good instance is whereby some of the employees are motivated by money while others are motivated by the change and new experience. In terms of the individualized consideration, it is up to the transformational leader to ensure that they recognize the needs of such individuals and or determine the various factors that inspire and motivate the employees. There are many instances that the leader can implement the individualized consideration to their employees. These ways can include showing

This assignment is set up into two parts. The first part will be the theoretical part, where we will be discussing the concept of the chosen topic, Diversity Management. We as a group will collect definitions from various sources in order to get a broader understanding of Diversity Management. Thereafter we will look at the analytical part of Diversity Management. We will then elaborate on a case study of our choice in order for us to illustrate the concept of Diversity Management. We will link the two parts of theoretical and analytical so that there is an understanding of how Diversity Management plays a role in the everyday lives and how it is applied. After that we will end off by summarizing what we have researched on Diversity

The Concept of Diversity in the workplace has been growing faster than its concomitant issues could be adressed. “Diversity Management can be defined as the process of planning, directing, organizing and applying all the comprehensive managerial attributes for developing an organizational environment, in which all diverse employees irrespective of their similarities and differences, can actively and effectively contribute to the competitive advantage of a company or an organization.