Outline For Diversity Essay
the imtpact of diversity in the work place
Writing seminar
Outline:
I. Introduction to Diversity
A. Thesis Statement
II. Impact of Diversity in the workplace
III. Why is Diversity beneficial to employees and the business?
IV. Managing Diversity in the workplace
V. Identify the major stumbling blocks to communication across different cultures
VI. Conclusion
VII. References
Diversity is important in every business place for successful development however upon facing difficulties solutions for managing diversity are placed to counteract these challenges.
‘The concept of diversity encompasses acceptance and respect. It means understanding …show more content…
that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual.’ (http://gladstone.uoregon.edu/~asuomca/diversityinit/definition.html)
Diversity can be classified into two dimensions. The primary dimension such as age, gender, sexual orientation or exhibition of the main differences between various individuals. These primary differences also has the most impact on initial encounters and can be easily noticed and serve as filters through which people view the world. The secondary dimensions such as religion, education, geographical location, income, etc., are those qualities that are not noticeable in the first encounter and can even change throughout different encounters. These qualities are only noticed after some interactions occur between individuals. Globalization in this recent time has triggered more interaction amongst people from different cultures and backgrounds than before. People are now more open-minded in the marketplace worldwide with competition coming from almost everywhere in the world. Diversity can be a problem to an organization but could also be a solution. It also comes with its disadvantages but also benefits. The challenge then is to extract the very essence of diversity and tactically manage it for the improvement of the people and the organization.
Most organizations in their own perspective, adopt diversity at their workplace or organization to become more creative and open to change. Increasing and improving workplace diversity has become an important issue for management in the recent years due to the recognition of how the workplace is changing. Since managing diversity still remains a challenge in organizations, managers tend to learn managerial skills needed in a multicultural working environment and prepare themselves to teach others within their organizations to value cultural differences and treat all employees with dignity. For some business leaders and managers, diversity is a big challenge, as it knows no organizational boundary and has no limitations.
Diversity can be very beneficial within a business in numerous ways as followed. Firstly diversity encourages common appreciation around workers. Whether workers work in gatherings or groups embodied associates with differed work styles, or partners who speak to diverse societies or eras, a synergistic work environment turn into the standard. Despite the fact that a pure air may be troublesome to attain, workers in any case perceive the numerous qualities and abilities that differences brings to the work environment and they increase regard for their associates ' execution. Secondly in every working environment one is likely to bound into conflict but however employees who accept others’ differences often also find similarities, particularly when there are common goals for production and quality. Employees realize that by having respect for co-workers it assist in reducing conflict or facilitates an easier road to conflict resolution. The ability to resolve workplace conflict minimizes potential liability for employee complaints that would otherwise escalate to formal matters, such as lawsuits. Workplace diversity makes the relation between employees, co- workers and supervisors easier. How convenient would that be if a business isn’t known for having a good reputation? Every business seeks in being superior or at a high standard. With diversity in the workplace, it will be important for employees since it promotes the well-being of persons, leading to increased profitability and opportunities for workers. Work place diversity is important within the organization as well as outside. Diversity helps businesses thrive.
A diverse workplace offers more than exposure to employees from different cultures and backgrounds. Employees learn from co-workers whose work styles vary and whose attitudes about work varies from their own. This is particularly true for employees within multigenerational work environments. For instance traditional workers would learn and even master what has been taught to them by whom we call ‘techy-savvy millennial generation’ Likewise, meaning traditional workers (generation X) who only knows the traditional ways of doing certain task such as writing hand written letters and reading books for information may be taught how to send emails as well as how to use computers for research by tech- savvy millennial generation (generation Y).
A diverse workforce also makes a company stronger, which increase growth and profits. Company growth plays an important role in employee growth, as it provides more opportunities for advancement. It’s also important in letting employees know that by hiring employees from a variety of backgrounds, this gives the company a better perspective on the needs of all customers. Employees who come from a variety of racial and ethnic groups and sexes can provide great insight on what could be best for marketing, technics for increase in sales and improvement for customer satisfaction.
Managing diversity is a management strategy that intends to make productive use of ethnic and other differences between individuals. It is based on the premise that at least if they are well managed – diverse teams will produce better results and diverse companies will gain market advantage. In relation to other employment equity policies, diversity management is primarily driven by the ‘business case’, in other words by the argument that diversity and or its management will increase organizational efficiency and profitability.
With increasing organizational efficiency as the major goal, there are a number of ways in which diversity management is said to achieve this end.
While the reasons for which particular organizations implement diversity management might differ, there are several advantages of diversity management as follows. Not everyone has long given talents and base on the geographic development it would be unreasonable for organizations not to make use of existing talents due to a focus upon homogeneity. A policy of diversity simply increases the pool of potential employees to choose from. And it might make companies more attractive for potential employees from minority backgrounds.
Access to markets and legitimacy with partners and customers with markets globalizing, and also with the fact that societies are and become more diverse, organizations are dealing with a variety of different partners and customers nationally and internationally. By reflecting this diversity in a diverse staff, companies might firstly strive to gain a better image with their customers as well as their partners. Secondly, minority communities are recognized as markets of growing importance, markets that might better be entered if knowledge about the customers’ preferences is available within the
company.
Thirdly, and surprisingly the diversity of the staff can be a way to account for the customers’ actual or presumed taste for homogeneity: For instance if certain individuals preferred to deal with staff of their own kind, it will be useful for a company to have that staff available.
A central idea of diversity management is the assumption that diverse teams produce better results due to internal dynamics. What could be called the change hypothesis assumes that heterogeneity will enhance group performance via changing group processes: diverse teams, the idea goes, will profit from a greater variety of perspectives resulting in better problem solutions, increased creativity and more innovation. Ideally, processes of intercultural exposure and mutual learning should lead to effects of cultural or other change that benefit the organization as well as everybody involved.
Diversity management strives to create an environment in which differences are valued, in which special needs are taken into account, and in which every individual feels respected and acknowledged. This inclusive setting is hoped to create a situation in which people can work more productively and achieve their full potential. Job satisfaction should be enhanced, turnover reduced, and the development of synergy effects should be facilitated in an inclusive environment.
While the absence of discrimination is an end in itself, there are moreover business arguments for equality. On the one hand, discrimination will impede the utilization of all available talents and create a working environment in which people feel uncomfortable and dissatisfied. On the other hand, discrimination might cost money directly due to legal penalties.
Obstacles will always be surfaced. With diversity there may be many tumbling blocks. The oxford dictionary defines culture as the ideas, customs, and social behaviour of a particular people or society. Anxiety is one of the many tumbling blocks faced when it comes to communication among different cultures. The very fact that persons are facing someone of another culture often creates nervousness. Individuals worry about whether they will be able to express ideas correctly. If it happens that an individual happens to be communicating in a language other than their native tongue, they may have fears about grammar and pronunciation, as well as the ability to comprehend what the other person is saying. This anxiety in turn affects the person’s ability to communicate with focus and clarity
Across the world there are many different cultures but for persons who don’t pay attention, they would easily assume that everyone is the same because they are all human beings. This most of the time leads to difficulties in communication because cultures differ in their attitudes toward the pursuit of these needs. Whether you assume similarities or differences, you are setting up a major barrier to communication because your assumptions make it difficult to develop mutual understanding.
Though people from different cultures may learn a new culture, there cultural differences may still lead to miscommunications. For example a French individual who speaks little english may not fully understand an English man at some point in communicating.
When faced with anxiety about interacting with a new culture, most people resort to the false comfort of stereotypes. A stereotype is an overgeneralized belief that provides a starting point for understanding a culture. It’s just like here in Dominica persons believe that kalinagos are not so smart when it comes to doing work and nicknames may be thrown at them.
To really understand and communicate across cultures, it is important to overcome any tendency to be judgmental. No one will ever support anything which is against their belief or culture. For example, an immigrant from an African country who is used to hardship may frown upon what he or she perceives as wasteful expenditure on Americas highly priced designer clothing.
In conclusion 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. Management tools in a diverse workforce should be used to educate everyone about diversity and its issues, including laws and regulations. Most workplaces are made up of diverse cultures, so organizations need to learn how to adapt to be successful.
REFERENCES
Definition of Diversity. (n.d.). Definition of Diversity. Retrieved April 10, 2014, from http://gladstone.uoregon.edu/~asuomca/diversityinit/definition.html Definition of culture in English: (n.d.). Culture: definition of culture in Oxford dictionary (British & World English). Retrieved April 12, 2014, from http://www.oxforddictionaries.com/definition/english/culture Dimensions of Diversity « IVY. (n.d.). IVY RSS. Retrieved April 12, 2014, from http://www.ivygroupllc.com/executive-leader/dimensions-of-diversity/ Employer Resources. (n.d.). Internships.com. Retrieved April 11, 2014, from http://www.internships.com/employer/resources/recruit/whygen-y
Mayhew, R. (n.d.). Why Is Diversity in the Workplace Important to Employees? Small Business. Retrieved April 8, 2014, from http://smallbusiness.chron.com/diversity-workplace-important-employees-10812.html Stewart, D. (2011, March 17). What Are the Barriers to Intercultural Communication? EHow. Retrieved April 7, 2014, from http://www.ehow.com/info_8072130_barriers-intercultural-communication.html#ixzz2yKGbsFzn
.
Writing seminar
Outline:
I. Introduction to Diversity
A. Thesis Statement
II. Impact of Diversity in the workplace
III. Why is Diversity beneficial to employees and the business?
IV. Managing Diversity in the workplace
V. Identify the major stumbling blocks to communication across different cultures
VI. Conclusion
VII. References
Diversity is important in every business place for successful development however upon facing difficulties solutions for managing diversity are placed to counteract these challenges.
‘The concept of diversity encompasses acceptance and respect. It means understanding …show more content…
that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual.’ (http://gladstone.uoregon.edu/~asuomca/diversityinit/definition.html)
Diversity can be classified into two dimensions. The primary dimension such as age, gender, sexual orientation or exhibition of the main differences between various individuals. These primary differences also has the most impact on initial encounters and can be easily noticed and serve as filters through which people view the world. The secondary dimensions such as religion, education, geographical location, income, etc., are those qualities that are not noticeable in the first encounter and can even change throughout different encounters. These qualities are only noticed after some interactions occur between individuals. Globalization in this recent time has triggered more interaction amongst people from different cultures and backgrounds than before. People are now more open-minded in the marketplace worldwide with competition coming from almost everywhere in the world. Diversity can be a problem to an organization but could also be a solution. It also comes with its disadvantages but also benefits. The challenge then is to extract the very essence of diversity and tactically manage it for the improvement of the people and the organization.
Most organizations in their own perspective, adopt diversity at their workplace or organization to become more creative and open to change. Increasing and improving workplace diversity has become an important issue for management in the recent years due to the recognition of how the workplace is changing. Since managing diversity still remains a challenge in organizations, managers tend to learn managerial skills needed in a multicultural working environment and prepare themselves to teach others within their organizations to value cultural differences and treat all employees with dignity. For some business leaders and managers, diversity is a big challenge, as it knows no organizational boundary and has no limitations.
Diversity can be very beneficial within a business in numerous ways as followed. Firstly diversity encourages common appreciation around workers. Whether workers work in gatherings or groups embodied associates with differed work styles, or partners who speak to diverse societies or eras, a synergistic work environment turn into the standard. Despite the fact that a pure air may be troublesome to attain, workers in any case perceive the numerous qualities and abilities that differences brings to the work environment and they increase regard for their associates ' execution. Secondly in every working environment one is likely to bound into conflict but however employees who accept others’ differences often also find similarities, particularly when there are common goals for production and quality. Employees realize that by having respect for co-workers it assist in reducing conflict or facilitates an easier road to conflict resolution. The ability to resolve workplace conflict minimizes potential liability for employee complaints that would otherwise escalate to formal matters, such as lawsuits. Workplace diversity makes the relation between employees, co- workers and supervisors easier. How convenient would that be if a business isn’t known for having a good reputation? Every business seeks in being superior or at a high standard. With diversity in the workplace, it will be important for employees since it promotes the well-being of persons, leading to increased profitability and opportunities for workers. Work place diversity is important within the organization as well as outside. Diversity helps businesses thrive.
A diverse workplace offers more than exposure to employees from different cultures and backgrounds. Employees learn from co-workers whose work styles vary and whose attitudes about work varies from their own. This is particularly true for employees within multigenerational work environments. For instance traditional workers would learn and even master what has been taught to them by whom we call ‘techy-savvy millennial generation’ Likewise, meaning traditional workers (generation X) who only knows the traditional ways of doing certain task such as writing hand written letters and reading books for information may be taught how to send emails as well as how to use computers for research by tech- savvy millennial generation (generation Y).
A diverse workforce also makes a company stronger, which increase growth and profits. Company growth plays an important role in employee growth, as it provides more opportunities for advancement. It’s also important in letting employees know that by hiring employees from a variety of backgrounds, this gives the company a better perspective on the needs of all customers. Employees who come from a variety of racial and ethnic groups and sexes can provide great insight on what could be best for marketing, technics for increase in sales and improvement for customer satisfaction.
Managing diversity is a management strategy that intends to make productive use of ethnic and other differences between individuals. It is based on the premise that at least if they are well managed – diverse teams will produce better results and diverse companies will gain market advantage. In relation to other employment equity policies, diversity management is primarily driven by the ‘business case’, in other words by the argument that diversity and or its management will increase organizational efficiency and profitability.
With increasing organizational efficiency as the major goal, there are a number of ways in which diversity management is said to achieve this end.
While the reasons for which particular organizations implement diversity management might differ, there are several advantages of diversity management as follows. Not everyone has long given talents and base on the geographic development it would be unreasonable for organizations not to make use of existing talents due to a focus upon homogeneity. A policy of diversity simply increases the pool of potential employees to choose from. And it might make companies more attractive for potential employees from minority backgrounds.
Access to markets and legitimacy with partners and customers with markets globalizing, and also with the fact that societies are and become more diverse, organizations are dealing with a variety of different partners and customers nationally and internationally. By reflecting this diversity in a diverse staff, companies might firstly strive to gain a better image with their customers as well as their partners. Secondly, minority communities are recognized as markets of growing importance, markets that might better be entered if knowledge about the customers’ preferences is available within the
company.
Thirdly, and surprisingly the diversity of the staff can be a way to account for the customers’ actual or presumed taste for homogeneity: For instance if certain individuals preferred to deal with staff of their own kind, it will be useful for a company to have that staff available.
A central idea of diversity management is the assumption that diverse teams produce better results due to internal dynamics. What could be called the change hypothesis assumes that heterogeneity will enhance group performance via changing group processes: diverse teams, the idea goes, will profit from a greater variety of perspectives resulting in better problem solutions, increased creativity and more innovation. Ideally, processes of intercultural exposure and mutual learning should lead to effects of cultural or other change that benefit the organization as well as everybody involved.
Diversity management strives to create an environment in which differences are valued, in which special needs are taken into account, and in which every individual feels respected and acknowledged. This inclusive setting is hoped to create a situation in which people can work more productively and achieve their full potential. Job satisfaction should be enhanced, turnover reduced, and the development of synergy effects should be facilitated in an inclusive environment.
While the absence of discrimination is an end in itself, there are moreover business arguments for equality. On the one hand, discrimination will impede the utilization of all available talents and create a working environment in which people feel uncomfortable and dissatisfied. On the other hand, discrimination might cost money directly due to legal penalties.
Obstacles will always be surfaced. With diversity there may be many tumbling blocks. The oxford dictionary defines culture as the ideas, customs, and social behaviour of a particular people or society. Anxiety is one of the many tumbling blocks faced when it comes to communication among different cultures. The very fact that persons are facing someone of another culture often creates nervousness. Individuals worry about whether they will be able to express ideas correctly. If it happens that an individual happens to be communicating in a language other than their native tongue, they may have fears about grammar and pronunciation, as well as the ability to comprehend what the other person is saying. This anxiety in turn affects the person’s ability to communicate with focus and clarity
Across the world there are many different cultures but for persons who don’t pay attention, they would easily assume that everyone is the same because they are all human beings. This most of the time leads to difficulties in communication because cultures differ in their attitudes toward the pursuit of these needs. Whether you assume similarities or differences, you are setting up a major barrier to communication because your assumptions make it difficult to develop mutual understanding.
Though people from different cultures may learn a new culture, there cultural differences may still lead to miscommunications. For example a French individual who speaks little english may not fully understand an English man at some point in communicating.
When faced with anxiety about interacting with a new culture, most people resort to the false comfort of stereotypes. A stereotype is an overgeneralized belief that provides a starting point for understanding a culture. It’s just like here in Dominica persons believe that kalinagos are not so smart when it comes to doing work and nicknames may be thrown at them.
To really understand and communicate across cultures, it is important to overcome any tendency to be judgmental. No one will ever support anything which is against their belief or culture. For example, an immigrant from an African country who is used to hardship may frown upon what he or she perceives as wasteful expenditure on Americas highly priced designer clothing.
In conclusion 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. Management tools in a diverse workforce should be used to educate everyone about diversity and its issues, including laws and regulations. Most workplaces are made up of diverse cultures, so organizations need to learn how to adapt to be successful.
REFERENCES
Definition of Diversity. (n.d.). Definition of Diversity. Retrieved April 10, 2014, from http://gladstone.uoregon.edu/~asuomca/diversityinit/definition.html Definition of culture in English: (n.d.). Culture: definition of culture in Oxford dictionary (British & World English). Retrieved April 12, 2014, from http://www.oxforddictionaries.com/definition/english/culture Dimensions of Diversity « IVY. (n.d.). IVY RSS. Retrieved April 12, 2014, from http://www.ivygroupllc.com/executive-leader/dimensions-of-diversity/ Employer Resources. (n.d.). Internships.com. Retrieved April 11, 2014, from http://www.internships.com/employer/resources/recruit/whygen-y
Mayhew, R. (n.d.). Why Is Diversity in the Workplace Important to Employees? Small Business. Retrieved April 8, 2014, from http://smallbusiness.chron.com/diversity-workplace-important-employees-10812.html Stewart, D. (2011, March 17). What Are the Barriers to Intercultural Communication? EHow. Retrieved April 7, 2014, from http://www.ehow.com/info_8072130_barriers-intercultural-communication.html#ixzz2yKGbsFzn
.