Cultural Diversity At The Workplace

When looking at diversity in the workplace, many people and companies encourage it. “Cultural diversity has become a defining characteristic of an increasing number of societies” (“Consequences of Cultural diversity” this should be the author and the date). They feel that it is a great thing to have diversity in the workplace, however, what some companies do not think about is the negative effects of having too much diversity in the workplace. “A workforce that has significant differences in ethnicity, race, religion, gender and other individual traits can produce negative effects, especially if not well-managed. These negative effects of diversity are understandable if the work culture does not support tolerance and acceptance of

Workplace Diversity refers to the human characteristics that are present in the workplace making people different from one another. Various human characteristics would include race, gender, age, certain physical attributes, experience, and personal habits.

The importance of promoting and maintaining a workplace of inclusion and cultural diversity within any healthcare organization (HCO) is like no other time in history as the U.S. population itself becomes more diversified. It is projected that by 2060 more than half of the population will be of minority race (US Census Bureau, 2015). With our country growing more diverse each year, natural history and progression would suggest that our fundamental institutions such as our HCOs should also become more diverse (Rasmussen, 2017). Achieving and maintaining profitability in the current and continuously emerging marketplace will be benchmarked against MHCC ability to adapt to these changes (Modern Healthcare, n.d.). The financial burdens related to

The controversial issue of diversity within the workforce is more complex than most realize because public organizations versus federal agencies deal with a greater level of diversity. This is due to public policy focus on enforcing upon public organizations a need to increase their representation of minorities while they struggle to manage efficiency as well as oftentimes conflicting and multiple organizational goals. According to Choi and Rainey (2010), more scholars believe additional research is require on this topic of organizational outcomes as it pertains to public agencies and diversity (e.g. gender, race). The assumption and problem researched in this study is whether diversity improves creativity, innovation, and decision-making in

LAawMedMBA, L. (2009). What is the difference between human resource Development and human resource management. Retrieved from http://answers.yahoo.com

Born and raised in South Minneapolis, Minnesota, I was exposed to a community with limited access to quality healthcare due to financial circumstances. I witnessed one of my best friends struggling in class because he could not afford prescription glasses and worried about greater health concerns within the community, such as preventative diseases. Seeing all of this, I decided to volunteer at a homeless shelter to spend time with those who were going through many life challenges. It was there where it became clear to me how one’s socioeconomic status had a direct connection with overall health. The time I spent there emphasized the power of forming relationships. There were days where some children showed up just because they knew that I would

In the previous century, diversity workplace was defined as a blend of race, gender, religion, nationally and sexual orientation. As the world, economic system changes, many organizations are faced with the diversity of four generations employed side-by-side in the workplace. Each generation shares a peculiar birth eras, values, lifetime circumstance and historical stories that influence their viewpoints. In the last decade, the State of Florida initiates to cultivate more and more diversity in the workplace; hiring a span of different generations comprise of traditionalist or mature (1922-1945), Baby boomers (1946-1964), Generation X (1965-1980) and Millennial -Generation Y (1981-2000). Throughout the context of this post, I would like to

I think it would limit just generic people that are just a business. I think it would encourage more people that are gay coming in here, but, I think it would turn off people that are just trying to do business.

The company that I work for is very diverse as is the area that I work in. However, I never realized the extent of the company’s diversity. I have a team of 22 including myself and after running the numbers, I realized that 55% (12) of my staff are immigrants and the remaining 10 are American born. The immigrant employees come from different areas such as Uruguay, Colombia, Philippines, Haiti, Cuba, and the majority from the Dominican Republic. The majority of my team stated that they came here because there is more opportunity, or their parents brought them here so they would be more successful. I made the mistake of assuming that the one Mexican in the store was an immigrant; he quickly corrected me and informed me that he was born in

Workplace diversity refers to the variety of differences between people in an organization. Workplace diversity is about acknowledging differences and adapting work practices to create an inclusive environment in which diverse skills, perspectives and backgrounds are valued. It is about understanding the individual differences in the people we work with that arise from a broad range of backgrounds and lifestyles, and recognizing the value of using those different perspectives, ideas and ways of working to enhance the quality and outcomes of work. Our diversity is shaped by a variety of characteristics including age, ethnicity, gender, disability, language,

It’s February, which is also Black History month, is here and at CultureIQ, we feel it’s imperative to celebrate diversity. Diversity comes in all aspects of life: ethnicity, gender, socio-economic standing—the list goes on and on. Every person on your team brings a unique perspective to their role, which is why it’s critical to utilize people from different backgrounds. Engaging with people from a variety of backgrounds is not only good for the soul; it’s great for business. Here’s why leaders should champion diversity in the workplace.

In today’s society there are many culturally diverse people in the workforce. Most organizations can no longer make the assumption that every employee has similar beliefs or expectations. When entering into the global marketplace, people are considered one of the most valuable resources to an organization’s success. A well-managed culturally diverse workforce has the potential to thrive if managed correctly; or if mismanaged, there can be devastating negative attributes. With great expectations, culturally diverse employees can foster positive outcomes in the workplace. A company’s acknowledgement to embrace diversity and change, and implement the value of management techniques are

Diversity as an issue is new. It became an issue when three powerfully significant trends reached their own critical points at about the same time (Fernandez & Barr, 1993):

Managing cultural diversity workplaces are a challenge that has the potential to influence organization positively or negatively. People are an organization’s most important key of assets and knowing how to maximize their abilities is critical to success. Utilizing diversity and acknowledging, appreciating will help build the resources that business needs to be successful now and in the future. Australia has seen dramatic changes in the structure of its workplace. Now made up of women, immigrants, and minorities are increasing percentage of workplace. In addition to these workers, who speak variety different languages, approaches to work, and have varying customs, the population is also getting older, requiring people who are from

Past experiences have demonstrated that cultural diversity in an organization can lead to issues. For instance, the implementation of a strategy in a context different from where it has been created can be difficult, conflicts between subsidiaries and the headquarters can exist, or management of intercultural teams can be problematic. Walmart in Germany is a relevant example of the cultural context importance when it comes to HRM. In fact, in 1997 and 1998, Walmart acquired two companies in Germany but it was a failure. It can be explained by the fact that feedback of the employees was ignored by managers. For example, in the morning they had to do exercise while singing the name of the brand. This practice may be a morale booster in the United States but in Germany it was seen in a really bad way, such as the practice of spying on colleagues, what can surely be related to the country’s history, among others examples. The US management practices was not in accordance with the German cultural context. (Macaray, 2011)