Dream Deferred

Some of the qualities that leaders need to be successful in a cultural difference environment are technology savvy, building partnership and alliance. Leaders need to know how to build accountability into their systems with regard to their managers taking responsibility for creating a diverse and inclusive work environment. A successful leader should know how identify when cultural difference is needed. When client is diverse, it means that diversity is needed in our workforce so that we can learn and know more about the clients so we can make employees more effectives addressing client’s needs. Building partnership and alliance with other companies to look for prospect hires, leaders should have the character to know people and identify their culture differences, values, belief to create mutual independence.

Another critical aspect about the DM is also that, being a business-driven model, it is strongly influenced by contingency and the value of diversity can change if the economic conditions change. Moreover, designing and adopting diversity management policies require a strong financial support. If the diversity policy is well designed, it can be successful for the company, can empower the workforce and produce value and organisational benefits; on the other hand if the company fails, the damage can be serious, causing high costs and disempowerment of the workforce from the business (CIPD,

Throughout the book The Loudest Duck by Laura A. Liswood, we learn about what it means to be truly diverse and how to obtain this diversity. The book gives many examples of how and why it is important for companies to be diverse. Through this paper I will be outlining the main points the other made and share some of the lessons I feel are important.

This poem by Langston Hughes is a very complicated. In it the speaker paints a picture of what might happen to someone’s dream if it is postponed too long. This idea is the overall theme of the poem and it is what unifies and connects each line to the poem as a whole. There are also indirect references that this is not only the dream of an individual, but an entire race’s struggle to achieve peace and liberation. This poem consists of a series of answers to the question, “What happens to a dream deferred?” All of the lines following this first question are presented as different similes.

This paper covers diversity management theory and how it affected my academic experience. Diversity management is an important and rapidly growing concern in many workplaces. Managers want to insure a safe environment for their employees and increase productivity, awareness, and morale. If the employees are happy, there will be more successes within the company. People respond to positive and guiding help or advice better than discrimination and down talk from a boss. The training in place for managers deals with cultural, gender, and social diversity. By enhancing the workplace and creating a team environment, companies can unleash their potential.

Diverse people and skills are needed in order for businesses to thrive. In the word of authors Lai, Chang, and Hsu,

Since most of today’s organizations seek global market relevancy, one must embrace diversity – in how they think, act and innovate. I was enlightened on Michelle Brennan’s view on workplace diversity. Her notable asset in the company is the people. She opted for a diverse workforce that would reflect the world, be it in the form of gender, race, culture, religion and what not. I agree entirely with her thoughts on this. As a foreigner in the United States with my work experience limited only to my country the Philippines, I have learned a great deal from her inputs. I must say after watching the video that I have gathered abundant information about the difference in managing people and decision-making styles that I will soon incorporate in my future position in the field of my choice.

Diversity today is seen not only as the aftermath of the globalization process but also as the driving force of progress and an integral part of success of modern organizations. Ethnic, racial, gender, and religious diversity makes each one of us a unique citizen of this globalized world. An organization that brings together employees with such different backgrounds, benefits from the vibrancy of thoughts and varied viewpoints, brought to the company by multiple cultures and unique experiences of its employees. Distinctive capabilities of such workers and their individual skill sets and talents allow them to come up with creative solutions, new ideas and proposals, which increase efficiency of a team. While working together employees of such

These diverse people are welcomed, supported, and rewarded, and are motivated to be successful centered upon their ability. As one looks more into this subject of organizational cultural as it relates to diversity in the workplace, there is a need to say that it is important to give one another the space to grow, to be who God made us to be, to exercise our assortment of ideas, openness, dignity and inclusion. The purpose of this paper is to introduce several CEO’ s who have made contributions to a cultural difference in the workplace and how the contributions may have affected their work life.

“Diversity management is the key to growth in today’s fiercely competitive global marketplace”1. Diversity is to have a different people in the same organization and thin with the same group. We are not the same all of people have different ideas, culture and gender. Because now the word be closer like a small village and we should know how to deal with all of people with their own ideas, culture and things. In addition, each people have a specific ability in a specific experience, education and knowledge. So it is hard to get all of that talent from same country, area or zone. So the diversity will help the company to become better from the different talent and ability from each country, because the organization

Advancements in technology allowed companies to become globalized and have a further reach than in the years before. As companies expand on a global scale, it has become increasingly important to take into account different viewpoints from individuals all over the world. As companies became globalized, diversity is becoming a term that comes up frequently when discussing the management of companies. Businesses (especially global and national businesses) are moving away from a workforce that is primarily white and male, and moving towards a more inclusive environment of workers that includes different genders, as well as people from various racial and socioeconomic backgrounds. Not only is diversity an important moral issue, it is critical to think about when discussing the success of businesses.

In order to form a leadership that keep on with the passage of time, international leaders and managers ought to demonstrate likely competences in cross-cultural cognizance and practice. It is vital they recognize the value of leadership and managerial potentials, and to grow and sustain effective leadership approaches and methods for abiding diversity management (Ulrich and Smallwood, 2012). The conjecture emerges is that successful and effective international leaders and managers holds key to solve the secret of working with diverse workforce and dealing with them for the purpose of organizational development in order to enhance competitiveness.

In a world that has grown increasingly smaller due to mass media, world travel, and readily available information, the workplace has grown increasingly diverse in both gender and cultural aspects. Individuals no longer live and work within the confines of their geographic locations. At almost any position with any company the individual employee is a part of a larger world economy that harvests assets from the ends of the earth. Because of this, companies seek to capitalize on diversity to become more creative and flexible in their business models.

Monique Maddy is a Harvard Business School graduate turned visionary entrepreneur who founded Adesemi Communications International. Adesemi was supposed to revolutionize the information technology sector in her home continent of Africa, by enabling thousands of lower and middle-income families access to affordable wireless communications services. Unfortunately for her, and Adesemi, their demise came six years into the venture, when they were forced to liquidate. This paper discusses several crucial

Many opportunities are associated with a culturally diverse workplace and global expansion may have potential to provide just such a diverse work group. Cross-culturalism in business can provide leaders and employees with a wonderful opportunity to work with people from different backgrounds and cultures. In addition, “the more opportunities for business leaders to interact with people from different cultures, the more likely they will be to have positive attitudes from different cultures and identify, learn and apply diverse culturally-appropriate business behaviors” (Caligiuri & Tarique, 2012, p. 614). Culturally diverse environments offer a multitude of benefits including “the variety of perspectives, skills and personal attributes” (Matveeve & Nelson, 2004, p. 254). Moreover, multicultural teams have potential to “generate more ideas of higher quality in brainstorming tasks” (Matveeve &