Let’s Be Lefties for a Day! Essay examples

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..

Diversity in the organization can affect the employees and their behavior in many ways. The effect can be positive and negative in the same time. The positive effect is, it will wider employee knowledge, skills, and attitude which will allow the organization to become more competitive globally. Higher diversity of employees mean higher diversity of knowledge, skills and abilities. Sharing experience inspires innovative thinking (Claudia Quaiser-Pohls, 2013, p. 41). Today in the modern workplace, most organizations will have

This paper is the first part of a training manual that will help employees to have a better understanding of diversity in the work place and how to act towards different diversity issues that may arise in the workplace. It will also give current statistics and recent trends of the demographics in the United States as well as the forecasted trends. Also included will be a rough outline of the entire contents of the manual and the table of contents for the manual.

The workforce in America today is enhanced with a significant mix of genders, race, religion, age and other background factors. For a business to be successful long term demands for a diverse range of talent that can bring perspective, fresh ideas and opinions to their work. The challenge of diversity is allowing managers to make the most out of different cultural backgrounds, lifestyles, plus different genders and ages to answer to different business opportunities more creatively and promptly. Diversity has changed in a way that the issue is no longer just male or female and black and white. It is greatly complex now. It is many things but it is greatly about the way we connect, emphasize and interact with different individuals. The advantages

Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be

Each individual in the world is one of a kind from another individual due to their distinctive religion, qualifications, their observation and age. Professors from York University state “Companies that employ effective diversity strategies will find hidden talents and new perspectives when they attract employees from other cultures; and these hidden talents will enhance the organizational efficiency and productivity of the company. (Foster & Jacobs, 2014, P.11)”. A quote that relates to this is “Perhaps the strongest rationale for incorporating diversity is to increase productivity among all workers, especially among groups that have historically been underrepresented and underutilized (such as women, people of color, people with physical disabilities, older workers, and gay or lesbian employees). (Wentling, P.2)”. These quotes relate with one another because they both state by hiring individuals that come from different backgrounds with various abilities and methods will increase productivity amongst all workers in the company. Additionally, “Pooling the diverse skills and knowledge of culturally distinct employees together can immensely benefit the company by strengthening the responsiveness and productivity of the team to adapt to the changing conditions. (Dike, 2013, P.18)”, is another

Furthermore, distinct differences are a vital issue for an organization is to engage in what actually inspire their employees to perform. These workplace issues have been addressed within the same issues such as multicultural dissimilarities between supervisor and subordinate. Ethnicity is a familiarity, behavioral patterns, and cultural traditions that are shared by individuals of the same ancestral background. Therefore, multicultural differences are alleged to be one of the key obstacles to improve organizational and employee performance. These practices are highly effective for people in the Western civilization. However, these practices can be proven to be have the opposite effect for workers from the Asian population because of the immense multicultural background (Xerri, M. 2013).

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

The US is one of the most culturally heterogeneous populations in the world with a current workforce of 36% individuals from different ethnic groups such as American Indian, Arab American, Asian American, Afro American and Latino American. In my opinion, globalization has greatly affected the world not only social, economical, but also human interactions. The constant change promotes diversity within companies where the importance of diversity management is extremely essential to progress. I also believe that it is not possible to have too much diversity in the workplace due to the advantages that group diversity promotes within a company’s organizational culture (Carr-Ruffino, Daniels, Radebaugh, & Sullivan, 2013).

The importance of understanding cultural, ethnic and gender differences by managers and professionals in a business setting is essential to make the work environment comfortable. In every culture there are basic standards of thinking, and acting and these cultural differences strongly influence workplace values and communication. What may be considered acceptable and natural in the workplace for one person may be unacceptable for another person. People from diverse cultures bring new ways of thinking, creativity and language skills needed to survive in today’s work force. In many

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

In a diverse work environment the management of a company or firm is a crucial role. With firms that are growing internationally and having employees of different cultures the management style has to suite those employees. Diversity in the workplace means bringing people together from different ethnic backgrounds, age, and religions. The advances in communication have a great role in management of large cooperation or business. A great management strategy with diverse workplaces is to have strong policies on equality. Allowing individuals to be equal at work and strive to their full potential. Work becomes more enjoyable when the environment is equal and differences/similarities of individuals are valued. A current study examines the

In any society, how we see ourselves and how others treat us depends on many factors. Race, ethnicity, and cultural background are identifiers of individuals. Most people have confronted prejudice based on these identifiers, either personally experiencing discrimination or knowing someone who has. Beyond ensuring organizational compliance with a country’s anti-discrimination laws, it is incumbent upon managers to support diversity in the workplace and to be culturally competent.

Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.