My Professional And Personal Life

When companies hire diverse employees from different cultures they are making their company stronger and more marketable. Whether a company is just starting out or been in business for while they need to realize that diversity needs to be part of their business plan going forward. The global marketplace is built upon many different cultures from all around the world. Companies today need to be able to interact with each other in order to increase sales and promote their products to clients globally as well.

The rise of multinational companies and increased global diversification by even small companies has resulted in people of diverse backgrounds and cultures working together in the same office or for the same organization. Conflict in such situations is predictable, but understanding the diversity issues can help companies implement programs designed to keep conflict at a minimum and to take full advantage of the many benefits which such diversity brings to an organization. Key to understanding how diversity is managed in multinational organizations is understanding the concept of corporate culture (which defines organizations), diversity programs and their use to minimize conflict among employees, and the unique problems that employees

Creating a workplace environment that enables employees to flourish includes the recognition that cultural diversity is important.

The concept of diversity has broadened in scope in the recent past, evolving from the concept of mandated quotas and affirmative action, to the reality of a diverse workforce being capable of providing quantifiable business value. A variety of external factors have influenced the conceptual evolution of diversity within the workplace. For example, globalization of markets has provided the concept of diversity with an opportunity to demonstrate a clear competitive advantage. A native understanding of the cultural values, norms and business practices of a foreign market can give an organization a clear advantage over their competition. Another area where diversity offers advantages is in the

In companies or corporations the global landscape now reflects diversity in the employees found in the workplace. Employees come from different backgrounds, geographic or global areas, ethnic and cultural origins, and have unique skills and talents. Individuals must work together and merge skills and manage diversity effectively in the workplace. Our thoughts, actions, and very beliefs are shaped by our culture. These things are ingrained and remain unshakeable until, faced with someone who is of another faith or belief system with a different way of doing things than individuals are familiar with.

Workforce diversity addresses differences among people within an organization. Workforce diversity means that organizations are becoming a more heterogeneous mix of people from different categories. Diversity refers to the co-existence of employees from various socio-cultural backgrounds within the company. Diversity includes cultural factors such as race, gender, age, colour, physical ability, ethnicity, education, language, lifestyle, beliefs, economic status, etc. Diversity requires a type of organizational culture in which each employee can pursue his or her career aspirations without being inhibited by gender, race, nationality, religion, or other factors that are irrelevant to performance. Managing diversity means

Broad definitions seek insertion, but do not allow for identification of the differences between functional and social diversity. These differences make the organization confused and leave it in unclear state, as a result most diversity management program adopted fails due to lack of reliability in the definition of diversity. The impacts of diversity in the workplace can be both positive or negative. Some negative effects include dysfunctional conflicts, lost productivity, and difficulty to achieve synergy in group settings. Positive effects include a strong knowledge and skills base created by a variety of cultural experiences, an in-house resource of cultural trainers and informers, and greater readiness to expand the business international and globally. For the most part, the effects of cultural diversity in the workplace depend on how well they are being managed by the organizational leaders. With the right strategic planning and commitment, top management can enhance the positive effects and reduce the unfavorable effects of cultural diversity in the workplace. After analyzing many research work and business report on this topic, we found out that diversity have no absolute effect and can only be judged by the way it’s implemented. It need joint and integrated effort starting from the top management to the non-managerial levels, supervisors should lead employees the right way, coordinate and stay available to any conflict or diversity problem. After doing all your best you can eventually judge the diversity plan and evaluate how successful was it, because no generalization can be

According to Ely and Thomas , diversity perspective is use as tool to mediate the relationship between diversity and performance. Diversity perspectives serve as a guide for people’s efforts to create and respond to cultural diversity in work group. It also includes normative beliefs about the value of cultural identity at work. Diversity perspectives assist with the impact on cultural difference have on work. Ely and Thomas (1996) had identify three diversity perspectives which are discrimination and fairness which involved the recruitment and retention of employees from protected groups. Another diversity perspectives is access and legitimacy perspectives which challenges the notions to some degree. Organizations that adopt

The biography and career plan laid out in this paper provide me with a useful guide as I evaluate my professional life and establish goals for myself. I am able to apply the insights and advice I received from my interviewee to my desired career direction and map out a course of action.

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)

Today, due to the different demographics, and the increase of women, and minority joining the workforce also with the immigration. More organizations recognize diversity in a workplace. For example, for continuous improvement, the organizations recruit diverse group as individuals some with innovative minds. I understand that employers open to diversity allow employees to be flexible and favorable to innovation. Again, a diverse environment brings different skills, talent and culture that can profit business. For instance, an employee that can connect with customers from various background and culture brings business opportunity. Furthermore, an organization that values diversity and utilizes it has an edge to compete and positions itself in the marketplace (Rice, n.d.).

Diversity is a key segment of workplace environements that identifies and manages individual issues. Diversity involves differences and similarities between individuals from distinctive backgrounds cooperating in an organization (Saracho, O.N.,2004). Organisations must cater for cultural and linguistic diversities to enhance success in the workplace (DEEWR, 2009). The school working environment compromises of indivudals from diverse ethnic, religious and cultural backgrounds that shape and influence core relationships.

It is often said that the success of a Business has to do with how well its backbone team manages it. In today’s world, most of a company’s management and backbone team is one that is composed of up of a diverse group of employees. Strong, diverse teams play a vital role, on the success of a business. Diversity is understood to be the ways people can be similar or different from each other. Some examples of diversity in the workplace include culture, race, age, and gender. A good diverse workforce group is made of distinct employees from diverse backgrounds, different age groups, and distinct gender. Cultural Diversity in the workplace is one business component that has extreme importance in an organization. More and more organizations

Currently I am employed with a company that some may say is the 'melting pot' of diversity. Working for Corporate Safeway, now Albertsons-Safeway, I can appreciate how judgement free the environment is in our work place. They are open to hiring minorities, LGBT, (Lesbian, Gay, Bisexual and Transgender), disabled veterans and that's just to name a few. Hiring a staff that is of many different cultures, nationalities and belief backgrounds is a great way to show the awareness of diversity. I am a true believer that a great business starts at the top. If management can provide their employees with the skills and knowledge of working in a diverse setting this will lead to a steady and smooth work environment. Knowing how to properly and correctly carry yourself is the first step in working with the different variety of customers or co-workers you may encounter.

Today's workforce is undoubtedly varied. Creating an environment that is acceptable and optimum for performing is what you want in the business environment. This will reduce the chances that an employee will feel under-valued, which can ultimately affect absenteeism rates and employee turnover. More diverse companies produce better results. Companies that respect and support individual employees ethnicity, age, gender, skills, and abilities provide for an all-inclusive atmosphere that allows employees to feel comfortable. Understanding cultural mannerisms, linking them to there abilities and not taking there age and gender to heart may help the judgement of candidates for their job skills, not their interview skills.