Nonvisual Vs Non-Possible Differences

Different social, professional and cultural contexts may affect relationships and the way people communicate due to of a lack of understanding or knowledge of one another’s background and culture. This could be through their race, religion, ethnicity or where they come from. Each one of these can have similar or very different ways to communicate. For example

Diversity in the workplace is not a new idea or concept. From the late 1800’s to the early 1900’s the majority of people living in the United States were immigrants from other countries including Italy, Russia, and Ireland. Each of the members from these countries spoke different languages, came from different cultures, and had different customs and work ethics. Acceptance to them was fought for in the workplace in industries such as coal, steel, automobile manufacturing, and other labor forces. This type of struggle still continues today in the workplace from cultural differences, and language differences to racial and gender differences. This paper will examine the obstacles managers face when overcoming generational differences

William Hall made a good point when he said, “We go on and on about our differences. But, you know, our differences are less important than our similarities. People have a lot in common with one another, whether they see that or not.” Our differences are less important than our similarities because if people want to make friends or just be happier in life, then they need to focus on not the differences in other people but instead the similar things that are between them and others. If people focus on what is different between them and someone else instead of seeing what similarities there are between each other, then there would be a lot more happiness. People are similar to many others in a lot of ways. They just chose not to see it and focus

In the article, Lisa Davis indicates that people can misunderstand each other just because of the position they stand while they communicate. Furthermore, through how people acts, stands and communicates can completely show the cultural differences between different areas, religion, and nations.

Reading the prescribed chapters 4 and 7 in Diversity in the Workplace, I hemmed and hawed what workplace to target filled with heated debates aligned with their side, the other side and the truth. I will also provide my insights and observations onsite at a federal agency located in the Hudson County region recently. We have grown and continue to grow in technology, science, and math like the speed of light, however, when it comes to us on personal and interpersonal relations, I feel that we are little better than our ancestors nineteen generations ago.

Cultural diversity in the workplace: Employees are similar or different based on race, gender, age, personality, style, education, background etc.

Ignorance of these differences may lead to offending an employee, leading to unintentional discrimination and poor relationships. It would therefore be beneficial for human resource management to understand culture disparities that may affect the way in which a message is perceived (Culturaldiversisty.org, 2008). Cultural diversity not only causes interferences within verbal communication but also in the way non-verbal communication is perceived. In relation to the cultural variations within non-verbal communication, body language is often misconstrued. For example when the British are talking face to face they ‘tend to look away spasmodically’, in contrast to this the Norwegians ‘typically look people steadily in their eyes without altering their gaze,’ thus a British individual communicating with a Norwegian could portray this eye contact as threatening and a wrong perception of that person may be perceived (Mullins, 2005, p231).

Guidotti illustrates how the inner transformation of one individual's thoughts on personal differences (e.g., albinism) has the potential to impact the manner in which others respond to those differences. The latter is especially true when media is used to ignite societal change. In addition, I believe that it is equally important to reflect upon whether each of us has a tendency to embrace diversity (personally and in others). Alternatively, we should examine whether we tend to shy away from differences that appear foreign to us. That is, to what extent are our professional and personal interactions with clients, colleagues, and so forth informed by a genuine desire to accept diversity without

Technically it could be a positive thing but also it is kind of a bad thing. Because based on a group you put a person in you might treat them differently or you might give them different advise than another person you would talk

Mentoring and on-the-job training of less skilled workers through courses, assistant programs, and continuing education programs may even the gap between different employees. However, it is important to recognize potential and use the skills already at hand to create a more efficient team environment where each member’s contribution carries some value and contributes to the organization’s goals. Economic status is as important an issue as is education. Various employees come from different economic background. Their views and manners may differ, along with their expectations and motivations in daily routine and overall purpose. Nevertheless, they have to work together. There are potential problems and differences of conduct, motivation, and initiative. Managers have to get to know their people and develop ways of using their differences for the benefit of the organization. The focus should be on the positive aspects of individuals, and on merging the best qualities people have to form effective teams. Managing conflict is also very important. One thing managers should recognize is that there will always be a potential for conflict and their job is to intervene and resolve diversity issues early and quickly. Statistics show the extent of diversity in the workplace. “Eighty-five percent of those currently entering the American workforce are minorities and

As there are many cultural differences in the world, working all together can sometime be

I learned the keys to recognizing and working around cultural differences at a very young age and it is this that helps me navigate the myriad differences I encounter among people and nationalities. It is a thin line to walk – to determine where cultural differences bring colour to life and where they limit growth and progress – and that is why my open mindedness matters to me most: it is a constant debate and one that keeps me focused on both people and purpose in every

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 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.

Teams can scale up their cultural tolerance and understanding of differences by proactively working towards achieving this understanding. Such efforts would include focus groups for controlled interaction and avoiding the tendency to socialize only in homogeneous groups.