Technology As A Tool For Diversity Management

Organizations are made up of people who are tasked to work together towards a wide range of goals and a good manager organizes and leads them to succeed while effectively managing the conflicts using cultural awareness. Mangers in organizations that embrace the conflict constructively can enhance innovation using different viewpoints, increase creativity, better competition and reduce the chance of group think. When I took the Personal Diversity Maturity Index one of the questions was “What is the most important reason to respond to diversity effectively?” The answer with the highest score was “It will make my company more competitive” which was the answer I chose because of what I learned during the research for this class. The success in making diversity an asset for an organization is understanding and learning from our differences. Studies have shown that conflict handling styles influence innovation, product performance and economic outcome (Gunkel, Schlaegel, & Taras, 2015, p. 568). Everyone looks at the world and interprets it through their own life experiences so the members of an organization have to strive to understand other perspectives and support diversity an inclusion of all team members’ ideas.

INTRO: Prompt: What should “diversity on campus” mean and why? Hook: Does diversity help liberate narrow-mindedness? What exactly is diversity? To say that diversity is approached on school campuses is an understatement to the level of understanding in this increasingly globalized world. By its definition, “diversity” requires inclusion. Are school’s really working toward the inclusion of everyone? This means including color, national origin, socio-economic status, and sexual orientation. Looking at court cases and polls shown in the short articles, “Introduction from Place, Not Race: A New Vision of Opportunity in America” and “The Trouble with Diversity: How We Learned to Love Identity and Ignore Inequality,” their approach to strengthening

If an organization is serious about leading and managing a diverse workplace, they must prepare a plan of managing cultural diversity not only for the current status of the diversity in their organization but also for the very starting point of accommodating new employees with different cultural backgrounds. It is all about the preparation for recruiting different cultural backgrounds.

This was predicated on the acceptance and celebration of differences. With increasing multicultural country, the new ethnic groups are quickly gaining consumer power. This is forcing companies to have demographically more diverse workforce to help them gain access to these differentiated segments. The paradigm has therefore led to new professional and managerial opportunities for

Organizations with wide range of diversity face a lot of challenges. Some of those challenges are:

Adaptability is a great advantage for a workplace for all who are connected to it. Companies where customer service is a significant aspect, flexibility gives the ability for the promotion of the workplace and for the association with customers. If there is the ability to do this and provide service to consumers in their culturally appropriate tongue, the array of customers allows for the comprehensive understanding of what is wanted. The presence various social and ethnic backgrounds in a workplace allows for this to happen (Greenberg 2013.) Another advantage of a culturally diverse workplace is the many different views on an issue that can be accessed. The immense assortment of viewpoints that people of different cultural backgrounds can have is astonishing. The effective resolution of matters can be made possible due to this, whether there are issues regarding general workplace administration, or even possible discriminatory concerns. Similarly, the overall productivity of organisations can benefit from a diverse workplace as well. Varied abilities allow for communication between

Development of a diversity management policy and program to minimize systemic discrimination and provide educational tools for staff and management.

Diversity, in many ways, is almost impossible to avoid when dealing with large groups of people. This is also true when looking into the make up of organizations, there may be people from many different backgrounds. Organizations may be able to build on this diversity, however it is almost inevitable that they will face many challenges. This paper will discuss factors of diversity including various types of diversity likely to be encountered in the organization, ethical perspectives and approaches within an organization, how factors such as offshoring and outsourcing may lead to employee fears and uncertainty, how these factors may lead to conflict individually and in teams, types

Workforce diversity is not a transient phenomenon; it is today's reality, and it is here to stay (Barak, 2013). A successful entity must provided a tool for cultures integration for its employees. Therefore Diversity training is important part of successful management. The most important components of an effective training diversity training are support of the organization. Training can be put out, but the company management level must also endorsed the training. The critical information that must be included in the training is respect of other differences. The attitude of the trainer can directly impact the attitude of the trainees on receptive of the information put out. If the trainees understand

When it comes to managing a culturally diverse workforce, it can be very challenging to overcome. The most noticeable challenge with managing a culturally diverse workplace is communicating with one another. Multiple cultures communicate in diverse ways through not only language but through nonverbal messages and single words. When one does not communicate with another person, it can cause a hold in the workforce due to all the coworkers not fully understanding one another. If everyone does communicate if one is upset, the problem can be resolved much faster than holding a grudge or spreading rumors and causing drama. In addition, diversity can cause many people in the workplace to feel upset or cause tension between one another. People typically

What is the likelihood that a woman will lead your organization in the next five years?† A. A woman is currently CEO of my company. B. It is likely. C. It is unlikely.

Diversity in the workplace has been a very knowledgeable course in which sometimes I have been challenged on my own thought process and beliefs. As I move forward in my studies and life I plan to expand my awareness of recognize my own ethnocentricities and respect the benefits of other cultures diverse values and behaviors. As I make the move into management I plan on applying what I have learned about diversity management and how as stated in (Canas & Sondak, 2014)creates not only a competitive advantage in consumer markets but an environment in which differences are “valued and allowed to influence positively [organizational members’] experience in and contribution to the work of the organization. Looking back on my research paper when deciding what company to choose my audit for I found each company has the same concept that would be they could change the world through diversity in the workplace. I plan on taking this business belief and applying it to my company and show the success that it has brought to other companies.

According to Jason Pontin, the promise of technological advancement that will provide the ultimate resolution to human problems has never been achieved. The development in technology seems to have narrowed down to something less than what was promised in the early 1970s when there was a super visit to the moon (TED, 2013). However, the Ted presenter (the influential journalist and editor-in-chief and publisher of MIT Technology Review), asserts that technology has a lot of power to solve the existing problems but only when there is right political and governorship with strong believe on technology. Because of Jason’s argument about the need of technology in solving today’s problems, this analysis evaluates how helpful technology is with regard to the creation of global awareness, cultural knowledge, diverse perspectives, worldview framework, cultural diversity, global systems and culture attitudes among others.

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.

There are some advantages and Disadvantages that come with managing a diverse workforce of which management must be aware of to guide them in the decision making processes in the organization. They also reflect on the findings on the research conducted on the case companies.