The Face Of Adversity And Diversity

When America was founded, it was established on freedom and equality for all people. At first it was just religious freedom, but eventually freedom of speech, press, petition, and more. In time, America began to be known as a “melting pot” of cultures as more and more people came because they wanted this freedom; the more people who came though, the more problems America had. There were too many cultural discrepancies between people, and ultimately America, the country based on freedom and equality, faced challenges concerning diversity.

"Leadership is the art of getting someone else to do something you want done because he wants to do it." Dwight D. Eisenhower This quote from Eisenhower rings true on many levels. During my career in the military and the private sector, I have been subjected to many different styles of leadership, good or bad. In my leadership roles I have attained, I tried to model leadership abilities by taking bits and pieces of previous leader’s styles and forming them into my own model. This has proven to work well as dealing with people from all different walks of life there is no one size fits all approach. In writing this paper, I will detail my own leadership platform drawing from the course material and various other sources. The goal of this paper is to show a solid understanding of the course teachings and perhaps give the reader a new found perspective on leadership.

In “Thinking About Diversity”, Frank H. Wu details about his experiences as an Asian American. Wu says that, “some non-Asian students do, indeed, assume that I am gifted with mathematical, scientific, or computer-programming talents solely on account of my race” (Wu, 147), this concept shows the overview picture of Asians, but this does not apply to every Asians. The mathematic, science or computer programming is a universal subject that most industrialized places like Asia teach to students. Most Asian immigrants are familiar with those subjects because they already learn it back home and are able to do well on them, not because of a race. A race cannot provide a special intelligent to people, it’s just a different classify groups of people.

“The multicultural training movement has indeed contributed to a greater and much needed understanding of the differences among various racial, ethnic, and cultural groups (Speight, Myers, Cox and Highlen, 1991).” In looking at this statement counselors will need to expand their thinking outside of the Western European contexts. There is a difference between Western culture and other cultures. Sue & Sue, 2012 states “ each cultural/racial group may have its own distinct interpretation of reality and offer a different perspective on the nature of people, the origin of disorders, standards for judging normality and abnormality, and therapeutic approaches. (p. 45).” As we are brought together with more cultures it is imperative to understand the differences, which will enable counselors to become culturally competent.

The idea that "diversity" is one of the country's great strengths is now so firmly rooted that virtually anyone can evoke it, praise it, and wallow in it without fear of contradiction. It has become one of the great unassailably American ideas, like democracy, patriotism, the family, or Martin Luther King.

In recent years, diversity and inclusion have emerged as an essential business practice. Why are diversity and inclusion so critical to organizations nowadays? Do they really help organizations achieve better results? Why is it a unique issue in the 21st century workplace? To answer these questions, organizations should look into factors such as globalization. Globalization increases interactions around the world and diversifies the profile of the workforce, which also contributes to the changing composition of the current workforce. While globalization offers extensive opportunities for organizations, it also imposes many challenges that require new responses. Organizations are not only looking for ways to effectively manage a diverse workforce but also to leverage it to achieve better outcomes.

Diversity and Adversity: Resilience in American Higher Education, 1860-1890’ and Today; Gender and Education Diversity in Higher Education

Marsiglia, F.F.,& Kulis, S. (2015). Diversity, oppression and change (2nd ed.). Lyceum Books, Inc., Chicago, IL.

Something that I learned in this course that I saw in the video is that these people are mentally strong in the face of adversity in America. For example, although the man named Joseph, who has been laid out from work several times, his kitchen was set on fire, stabbed, and hit by a car, his response was surprisingly dull. There's also a guy who has trouble sleeping because of nightmares. However, compared to the things they've been through before going to America, things like that were probably really upsetting at most but not enough to shake them as survivors that has seen and experienced much more than that. For me as well, what stood out as significant is when Joseph videoconferencing with his mother who both thought they were dead and

I completely agree with you and I was also surprised about how people discriminate others in the health care system. Based on the research, Blacks and other people from racial groups “are less likely to be given appropriate medication for heart diseases or to undergo bypass surgery”. When I first read this, I was very surprised because I thought the discrimination rate is decreasing today, and most of the inequalities exist in workplace. Prejudices in health care system may cause some serious consequences if the patient couldn't get the appropriate treatment and attention.

While I was aware that emotions could have a big impact on a negotiation session, or even a conversation, I really enjoyed the perspectives that the authors offered on conflict resolution. Also, I really enjoyed that this article gives valuable steps to take when trying to control your emotions in a negotiation setting. Although some steps seemed questionable on practicality, I think it is important to know that each person may have to make practical adjustments in each case by case

As I reflect over my life, I appreciate the many diverse experiences I’ve came to encounter. My experience with diversity dates back to birth. I am from a small rural town, Moss Point, MS. and notably the last state to abolish slavery. The town currently has a population of 13,704 people and consists of 73% Blacks or African Americans, 23% Caucasian, 1% Hispanic or Latino and 1% bi-racial.

To provide optimal care to an increasingly diverse population, all health care professionals must become culturally competent practitioners (Cohen, Gabriel, & Terrell, 2002). Diversity improves underrepresented minority groups thus preparing a culturally competent workforce with the knowledge, skills, attitudes, and behavior required of a workforce to provide services to persons from a wide range of cultural and ethnic backgrounds. Supporting diversity assist to provide improved access to high-quality services for persons in society who remain underserved. Greater diversity amplifies the pool of practitioners and public policymakers available to accept management roles in various departments contribute to governmental efforts that address important

We live in a society where people come from different countries, they belong to different cultural, religion, ethnic groups, and races. All these factors come together and contributes to differences that make us unique from each other. Hence, a multicultural country with huge diversity. This reflection journal will cover what “human race” is and what role it plays in ones’ personal life and in a nursing profession. Moreover, what bias, assumptions and judgements are, and how to avoid them. Lastly, what caring is and what role does it play in nursing.

In contrast with the past workplace challenges and organizational behavior, there is a necessity to understand ourselves and others. Sometimes the stress and prestige can cause an adverse impact on one’s position in the workplace. The ability to deal with our emotions while working effectually with others and at the same time, performing the organization’s expectations are in high demand. Since the employees are an asset, and the organization is expecting a return on their investment, understanding how emotions work and how it impacts one’s capacity is indispensable in accomplishing organizational goals. In the workplace, people often have to work with each other. So the handling of relationships and interacting with others becomes the key to the success of the organization. Managers need to have a combination of skills and abilities such as the strength of will, awareness of self, empathy for others and sensitivity toward others internally and externally. Before one can handle others emotions he/she must first learn to lead themselves. So the question become, how is this done? Coleman’s theory suggest that this can be done through emotional intelligence which is the ability to create, build and maintain viable relationships (Coleman, 1998, p. 14). No one wants to follow the leadership of a person who cannot manage his/her emotions. Let’s look together at three business CEO’s personal backgrounds and use of emotional intelligence. The top chief emotions officers in the U.S.