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These people from India did not only add to the diversity of the organization, they also gave a new dimension to our thinking.
For years, we had been used to working the same way. We never really thought that there could be other less costly and relatively economic ways of doing some of the common tasks. What we admired about these new employees was that they did not even brag about their "skills." It all came very naturally to them because of their lives in India. They were used to a life where wasting money is not an option, where buying expensive things in lieu of less expensive choices is not considered a wise choice and where saving money is important to survival.
We learned some valuable lessons from our new employees. We did not only learn to save money, we also learned how people live in other countries, how some things come so naturally to them and how are able to enjoy lives within their limited means. This also taught us why assimilation had been a bad idea all along. Instead of forcing people to adopt the ways of the majority, it makes more sense to allow them to be themselves and to learn from their unique backgrounds, mindsets and experiences. Griffin & Moorhead (2009) explain why melting pot is an old and rather dated concept: "Today, instead of a melting pot, the workplace...
Rather than trying to assimilate those who are different into a single organizational culture, the current view holds that organizations need to celebrate the differences and utilize the variety of talents, perspectives and backgrounds of all employees." (p. 38)
We learned at our organization that this was indeed true. Celebrating our differences is far more valuable for the organization than trying to force homogeneity. We now have greater respect for other perspectives and we have truly learned the value of diversity. Had our company not listened to the bright new ideas of our employees from India, we would have missed out on some great ways to save costs. By allowing them to be themselves, our company saved a great deal on producing new software and thus we were able to attract far greater number of new clients who were all looking for cheaper solutions that very few companies could offer as effortlessly as we did.
Topic for intervention plan: Valuing Diversity About the topic Cultivating a diverse workforce can have great power in a corporation. Diversity can be brought about by a different race, demographic, age, residing locations, culture, or even language. Therefore, diversity is not about these categories but about anything that differences one individual from another. It could be ideas skills, thoughts, knowledge, geography, culture or opinions. An organization can achieve diversity by including the
Diversity What is Diversity? The term diversity refers to the combination of ethnicities, cultures, genders and ages within a large or small group of individuals. List and discuss the six areas that Cox and Blake proposed as reasons for valuing diversity. What other reasons for valuing diversity can be added to this list? Cost -- The failure to effectively diversify an organization's human resources almost always comes with substantial costs. Most often, minorities are
If a company does not know what is really needed for a particular position, the company will have trouble hiring for that position (Harvey & Allard, 2012). Recruitment of the right person (or people) for the job. Some jobs require much more skill than others, and some can be very specialized based on the kind of person needed for the line of work (Mujtaba, 2007). Because that is the case,
Diversity Socialisation for Newcomers Head of Human Resources XYZ Investment Limited Dear Sir, Re: Diversity Socialisation for Newcomers The significance of organisational socialisation cannot be overemphasised. Through the process, new employees are equipped with the knowledge, attitudes, and behaviours necessary for successful organisational membership (Cable, Gino & Staats, 2013). In most cases, however, the process of socialisation focuses on aspects such as the goals of the organisation, individual role and responsibilities, behavioural patterns, as well
In this way, management should make an effort not only to understand the market within which they operate, but also the representation of this market in their employee base. Through making a conscious attempt to look beyond immediate personality preference, the manager can benefit the small or medium business by cultivating not only his own, but the rest of the employees' intercultural undersatnding and empathy. To do this, it is
Diversity Consciousness Personal Growth My reasons for taking this course include personal interest in diversity issues and especially in how diversity impacts social justice. My diversity awareness has improved significantly after taking this course. The biggest impact the course has had is on opening my eyes to social injustices that continue to occur in the United States. I am more aware of both the causes and effects of injustice, and am more aware