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Cox models have be used by many organizations to deal with conflict resolution issues, including those with diverse populations. In Cox analysis, the change model for work on company diversity has provided an effective approach to establishing and maintaining diversity in workplaces. When we review this issue, leadership is the key aspect here because this situation raises core questions about the company leadership's philosophy, vision, strategy and integration. Leadership in such situations has been found to be critical in guiding organizations during times of social change, especially with regard to dealing with diverse populations in work places. In such situations, sensitivity training has been successful if combined with a cost benefits analysis. While it might be "nice" to treat people with respect, it has statistically been proven that such efforts are enhanced...
They, they have a personal stake in the issue and they tend to be more motivated to overcoming differences to make a profit (Cox, 1991).
Unfortunately, we can not expect our employees to be saints . They have to see a personal payoff for themselves (and the families) that they support in order to take personal ownership of the diversity issue in the first place.
Works Cited
Cox, Taylor. (1991). The multicultural organization. Academy of Executive Management, 5 (2), 37-47.
Facts about discrimination based on sexual orientation. (2011).
Retrieved from http://employment.findlaw.com/employment/employment-employee-discrimination-harassment/employment-employee-other-discrimination-top/employment-employee-other-discrimination-facts.html.
Works Cited
Cox, Taylor. (1991). The multicultural organization. Academy of Executive Management, 5 (2), 37-47.
Facts about discrimination based on sexual orientation. (2011).
Retrieved from http://employment.findlaw.com/employment/employment-employee-discrimination-harassment/employment-employee-other-discrimination-top/employment-employee-other-discrimination-facts.html.
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