Inclusion-Exclusion in the Workplace

.....inclusion-exclusion important in the workplace? What is the distinction between the inclusion-exclusion concept and organizational involvement? The concept of inclusion-exclusion in the workplace takes into account the feeling of a person being a part of the organizational system with respect to the formal aspects such as making decision and gaining access to information as well as informal aspects such as coffee meetings (Mead et al., 2011). This concept is imperative to the workplace as one of the most important issues experienced by the diverse workforce in contemporary times is 'exclusion'.

This is an actuality faced by several personnel and a view held by even more personnel that they are not deemed by the executive managers to be an integral part of the company. The distinction between the inclusion-exclusion concept, and organizational involvement is that the emphasis placed on organizational involvement is on organizational practices that nurture the development of policies and procedures directed at forming a setting where people have better accessibility to organizational knowledge and information networks.

On the other hand, the concept of inclusion-exclusion is a sign of the manner in which personnel experience and view their position and status in the organization in relation to the mainstream people (Mor Barak, 2011). 2.

What may be some reasons why people that are different from the "mainstream" are more likely to be excluded from positions of power and influence in work organizations? The reasons why people that are different from the mainstream are more likely to be excluded from positions of power and influence in work organization vary largely. One of the reasons could be linked to the fact that they emanate from diverse groups.

Therefore, different forms of discrimination such as racism, ageism, and sexism could be one of the reasons, both intentionally and unintentionally. Another reason could be the aspect of economic and financial self-interest, whereby individuals could be restricted to access power and economic resources. In turn, this can lead to job discrimination of women and minorities and segregation in promotional prospects. Another reason could be as simple as cliched insights and also a sense of discomfort with the individuals considered to be different.

Usually, individuals have a tendency of being comfortable with those that have mutual significant individualities and behaviors. 3. Is there a theoretical connection between worker inclusion-exclusion experiences and performance and satisfaction outcomes in organization social systems? Can it be generalized from the "sociometer model" of self-esteem? It is possible to generalize a theoretical link between worker inclusion-exclusion experiences and performance and satisfaction outcomes in organizational systems from the sociometer model of self-esteem.

The responses of other people, especially the extent to which they espouse and include people or discard and exclude them, are fundamental to an individual's physical and mental welfare (Mor Barak, 2011). Prompted and activated by a setting that tends to exclude the self-esteem of an individual, brings about behavioral outcomes that are purposed to resolve the state of affairs.

This can be done, for instance, by rewarding endeavors to embrace or by separating from the system that excludes and connecting with a setting, that is more inclusive (Mead et al., 2011). 4. How does the social identity theory provide a connection between social structures and individual identity? The social identity theory provides a connection and link between social structures and individual identity through the connotations and significance that individuals bestow upon their affiliation to identity groups, for instance, those that are created because of race, ethnicity, or gender.

In particular, the main suggestion from the social identity theory is that individuals have a desire to have belongingness to groups that have unique and constructive individualities. As a result, the individuals that belong to different groups that have a greater seeming social status will espouse and take in other individuals they deem to be similar to them, and exclude the individuals they deem to be dissimilar to them (Mor Barak, 2011). 5.

Research indicates that individuals from diverse groups commonly find themselves excluded from network of information and opportunities for several reasons. What may be some of the reasons why individuals from diverse groups commonly feel excluded? There are different reasons why individuals from diverse groups commonly feel excluded from network of information and opportunities. Diverse individuals or groups such as women, racial and ethnic minorities feel that they are excluded or limited to opportunities such as promotions, a rise in salaries and job prospects because they are different.

Individuals feel that they experience exclusion because they do.