orkplace Diversity
"The benefits of diversity cannot be achieved with isolated interventions. To the contrary, a complete organizational culture change is required in order to promote appreciation of individual differences… diversity is a multifaceted reality…" (Martin-Alcazar, et al., 2012)

The need for diversity in the workplace has been well established in the literature, but the need for managers and executives to build a culture based on diversity is still on the drawing boards for many organizations. Learning the how, why and when of diversity in the workplace is the next big step for companies, in particular those organizations competing in the global marketplace. Diversity in the workplace must be more than numbers and demographics, according to the literature in this paper. It is a moral imperative and in addition it should be an intelligent, insightful and practical business policy.

Introduction

Diversity is not a new concept in the workforce, but diversity has been receiving….

Workplace Diversity
Cultural diversification is a term that has become very popular in the recent years, especially among the people working in various organizations. A lot of concerns have arisen due to the flow of the immigrants into the major cities of the United States. Due to the arrival of the immigrants and the varying concerns of the people, a lot of human and civil rights organizations have started to ask the authorities to pay attention to this matter. There are many organizations where a need for the trainings and lectures regarding the cultural diversity has been felt by the officials for the employees. This trend and need has mainly taken place after the September 11 incident. Therefore, in today's world the understanding and acceptance of cultural diversity by employees in a workplace is of crucial importance for the successful management, leadership and running of an organization. Today the term cultural….

A good advertisement will demand candidates with a "demonstrated ability to work effectively in a diverse work environment," and there must be an effort to recruit a diverse applicant pool from a wide range of sources, universities, and regions of the country and world (Chapter 12, University of California at Berkley, 2007). Using a panel interview format with a diverse human resources team that is representative of the company creates a positive and representative face of the company. It is also essential that appropriate accommodations are made for disabled applicants.
ithin the workplace, a real endorsement of diversity by the leadership is required. More than any other component, if employees do not feel that the leadership takes diversity seriously, they will not take diversity seriously in their endeavors. Clear mission statements reinforcing diverse values, sensitivity training, and creating mentoring and support groups are essential components of managing a diverse workforce….

orkplace Diversity Training
First Activity -- Feeling Different

In this activity a group of workers (from diverse cultures) are asked to participate in a diversity training session, and they arrive in a room together waiting for instructions. They are asked to take a seat. The seats are arranged in a big circle.

(One) The leader of this activity asks each participant to recall a time when they felt different from everyone else around them. Did you ever walk into a room and you were the only African-American person, or you were the only male in a room full of females? Maybe there was a time when you were the only person who spoke Spanish, or the only person who spoke English -- what was it like to experience that incident?

(Two) Each participant is asked to think of just ONE ORD that explains how it felt to be the only one speaking Spanish or….

I would consider Sussman's model, based on Johari's window, and consider whether John is truly prejudiced or simply naive about how to talk in multicultural settings. He may be mildly prejudiced and say such things as "Why don't foreigners learn to speak proper Englsh," but only around people for whom English is their first language.
If it appears that John is significantly prejudiced, then I would direct him to cultural sensitivity training. However, if he is just culturally naive, I would then give him a few pointers so he can avoid developing a perception of him as prejudiced among people who have not had a chance to get to know him well yet. y addressing the issue in the larger context of overall performance, John would get lots of positive feedback, allowing him to take this one point as constructive criticism.

ibliography

Augsberg College. "The Johari Window: A Graphic Model of Awareness….

They dropped back slightly to 1.5 million in 2002" (Mason-Dreffen 2003). Those increases occurred despite the fact that age discrimination can be difficult to prove, although the Supreme Court had eased the plaintiff's burden of proof (Ormsbee 2002). Song 2001
University of California at Davis professor of computer science, Dr. Norman Matloff, noted that in the IT world, "old" can begin at age 35. In addition, "The market has become more difficult for older workers since Congress passed a bill in 1998 that doubled the number of foreign high-tech workers from 65,000 to 115,000 that could be brought into the country under 'H1-B' work visas" (Matloff, quoted by Song 2001). Since Matloff was interviewed, the cap has been raised to 195,000 (Song 2001).

Despite this, in 2000, 843,000 IT jobs went unfilled, with about 20% of those being the programming positions Matloff said were at the heart of the problem of….

As mentioned earlier, it is good for companies to be diverse because many workers have different situations that they are dealing with. Childcare is a major issue with many workers and now there are several companies that offer onsite childcare. This option takes a lot of stress off of the parents of having to drop the children off to daycare and then rush in the evenings to pick them up before the center closes. Workers who take advantage of this option have the convenience of checking on their children during break time and even having lunch with them. There is less separation time between parent and child which makes the parent more at ease. on-site childcare is a perfect example of how employers can help their staff to achieve work/life balance.
Another thing employers are doing is allowing more time off for employees to take care of their loved ones.….

.. A series of symbols used to represent things. [and it is] a process of "coding and then decoding these symbols" (Lewis, 2006). And what must never be lost is that both speaker and listener are stakeholders in the process. Moreover, when the peaceful management of culturally diverse workers is pivotal to the success of a company, it's important to remember that "intention is not a necessary condition for communication," and one may try, but one doesn't always communicate what one intends to communicate.
It is also relevant to touch on the work of Gregory Bateson; in researching possible solutions and definitions towards the management of "complex environmental problems" (Tognetti, 1999), Bateson believed, in the paraphrase of Sylvia S. Tognetti, that "one of the major fallacies of the scientific community is the premise that it is possible to have total control over an interactive system of which oneself is a part."….

The patients ae the one that will suffe the consequences in the fist place. This will futhe influence the hospital's image and futue activity. Eventually, the peson held esponsible fo any possible damage is the HR manage.
The HR manage also has the altenative of eopening the seach. But this does not mean that the outcome will be diffeent. It is vey unlikely to find a moe suitable candidate fo the job than D. Soysa and with less issues of debate.

As a consequence, the HR manage would find himself in the same situation as befoe. Even moe, exta esouces will have been wasted fo anothe seach. He would also have the financial aspect to explain.

In my opinion, the HR manage should hie D. Soysa as the new nusing diecto, despite the seach committee's opinion. Communication is vey impotant in this situation. The HR manage should ty to change the seach….

Culture: Workplace Diversity and Managing Differences
An Experience of Sexual Harassment

Numerous definitions have been put forth to explain the term 'sexual harassment'. I, personally, think of sexual harassment as any form of degrading comments, gestures, or sounds directed at a person on the basis of their sex, even when there is no physical contact involved. A friend of mine had this male supervisor who just wouldn't stop making funny comments -- 'that skirt doesn't work for you', 'you need something shorter', 'why can't we just run off and get married?', and so on; and he would do so even when there were people around. Well, at first she considered this to be his 'unique' way of showing appreciation, but when push came to shove, she confronted him. The advances, however, still went on, and she was disturbed by the fact that he looked at her as an object and acted like….

Whether sensitivity seminars do in fact negatively impact diversity, albeit, needs further investigation.
In "Workplace diversity: A generational view," Dale E. Collins (2004), a course developer for MGH Institute of Health Professions, asserts that generational diversity constitutes one factor that fuels dynamics in education and in the workplace. Because individuals today remain in the workforce longer and other individuals change careers, society routinely sees changes in the workforce composition. During 2003, the Silent or Veteran generation workers, were ages 61 to 78. Today, according to Collins, these individuals may be working in their second or third career. Even though this particular generation contributes a small portion of the workforce, the Silent possesses years of experience, knowledge and wisdom to the workplace. "As a result of surviving the Great Depression, this generation has become discerning and cautious. Their ability to adapt to rapid change is limited; however, this reluctance provides younger….

Chapter 10 EssayIn my opinion, some of the companies having in place impressive diversity programs are inclusive of; Cisco Systems and Mattel. With regard to Cisco Systems, the company has managed to rope in its employees into the diversity discourse via what is refers to as Global Diversity Inclusion and Diversity Council. It would be prudent to note that as Aperian Global (2021) points out, full engagement of teams at all levels of an organization has the potential to bring real changes, both to workplace culture and to the companys success. On the other hand, Mattel also engages teams at various organizational levels in what effectively enables the company to gather new insights about the best way to implement some organizational initiatives.There are certain aspects of corporate training that are not working. For instance such training efforts fail to take into consideration certain other features of diversity and instead….

In “Managing a culturally diverse workforce: Diversity perspectives in organizations,” Podsiadlowski, Groschke, Springer, et al (2013) present two different but related studies on how Austrian workplaces manage diversity. Both studies address ways organizations conceptualize diversity and leverage diversity. The first study uses interview data to gain insight into how organizational cultures reflect either a diversity approach or resist diversity. The second study involves the development of what could become a standardized test for diversity perspectives. Goals of the questionnaire include measuring perceived threats and benefits of diversity in the workplace. The authors acknowledge the importance of diversity management, and increasing understandings of how to develop a diversity framework that reflects the organization’s mission and values. Similarly, the authors emphasize the significance of developing a framework for diversity as globalization leads to more diverse workforces. To operationalize the definition of diversity, the authors suggest that all aspects of diversity including gender, age,….

Improving Diversity Introduction
Recognizing diversity is one of the most important factors that managers and businesses have to face today (Wong & Chin, 2016). Diversity is a part of the human experience in the global environment that persists virtually in every setting around the world. Diversity is not just a matter of culture, however; it is also a matter of generation. As more and more generations merge in today’s workplace, understanding the differences that set them apart and the ways in which they can most effectively be managed is crucial to successful leadership. This paper will describe the issues and challenges faced by generation X while managing Generation Y, explain how Maslow’s hierarchy of needs theory can be used to improve diversity, and highlight three large U.S. companies at the forefront of effecting change through diversity and inclusion.
Issues and Challenges Faced by Generation X While Managing Generation Y
Generation X has been defined….

Introduction A diverse workforce consists of individuals from a wide range of cultures, standpoints and background is pivotal. Organizations that generate inclusivity within the workplace setting and hearten success amongst all personnel outperform their rivals. Organizations that embrace and implement diversity have better performances in the market. Statistics indicate that for every 1 percent increase in gender diversity, there is an increase in organizational revenue by 3 percent. Furthermore, greater levels of ethnic diversity result in an increase in revenue generated by almost 15 percent. It is also imperative to note that in the present day, progressively more individuals have become cognizant and 67 percent of lively and inactive job seekers assert that when assessing organizations and job offerings, it is imperative to them that the organization has a diverse workforce. In recent times, companies across the globe are outrivaling and taking more initiative with respect to diversity hiring (McSweeney, 2016).….