...Diversity Awareness at ABC Corporation Situational background ABC Corporation is a fictional advertising agency. Following many years of highly successful advertising campaigns, market growth and staffing expansion, ABC has come under attack by various ethnic groups and the business community for a lack of sensitivity in some broadcast and print advertising. The leadership team is concerned about the consequences of this backlash to our clients’ satisfaction and retention and to our revenue stream. It was evident to the leaders attending last month’s leadership meeting that the source of this problem ran deeply through the organization. The leadership team is highly diverse in ethic and national origins, language skills, background and experience. The employees reflect a similar high level of diversity. What currents are directing our projects into insensitive waters? The leadership team appointed three of its members, Robert, Pat and Paul to investigate the source of the troubled waters; to bring some clarity to the analysis, “why are we not fully leveraging the diversity of our workforce?” The investigative team is to report its findings in one month, at the following leadership team meeting. The investigative team interviewed employees and administered surveys to assess possible causes of the problem. They met to analyze and interpret the data and to prepare a presentation to the leadership team. Findings The investigative team discovered that two advertisements...
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...Regional Planning DIVERSITY AWARENESS CASE STUDY – ASSIGNMENT 1 Beyond simple “text book” learning, in this course we will strive to connect the material with current happenings in our world and communities. You will have an opportunity to do this in this two‐part assignment. In assignment 1 you will find and research a diversity awareness project. This first part will focus on learning what other groups and organizations have done to promote diversity awareness. Then, in assignment 2 you will develop a campaign for promoting diversity awareness in your own academic community – the College of Design. BACKGROUND INFORMATION Iowa State University has many projects and initiatives focused on social justice and diversity. Each unit and department creates educational programing and events to meet the needs of their students, faculty, and staff. The College of Design Diversity Board, the University Diversity Committee, and other departments want help developing a Diversity Awareness Campaign that: Is inclusive to all Iowa State University students, faculty, and staff, Encourages sensitivity towards and connections across differences, Initiates dialogue and training opportunities related to diversity concerns, Encourages the development of educational programming and activities that explore multiple human and cultural perspectives, and Encourages awareness regarding the needs to the global community...
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...Stages of Ego Development Jillian Whalen PSY/230 June 20, 2014 Chris Allen Shreve Stages of Ego Development Jane Leovinger created a method of recognizing which stage of ego development one may be in at any given age. A verbal sentence completion test is implemented to help the participant understand more about which one of the nine stages of development she may be experiencing at the time and what she needs to do in order to move on to the next stage. Each stage explains what level of maturity, acceptance, and understanding one may be in at the time of test completion. They also help the individual understand their internal feelings about environmental factors surrounding them and how these factors form the ego. Loevinger notes that not everyone reaches self-actualization and many may be stuck at certain stages. Stage one – The Pre-Social and Symbolic Stage: Because this stage occurs at infancy, it is not as understood as well as other stages because the child is non-verbal and unable to complete the sentence completion test. An infant’s ego, according to Loevinger, is most interested in gratifying immediate needs, such as feedings and diaper changes. She also notes that infants form a close bond with their primary care giver. While the child recognizes she is a different entity from the world that surrounds her, she has trouble distinguishing her own identity from the caregiver. Stage two- The Impulsive Stage Loevinger describes this stage in relation...
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...ASEAN is a region of immense and colourful cultural diversity, one that shares common historical threads. ASEAN Member States promote cooperation in culture to help build an ASEAN identity. They seek to promote ASEAN awareness and a sense of community, preserve and promote ASEAN cultural heritage, promote cultural creativity and industry, and engage with the community. ASEAN Leaders envision ASEAN as a community of caring societies, conscious of its ties of history, aware of its cultural heritage and bound by a common regional identity. One of the main bodies in ASEAN cooperation in culture is the ASEAN Committee on Culture and Information (COCI). Established in 1978, its mission is to promote effective cooperation in the fields of culture through its various projects and activities. The COCI comprises representatives from national institutions like the Ministry of Foreign Affairs, Ministries of Culture and Information, national radio and television networks, museums, archives and libraries, among others. Together, they meet once a year to formulate and agree on projects to fulfil their mission. Activities in the area of culture include the conservation and preservation of cultural heritage, promotion and cooperation on cultural industry and the production of cultural showcases. To cite some examples, 2009 saw the production of the coffee table book “Water: A Unifying Force in ASEAN”, a workshop that gathered experts from the region to discuss the prevention of illicit transfer...
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...Journal #3 I agree with the outcome of my emotional intelligence test because I believe that I can read people very easily and have the skill of interpreting their wants and needs. There are five traits of emotional intelligence: self-awareness, self-regulation, motivation, empathy, and social skills. Self-awareness is recognizing your own emotions and their affects on the environment around you. I believe that I have a high rating of self-awareness because I know myself, my strengths, my weaknesses, and what situations will make me uncomfortable so I can avoid them. The next trait is self-regulation. Self-regulation has five different subcategories which include self-control, trustworthiness, conscientiousness, adaptability, and innovation. I believe that my level of self-regulation is not as high as my self-awareness level. I have self-control, I am trustworthy, and I am conscientious in the fact that I take responsibility for my own actions, however when it comes to the other aspects of self-regulation (adaptability and innovation), I do not score as high. I have a hard time being flexible and adapting to change as well as being open to new ideas. Motivation, the next characteristic of emotional intelligence, has four different subcategories: achievement drive, commitment, initiative, optimism. I think that I have a high amount of motivation because of the objectives I have achieved in my life. For example, in high school, I tore my ACL and I got through the...
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...Abstract Diversity encompasses characteristics that categorizes individuals and allows for self-identification. Diversity presents itself in two different forms, visible and invisible. Those that are visible forms of diversity include ones physical appearance, sex, race, age, ethnicity, speech patterns and language. Those that are nonvisible include characteristics such as religion, national origin, illness and sexual orientation (Clair 2005). When discussing diversity in the work environment, most often times they are discussing the outward, visible characteristics, however invisible social identities are common in the workplace. Gender is one of the most common viewed issues when looking at diversity in the workplace. The glass ceiling and equality issues are analyzed and discussed frequently. Discoveries have been made that support the idea that woman should be on more Boards and should be making more decisions on allocations of monies. This paper seeks to address how diversity impacts an organization and how managers can make diversity work for them. Introduction According to Gibson, Ivancevich, Donnelly, and Konopaske (2012), Diversity is a term that describes the cultural, ethnic and racial differences in a population. A more comprehensive definition by Gibson et al (2012) indicates that diversity is “an array of physical and cultural differences that constitute the spectrum of human attributes. There are six dimensions of diversity which include: age...
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...group in the U. S. by the year 2010. In order for companies to fully and aggressively compete in the marketplace, they will need to consider these statistics and work towards attracting, recruiting, developing and retaining a diverse workforce. This will be critical if they are to survive. They will also need to recognize that the market they cater to is becoming more diverse. Diverse groups are a growing percentage of the buying power in the United States. In order to maintain competitive advantage in the sector they serve, organizations will need to truly understand its customers, clients, members and employees and will need to create an organizational climate that is welcoming to all. The Birth of the Diversity Movement The “Diversity” Movement was born in 1987, when the Hudson Institute launched a study titled “Workforce 2000”. The study projected demographic trends that would impact the workplace, as we knew it by the year 2000. One of the predictions made was that there would be a marked growth in the number of women and minorities entering the workforce. In fact, the report suggested that women,...
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...Diversity and Inclusion SOC/315 November 09, 2011 Diversity and Inclusion Diversity refers the inclusion of different types of people in a group or organization. Many people with different backgrounds work together every day to accomplish tasks assigned on daily basis. Before working together the group should know the different dimensions of diversity. “Dimensions of diversity exert an important impact on our early socialization and a powerful sustained impact on our experiences, values, assumptions and expectations throughout every stage of history ” (Harvey, 2009). The different dimensions of diversity are race, gender, age, education, sexual orientation, and geographic origin, or employment. “Dimensions adds layers of complexity to individual identity, it is the dynamic interaction among all the dimensions that influences self-image, values, opportunities, and expectations” (Harvey, 2009). Dimensions of diversity apply an effect on each of us at home, work, and in society giving definition to our lives. “The United States is a very diverse nation and becoming more” (Schaefer, 2011). Concerning ethnic, cultural, or other groups I identify with all. My social circle is consistent with people from all groups. My social circle consists of individuals not a group. I think of all my associates as individuals with different personalities. My social circle member’s personalities are very different and the dimensions play a part from the way we dress, race, gender, and sexual...
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...cultural backgrounds, customs, and languages to varying work styles, perspectives, and thoughts, our diversity provides us with a vast array of skills and talents that often go unrealized and undervalued. Those organizations that harness these differences and leverage varying perspectives and talents are better positioned to meet the ever-changing needs, wants, and expectations of their customers. Diversification of thought is the driver of innovation. Leveraging our differences for a competitive advantage does not necessarily come easy. It is not simply “common sense” and it is not achieved by just “getting along.” Successful diversity and inclusion (D&I) initiatives require a strategy that is inextricably connected to the organization’s overall business goals. There must be a strong connection to the business and senior leadership support in order for any initiative to be successful. Many organizations wrestle with myriad questions when putting together and executing a D&I strategy. The success of a D & I initiative is dependent upon employees clearly understanding the business case and their individual role in creating an inclusive workplace. Success requires the message and the approach to be compelling, consistent and clear enough to personally connect employees to the initiative. The optimal communicating/learning environment for promoting D & I awareness and building inclusive skills is one in which participants are immersed in a learning experience...
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...Evolution of Business Nikoa Jefferson MGT/426 April 25, 2015 Sharla Walker Evolution of Business Role of Innovation The business environment is continuously evolving with the integration of new management trends developed to create opportunity and respond to various challenges. However, with the unpredictability of the business environment which is driven mainly by globalization and technology, innovation turned out to be increasingly important to success. It means that innovation and strategy is converging to help in productivity. Innovation has the potential to change the agents within an organization to become better entrepreneurs to meet various challenges. Strategic thinking is crucial in creating a coherent, integrative and unifying framework for making decisions particular regarding the direction in which an organization goes and the resources it plans to utilize (Goldsmith, 2009). In some way, strategic thinking utilizes external and internal data, perceptions and opinions. It is proactive, conscious and explicit while defining competitive realm for strategic advantage in the organization. Strategies are formed to improve the performance of an organization which means that the company will have to conduct something unique and different compared to that of the competitors. Whenever an organization develops a new strategy, it means that they are establishing change whether it is innovative...
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...Chapter 12: Managing Diversity in the Workplace The Chancellor's Committee on Diversity defines Diversity as: "The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage,age, gender, sexual orientation, gender identity and other characteristics." So why is it when many people think of diversity, they think first of ethnicity and race, and then gender? Diversity is much broader. Diversity is otherness or those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups. It's important to understand how these dimensions affect performance, motivation, success, and interactions with others. Institutional structures and practices that have presented barriers to some dimensions of diversity should be examined, challenged, and removed. A good starting-point for thinking about diversity is to become familiar with UC’s systemwide Non-Discrimination Statement: “It is the policy of the University not to engage in discrimination against or harassment of any person employed or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, or status as a covered veteran. This policy applies to all employment...
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...Diversity Defined Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, et al., 1995). The CIPD (2011) argues that managing diversity involves recognizing the differences in people and valuing, respecting and using these differences to support business performance. The world’s increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, profit and non-profit organizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today. About DTTL’s commitment to diversity and inclusion DTTL was a founding signatory to UN Women's Empowerment Principles (WEP), launched by the United Nations Women and the United Nations Global Compact. DTTL is also a member of the IM WEP Leadership Group, which was created to help further promote the principles. DTTL and its member firms also contribute to the ongoing diversity and inclusion dialogue via thought leadership. This year, the DTTL Center for Corporate Governance issued...
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...examination this paper will further bring out the importance of workplace diversity in an organizational environment; and team dynamics in the workplace. The most effective way to help readers understand the difference between Groups and Teams begins with defining the two organizations for clarity. The definition of a” Group is a small group of people with complementary skills in which a leader’s goal and approach; and are willing to be held accountable by the leader” (Mackin, 2007). Groups attainments are approached by the leader’s goals for dominate support. The accountability of a group is thrives on individual accountability. However, the viewpoints of leaders are for the production of its organization the supervisor has input. Subsequently group decisions are made by voting rather than members acquiring any input. However, “a team is a small group of people with complementary skills and abilities with common goals and approaches for which they hold each other accountable” (Mackin, 2007). Teams require structure and support, aside from the purpose of each member having the ability to complement skills. A Team prefers sharing responsibility to improve their performance constantly. A Team will be consensus in their approaches concerning meeting goals; and they take accountability by speaking to one another whenever conflicts arouses among members. The importance of examinating workplace diversity in organizations are to...
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...The textbook defines diversity as “the human characteristics that make people different from one another” (Gomez, 2010). It may also be defined as “valuing all the ways we are similar and different” (Reese 2009, p. 53). 1. First, should he or others attempt to respond to negative reactions to the composition of the new EC? What should they say? To whom? When? How? It would be wise for Voser to get in front of the negativity voiced by some members of the organization before it festers into discontent and organizational tension. “Voser did not think it appropriate to measure his commitment to diversity and inclusion by looking only at the group of eight people at the very top of Shell” (Sucher 2020, p.1). It is important that Voser points out that the creation of the new Executive Committee (EC) does not represent the efforts of the organization to be both diverse and inclusive. He should reaffirm throughout the ranks that the mission will continue to be diversity and an atmosphere that encourages inclusion. It is pretty obvious from reading the case that the committee does not adequately reflect the culture that has been devised within the Royal Dutch Shell Company. I feel that it is important that this issue of negativity be dealt with and not overlooked. If left unattended it could lead to distrust, skepticism, and low morale amongst the employees. It should be handled properly and promptly before the situation becomes critical. As a new CEO, Voser needs to quickly clarify...
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...is to help professional socialization by instilling an understanding of the relevant ethical principles and standards to be a significant component in providing therapeutic rapports. The primary reasons for clinical supervisions are to ensure quality care and provide professional development in a systematic and planned manner. In todays’ society, clinical supervisions require a foundation in the understanding of the ethical and legal aspects of the supervisory relationship. There are many ethical and legal issues that can affect the supervisory relationship. All supervisors consistently approach all aspects of clinical supervision from an ethical and legal viewpoint. With more time and attention devoted to these important topics, awareness of the ethical and legal aspects can be demonstrated as they are put into practice. The role of a supervisor is to prevent harm from occurring to clients. Supervisors are in charged of reviewing and monitoring the quality of services and the key focus should be to insure that clients’ needs are being met. A primary focus of supervision is to be vigilant and aware of issues that could result in clients receiving inadequate service or being harmed by the therapeutic process. A supervisor must do everything within their power to insure that issues or behaviors of other counselors are not harming clients. New professionals need to develop an understanding of what it meant to be a professional, and this is accomplished by pairing them with...
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