...Leadership, the Determinant of Organizational Culture and Diversity Introduction With the world becoming smaller and smaller from the increasingly intensive business trade, the globalization not only bring huge opportunity, but also bring more challenges to organizations than ever before. Multicultural teams, therefore, are used in workplace, and workforces become more divers than ever before (Schein, 2010). But ethnicity is only one part of diversity, and the concept of it includes some visible ones, for example religions, gender, disabilities and other less visible ones, like social class or sexual-orientation. In organizations, the key issue of diversity is how to benefit from differences and eliminate the stereotype and avoid automatically judge people on the basis of differences (Coleman Marianne, 2012). Therefore, dealing with this issue appropriately can enhance organization’s effectiveness and motivate talents to innovate. There is another topic which is contributed to company’s effectiveness-organizational culture in recent years. Researcher (Schein, 2010) suggested that organizational culture can influence how people set individual and organizational goals, perform tasks and manage resources to achieve those goals. So, identifying the culture of company becomes a popular and effective method to achieve high performance in workforce. Whether a company can value diversity and set strong organizational culture is mostly depend the way of the parties concerned...
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...ABS 415 WEEK 4 DQ 1 LEADERSHIP ROLE IN DIVERSITY ASH COURSE To purchase this visit here: http://www.nerdypupil.com/product/abs-415-week-4-dq-1-leadership-role-in-diversity-ash-course/ Contact us at: nerdypupil@gmail.com ABS 415 WEEK 4 DQ 1 LEADERSHIP ROLE IN DIVERSITY ASH COURSE Week 4 DQ 1 Leadership Role in Diversity Evaluate how a leader’s role and responsibilities might change as a company becomes more diverse. Is it important for today’s leaders to develop cultural intelligence? Do you think a leader that has never had experience with people different from him or herself can develop the ability to smoothly adapt to culturally different ways of thinking and behaving? Support your response. Respond to at least two of your classmates’ postings. Home Work Hour aims to provide quality study notes and tutorials to the students of ABS 415 Week 4 DQ 1 Leadership Role in Diversity Ash Course in order to ace their studies. ABS 415 WEEK 4 DQ 1 LEADERSHIP ROLE IN DIVERSITY ASH COURSE To purchase this visit here: http://www.nerdypupil.com/product/abs-415-week-4-dq-1-leadership-role-in-diversity-ash-course/ Contact us at: nerdypupil@gmail.com ABS 415 WEEK 4 DQ 1 LEADERSHIP ROLE IN DIVERSITY ASH COURSE Week 4 DQ 1 Leadership Role in Diversity Evaluate how a leader’s role and responsibilities might change as a company becomes more diverse. Is it important for today’s leaders to develop cultural intelligence? Do you think a leader that has never had experience with...
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...Short Essay | Diversity in the Workplace | How it can create business related advantages | | Madison Roney: 7660183 | 5/15/2013 | | In modern western society, the diversification of culture has increased dramatically in recent years. With this shift, along with the growing competitiveness of the labor market, corporations have been forced to hire more employees who are not familiar with the spoken language or societal norms present in western culture. Many corporations, as much as 80% according to equity activist Trevor Wilson, consider cultural barriers to be a burden on their managers and fellow employees. As a result, these corporations fail to treat their employees equitably. (Hayes, 1999). One could argue, however, that the diversification of employees within the workplace has various business related benefits such as improved efficiency, bottom line revenue, and relationships formed with co-workers, managers and customers alike. However, to ensure its success, principles of transformational leadership must be used on the part of managers and various challenges must be overcome in order for these benefits to take full effect. This is not the first time in Canada's history where ethnic equality in the workplace has been a subject of interest. In 1993 the New Democratic Party in Ontario, whom was the provincial government at the time, enacted an employment equity law to ensure fair employment opportunities to workers from select minority groups. This legislation...
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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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...Cornell University ILR School DigitalCommons@ILR Student Works ILR Collection Spring 2013 Which Organizations are Best in Class in Managing Diversity and Inclusion, and What Does their Path of Success Look Like? Pin Zhou Cornell University Daniel Dongjin Park Cornell University Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/student Part of the Human Resources Management Commons This Article is brought to you for free and open access by the ILR Collection at DigitalCommons@ILR. It has been accepted for inclusion in Student Works by an authorized administrator of DigitalCommons@ILR. For more information, please contact hlmdigital@cornell.edu. Which Organizations are Best in Class in Managing Diversity and Inclusion, and What Does their Path of Success Look Like? Abstract Question: Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? What are the criteria to measure ‘best in class’? Keywords human resources, diversity, inclusion Disciplines Human Resources Management Comments Suggested Citation Zhou, P. & Park, D. (2013). Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? Retrieved [insert date] from Cornell University, ILR School site: http://digitalcommons.ilr.cornell.edu/student/46/ Required Publisher Statement Copyright by the authors. This article is available...
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...The Value of Diversity in the Workplace MGMT 512 August 6, 2015 “One of the signs of a truly educated people, and a broadly educated nation, is lack of prejudice.” - Dr. Charles H. Mayo As the world grows smaller and more connected through increases in technology such as the internet, accessibility to international travel, and opening of global markets, companies are tasked with creating diversity and inclusion policies. Diversity and inclusion policies are necessary because people/customers, employees, organizations and companies all want to draw upon this vast array of people to conduct and enhance their businesses. It is important for companies to reflect the “look” of the populations they serve through business due to the many advantages that will positively affect their companies. A diversity policy can improve a company’s quality of employees, increase comfort level from the consumers it serves, improve cost reductions through fewer employee issues, augment creativity, problem solving and decision making; and boost goodwill with stakeholders (Collins, 2009). In regard to developing a diversity and/or inclusion statement there are many frameworks to study before crafting a policy for an organization. One example from a biblical perspective is from the Book of Genesis, the story of Joseph and his coat of many colors (Leadership Bible, 2013) which correlates to Dr. Martin Luther King’s letter from Birmingham Jail, on April 16, 1963 regarding the image of...
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...Throughout the many issues in the workplace, diversity is an issue that needs immediate attention. Our culture is continuously evolving and with that being said diversity in our work environment should be evolving as well. It has been said, “Top performing companies have long recognized that diversity is good for business. But a just released report from The Economist Intelligence Unit finds that a new definition of workforce diversity is emerging. It’s no longer just about avoiding race, ethnicity, and gender discrimination, or even compliance with legal regulations. Diversity now encompasses values, meaning what motivates someone to join a company, embody organizational passions, and be productive for a long time.” (Galer, 2014) It is crucial for an organization to be diverse, lack of diversity can cause several issues in the workplace such as miscommunication, unproductivity, and creates a hostile work environment. By managing the problems with diversity the organization would benefit greatly in many ways. There are many reasons for why the issue of diversity needs to be addressed in the workplace. Specifically in the organization I work in there are many problems with diversity, many of the workers in my organization have brought up the fact that the race is predominantly white, it is also made aware that the engineers for the company are males and the females in the office are usually the subject of jokes and labeled as ‘non workers’. Since the site I currently work in...
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...reach success. Office Depot has developed competencies to increase and maintain employee motivation. As stated previously, employee motivation as a direct impact on employee performance and their productivity. Competency 1: Job Performance (Diversity) Office Depot possesses a fundamental and positive responsibility to ensuring workplace diversity. “Globalization is fast changing the demographic mix of workforce in organizations across countries. Therefore the concept of diversity and its management become imperative. Diversity management (DM) is planning and implementing organizational systems and practices to manage people so that the potential advantages of diversity are maximized while its potential disadvantages are minimized” (Preeti, 2016). Diversity promotes employee motivation as it shows employees that Office Depot is committed to the progression and successful of their staff. According to Office Depot, “At Office Depot, we are committed to creating an inclusive environment where all people are valued and respected. Diversity is an important dimension of Inclusion, Innovation, and Customer Focus -- three of our core values -- and keys to our success in a global marketplace.” (Office Depot, 2016) When organizations promote diversity in the workplace, productivity and positive attitudes increases as it allows for different prospective and boost morale within employees. Competency 2: Behavioral (Employee Engagement) Employee engagement is one of the most...
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...the real world corporate functions. Everyone has heard many leadership courses often speaking on the importance of the team building events and not the group building events. The word team has many definitions. In a work environment the term team is a number of persons associated in some joint action. A team has one primary goal and will work together to achieve it. The word group is defined as a number of persons or things ranged or considered together as being related in some way. People may being in a group but it doesn’t mean that they will or want to work together on a goal. Some of the differences which can be enumerated between the terms team and group are as follows: The strength of the team relies on the fact that the members of a team have similarities in the purpse and there is interconnectively between the individuals members and on the other hand the group is larger in number. The group’s strength could be assessed from the fact that they need to be willing to execute the commands of a leader. Workplace diversity refers to the mixture of differences between people within an organization. This may sound simple but diversity includes race, gender, ethinic group, age, personality, cognitive style, tenure, education and background are naming a few. Diversity involved how people look at themselves and others. Those perceptions have an effect on their interactions. Diversity will increase greatly over the years to come. Only successful...
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... As we move toward a more global economy and the demographics within our own country continue to change at a record pace, the ways in which we conduct business must change as well. We must embrace difference as a competitive advantage to our own success. From different 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...
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...Best Practices in a Diverse Work Environment Melody Nelson HRM 531 October 18, 2010 Caroline Willett | InterClean, Inc. | Memo To: First level managers From: Melody Nelson CC: Date: October 18, 2010 Re: InterClean, Inc and EnviroTech Merger Transition Merger Transition The merger between InterClean an EnviroTech is in its final stages. As in any situation involving change, there will be some uncertainties and insecurities among the staff and it is the responsibility of all management personnel at all levels to effectively deal with these issues. However, setting a good foundation and following through with good communication, uncertainties and insecurities will be kept at a minimum. Following are a few ways you can make a significant contribution toward that goal. Enthusiasm is contagious! This is a golden opportunity not only for the future of InterClean but also for anybody at InterClean. As we begin merging the operations of both companies, there very well could be some downsizing in certain areas. However, there will also be new opportunities to learn, grow, and move into positions of greater responsibility. Commitment is contagious! “The importance of talking the talk and walking the walk is fundamental to achieving commitment” (Schifalacqua, Costello, & Denman, 2009). Frequent communications updating the status of the merging of operations should be relayed to all team members in a timely fashion in order to keep the excitement flowing...
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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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...Groups and Teams Before taking this course the student always thought groups and teams were the same, but she has realized even though, these two terms do have some similarities they also have some differences. In this paper the student will explain the differences between groups and teams, examine the importance of workplace diversity in an organization, and how it relates to team dynamics in the workplace. A work group is a collection of people working in similar areas and placed together to complete a task. Groups performance is the outcome of people coming together to share information views and insights. Members of groups have a mutual purpose. As members gather together, each brings a different personal perspective and style to the table. As the members share information, they begin the decision-making processes that help each member perform his or her particular responsibility. The two main types of groups are formal groups and informal groups. A formal group is designed around an organizations formal structure. An informal group is not structured and is normally formed out of a social need (Schermerhorn Jr, Hunt, & Osborn, 2008). (Good ) Teams are groups, but teams are a distinct separation of groups. A team is a reduced number of people with corresponding skills and committed to a common purpose, a set of performance goals and an approach for which they hold themselves accountable. (Good) Teams start out as groups; (Always???) they share some of the same beginning...
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...This paper will provide insight to who I am as a learner, my strengths, areas of research interest as well as my interest of exploration in reference to the doctoral process. I consider myself to be an everlasting, lifelong learner and I have the yearning to want to broaden and deepen my skills. While the master’s degree I attain did not land me my job of choice, I feel that a more advanced degree will. I dream that the next job that I have will be a job that I consider to be interesting, stimulating and challenging all at once. I’m not one that likes to live with regrets. I don’t want to live my life saying, “what if”. At this juncture I have the mental fortitude to keep going. One of my strengths is the ability to manage the time that it will take to do the leg work to attain this degree. I understand that the road will not be a crystal staircase, but one with bumps, potholes, dark places and unknown territory. Another strength is the ability to prioritize my workload. At this point, I understand what needs to be done; and I understand that it has to be planned in a timely fashion or things will not get done. I also bring the strength of being motivated. Motivation has brought me to this point. I realize that I have be motivated in order to get things done to complete a degree that I’m investing my time and spending my hard earned money. Those factors alone keep me motivated to move ahead. On the other hand, I need stamina and...
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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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