Unit 203: Work in a business environment Outcome 1: Understand how to respect other people at work 1.1 Describe what is meant by diversity and why it should be valued. Diversity is recongnising and accepting differences. Diversity should be valued as no one person is the same. We are each different in many ways and can all bring something different to the workplace. These differences can be race, customs, religion, physical appearance, skin colour, varying mental and physical abilities or even the way that we dress.
In addition, they should also be held accountable for these decisions. These ideas are thought to be true in most circumstances, but typically there are variations when dealing with each individual belief. Within the obligation category, certain issues may not always be handled easily. The strict belief to always do what is morally right may not leave much room for compromise in the business world. The inability to look past the right choice to the most beneficial one, the obligation to right versus wrong, and the idea of equality in the workplace may result in problems in the workplace for a person who holds these values within the obligation category.
Active or Passive Diversity: I would say that Tanglewood should look into active diversity because it meets the diverse needs of the customers. Diversity is a huge part of the company’s hiring process and they don’t want to be labeled as hiring only one class of people. Especially since the need of each customer is different Tanglewood needs to make sure that they have the necessary qualified associates to take care of the
Explain your answer. Diversity is definitely not a endpoint, however it is a enduring practice encompassing extreme afar formal preparation which does not essentially convert individuals. Although this type of training agenda does increase the general understanding and education about cultural and gender differentiations among managers and employees, besides it supports the movement for a more relaxed atmosphere in the workplace. For instance, any given company could benefit from workshops that concentrate on operating mutually with dissimilar
Employee Portfolio Management Plan Summary In organizational behavior, personality traits play the biggest key role. Why? Because the behavior of the people and how they think greatly influences organizational performance, these three things thinking, feelings and behavior, which by the way are personal, affects many aspects of the workplace. If we look a bit closer we find that people's personalities persuade their behavior in some groups, along with their attitudes, and the manner in which they make decisions. Organizational skills hugely affect the people actions and reactions to different situations that happen during work.
Supreme Court. "Because our population is diverse, and because of the increasingly global reach of American business, the skills and training needed to succeed in business today demand exposure to widely diverse people, cultures, ideas and viewpoints," the companies -- which included Microsoft, 3M Co., Eastman Kodak Co., Lockheed Martin Corp. and Pfizer Inc. -- wrote in the court brief. "Employees at every level of an organization must be able to work effectively with people who are different from themselves. (The companies) need the talent and creativity of a work force that is as diverse as the world around it." The increasingly global nature of commerce makes it imperative to have employees who understand various cultures, said Joyce Tucker, vice president of global diversity for Boeing Co.
This would enable human resources to have the capacity to take talents around the world. It was evident that with the Company’s United States centric the Company would not be able to attain these goals. Thus, restructuring the Company was a must. In the world today businesses have to be insightful to the cultures of the regions where there businesses operate. This is because each people’s needs are different, and the business leaders have to be attentive and elastic enough to work with each people effectively.
The three generalizations are: Cultures are either high-context or low-context, Cultures are either sequential or synchronic and Cultures are either affective or neutral. Business leaders know that intercultural savvy is vitally important – not just because they have to deal increasingly with globalization, but also because the work force within their own national borders is growing more and more diverse. Part III The article is related to the question in the way the communication side of business and how cultural controls business communication and conduct. Conducting business and communication go hand-in-hand. Every aspect of global communication is influenced by cultural differences.
Abstract Diversity and cultural acceptance is a must in our current age and time. People all over the world want to live and do business with individuals that are diverse and culturally competent. With companies and families growing and changing as the global economy requires there is a larger need acceptance and empathy. In our work community we work with many different types of people from many different walks of life. The learners paper was written to describe how the understanding of diversity and diversity consciousness.
Examples of differences includes nationality, beliefs, disabilities, physical appearance, race, gender, age, educational background, sexual orientation, work experience and social and status. Diversity not only involves how people perceive themselves, but how they perceive others. These perceptions affect interactions. “For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change.” www.multiculturaladvantages.com/recruit/diversity. Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability.