It is about valuing variety and individual differences and creating a culture, environment and practices which respect and value differences for the benefit of society, organisations and individuals. The concept of diversity encompasses acceptance and respect. Staff that work in care settings must value diversity, and not give favourable treatment to certain groups of people at the expense of those whom they hold prejudice. Understanding equality and diversity is vital if we want to deliver person centred, safe and effective care. Delivering on equality and diversity in health and social care services means that we are tackling barriers that could prevent some groups of people from accessing
Managers and team leaders have a responsibility to be able to recognize the individual characteristics of their employees so that they are able to get the most out of their employees. Managers also need to recognize that differences among people can lead to miscommunication, misunderstanding, and conflict (Robbins & Judge, 2011). An effective manager is a manager that can recognize the individual characteristics of his or her employees and manage a diverse workforce effectively. Many companies have developed diversity programs where their main goal is to increase their competitive advantage and that is by having a diverse employee staff to increase their access to the widest range of ides, skills, and abilities. 1.2 Analyze the impact of individual employee characteristics on organizational performance.
In order to promote multicultural-working environment at workplace, I would like to plan and implement following strategies in my organization: • Formation of teams: Employees will be divided into teams, in which both the people- American and immigrants will be there. Will allot them works in team, by which they will communicate and interact with each other more and more which will result in cordial relationship between them. • Incentives: I will like to adopt team-based incentives plan so that the people working in a team can coordinate with each other and also boost up for the better performance of the team. • Equality: Equality refers to impartial behavior of the employer, appropriate wage rates and equal opportunity. Equal treatment will be provided to all the people irrespective of the caste, race, religion etc.
Kandola & Fullerton note that “the basic concept of managing diversity accepts that the workforce consists of a diverse population of people. The diversity consists of visible and non-visible differences which will include sex, age, background, race, disability, personality and work style. It is founded on the premise that harnessing these differences will create a productive environment in which everybody feels valued (...) and in which organisational goals are met.” As we move forward into the 21st century and with the ever increasing impact of globalization, in order to excel, companies must become more diverse. This diversity ranges from the merchandise they handle all the way down to the core values of the company. However the rapid growth in importance of diversity does not coincide with more favourable conditions being bestowed onto minorities within organisations.
When addressing workplaces on anti-discrimination and inclusion policy training terms such as ‘accept’ and ‘tolerate’ are often used to explain how workers should address and respond to differences in the workplace. Diversity training aims to implement an understanding of how workplace diversity benefits the workplace as a whole, impacting all levels of employee success and satisfaction. Sex diversity in the workplace can contribute challenges and benefits to the workplace environment depending on how that diversity is handled on both a small and large scale in the workplace. The terminology used; ‘accept’ and ‘tolerate’ frames a workplace’s message on diversity. www.Dictionary.com defines these terms as follows: ac•cept [ak-sept] verb (used with object) 1. to take or receive (something offered); receive with approval or favor: to accept a present; to accept a proposal.
There are a lot of people who likes to keep things private while others like to be open with themselves. It doesn't meant that both of them aren't good but there are cons and pros to keeping things private. Most of the kids would probably be private to their parents because they don't want them to see or know what they are up to, which isn't so great for parents, they should know what their children are doing because they can be doing something they shouldn't do. Another example would relate to friendship or in business. As you get older, things happen a lot.
Abstract Workplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For an assortment of employees to function effectively as an organization, human resource professionals need to effectively deal with issues such as communication, adaptability and change.
It is known that the efficiency of work of the team is affected by many factors: professionalism of its members, their psychological compatibility with each other, the optimal delegation of roles, as well as cultural composition. There is no doubt that the multinational groups have a special character, and it is rather hard to build and manage their work. Even if the team is made of professionals who can work together for the overall result, national and ethnic differences will be manifested in the values, attitudes, styles, standards of work. In order to avoid serious problems in multinational teams it is necessary to focus on the following components of effective work: to take the maximum from individual differences within the team (personal qualities, education, skills, experience, age and gender, cultural and national characteristics); to build relationships within the team, looking for a synergistic effect; to create favorable environment for each team member, so he feel comfortable and could work effectively. To form a team of different nationalities, it is necessary: first, to know the language and culture of each member; secondly, to get specific recommendations on national peculiarities of business conduct, behavior, decision making of employees; third, to develop and implement a system of adaptive measures aimed at teaching the staff to work together.
Introduction Can workforce diversity increase a company’s productivity? There are several reasons that could contribute to the company’s bottom line by being diverse. A workforce around the world and from different cultures is contributing factors to the success of a global company. The knowledge that can be acquired by having different cultures come together and share their personal experiences and lessons learned will benefit the company and the individuals. “Diversity today is usually managed in one of two ways, it is expected that men and woman blend together with employees of other minority groups or they segregate them into positions that force them to interact with clients of similar identity groups” (Thomas, D and Ely, R, 1996).
To develop such a culture, first of all review your workplace keeping in mind its size, the type of work it does, where it is located, who it employs, who uses its services, and what its goals are we want to achieve, then create an action plan for it keeping in mind the changes and benefits you want to achieve by it. Following measures should be considered in the action plan: Actively involve all employees including senior and junior members and should encourage them for equal participation. Monitoring the employees and their participation and enquire about their experiences and their problems. Ensure the organisation’s core values and policies include a commitment to equality, human rights and inclusive