Let's Be Lefties For a Day - Assignment Example

In a world growing smaller by the day due to speedy communications and modes of transport, increasing cultural, ethnic and gender diversity is a common feature of the workplace. However, stereotyping is a tendency that managers need to address. There is an urgent need to respect and address differences. An effective manager can make use of strengths, and resolve weaknesses with training. It is therefore necessary to create an environment in the workplace where differences are valued and similarities are used to tie the organization together.

This approach ensures that employees maximize their contribution to the organization while enabling them to reach their own potential; creating a win-win situation for all. Understanding Differences Diversity in the workplace refers to the variety of employees in a given work environment. Every organization today is made up of employees from a variety of ethnic, cultural, and racial backgrounds, add to this diverse group a mix of genders. Managers and professionals in such settings are responsible for molding this diverse group into a cohesive unit that benefits the organization, while ensuring that every employee is enabled to reach his/her potential.

The idea of diversity is acceptance of differences and respect for them. In essence this means accepting that each individual is unique and is different from another in certain respects. These differences can be in a wide variety of spheres ranging from cultural and racial to religious and gender. Exploring these dimensions and understanding them can lead to an enriching experience – the ability to not just make allowances for but to appreciate them and celebrate the unique qualities they contribute.

Diversity does not mean just physical diversity in outward appearance or speech. People who grow up in differing environments or come from different educational backgrounds also think and respond differently. The difference lies not only in how they are perceived but also how they perceive others and themselves. This also affects the way they interact with others especially those they perceive to be different from themselves. The result can be discrimination where those who ‘belong’ are at an advantage while those who do not are at a disadvantage.

The challenge for the manager or professional in a business setting is to build bridges across differences and strengthen bonds to enable a work environment sans discrimination. The simple experiment of using the left hand instead of the right for ordinary activities like turning the pages of a book or using a knife or a pair of scissors, illustrates how much of a disadvantage it is to be left handed in an environment where the majority is right handed. If a simple matter of being left handed rather than right handed is so awkward and challenging; how much worse it must be for someone who is physically different in color or speech or dress that is much more visible?

Therefore it follows that a person who is culturally or racially or in any other manner different from the majority of employees in an organization, is at a huge disadvantage. Perhaps as with left handed people, who gradually learn to be ambidextrous or adjust to being different, in time adjustments take place and the work place becomes less daunting. However, can the same time and energy spent in adjusting or getting to be like the majority not be utilized for more creative purposes? If help is forthcoming from colleagues who understand and respect differences, the workplace becomes much more pleasant and more energy can be poured into work rather than into trying to blend in with the majority.

Another factor that needs to be highlighted is the fact that this diverse talent pool of employees brings varied skills, ideas and perspectives that enrich the organization. Every employee is a unique combination of a variety of ethnic, racial, gender and cultural backgrounds and experiences. Each of them therefore brings his/her unique skills, ideas and approaches to problem solving. This is recognized by the canny manager as a treasure chest to be protected and preserved. People from different cultures can offer creative alternatives to solving a common problem.

Besides in today’s global economy, language proficiency in a variety of tongues is an added advantage that can accrue from a multi-cultural employee pool. These advantages need to be emphasized and utilized. As Bell so aptly puts it “valuing diversity can benefit organizations in the areas of cost, resource acquisition, marketing, creativity, problem solving, and system flexibility”. “If an organization develops a reputation for valuing all types of employees, it will become known as an employer of choice, in which workers from all backgrounds feel they have the opportunity to work, grow and be treated fairly.

” (Bell, 2011 page 3)ReferencesBell, Myrtle. (2011) Diversity in Organizations Preview Page 3 Chapter 1 Introduction Key FactsRetrieved from https://books.google.co.in/books?isbn=1111221308