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there are no observable issues relating to diversity owing to the harsh disciplinary actions taken against any employee who discriminates or harasses a colleague on the basis of their diversity. Conversely, my organization instills a culture of acceptance and positivity through creation of teams exemplified by involvement of both older and younger generations in order to introduce a diversity of expertise (Wesotzkey, 2011). For instance, the younger generation is considered more computer savvy while the older generation is cited by Collins-McNeil, Sharpe and Benbow (2012) as having a wealth of experience that can benefit a team. Harton et al (2012) notes that a culture of fairness and impartiality in scheduling individual duties is imperative in managing a diverse workforce. In my organization, individual employees are given the autonomy to make their own schedules aligned to their needs.
In terms of commonalities, all employees in my organization have a common vision. Our core vision is to become a leader in healthcare delivery through a patient-centered approach to care. In this regard, each employee regardless of gender, race, religion, experience, morals and principles bring their divergent opinions towards the achievement of this common vision. The second commonality in my organization relates to partnership. All employees comprehend the fact that delivery of quality and safe health care is highly dependent on collaboration. An interdisciplinary collaboration approach to care delivery evident in my organization is proof that working in partnership with other disciplines is a collective agenda.
To increase appreciation of both differences and similarities, I would introduce weekly or monthly meetings whereby all employees discuss their beliefs, traditions, principles and moral standings. In doing so, employees would understand how their colleagues view specific issues or subject matters and consequently understand how to approach or handle them in an effort
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Work Place Diversity Student’s Name Course Name Instructor’s Name Date Abstract More than ever before, the rising globalization in the world calls for more relations among individuals from different backgrounds, beliefs, and cultures. Today, individuals are part of a global economy, and competition is hailing from almost every continent – individuals do not work and live in a narrow-minded marketplace any longer.
Within the team itself, many factors come into play, including the type of work being performed, the individuals assigned to perform it, the time frame in which the work is expected to be completed and the ability of the team leader to ensure any problems are dealt with quickly and effectively for positive results among other things.
This diversity poses various challenges in terms of maintaining equal opportunities within the team. The human resource management operations are forced to get amended in order to get across the challenges raised by the possible diversity in terms of maintaining equal opportunity within the working team.
Prior studies have focused on the similarity-attraction hypothesis only. Chatman and O’Reilly find this hypothesis to be too straightforward to fully capture the variable of gender in work groups. Specifically, various studies have found that men may react negatively to a
Any employee who retains an employee with exhibits of violence conduct or threatens can be guilty of negligent retention and supervisions.
HR plays a great role in prevention of and response to workplace bullying and violence. They should that
One of the business people I met spoke Afrikaans as a first language. Her English was great, though heavily accented. The same was true for the leader of the conference. He spoke accented English because his first language was Xhosa. Language was not a
political aspects, Marriott International has to pick out the strongest and most appropriate entry mode that can increase expected returns on investment (ROI) and lessen investment risk (Ferdman, 2013). Marriott International confronts decisions in both the way within which
of this document analyzes BON approach to violence in the workplace by considering BON Nursing Practice Act (NPA) in dealing with the problem and the efficiency of the approach.
It is important to note that the federal government does not require the enactment of workplace
Work place psychology can enhance achieve the desired goals through ensuring a good working relationship among the stuffs.
Leaders of organizations have a mandate in creating a healthy working relationship in a workplace, however, it’s not only the work of a
Glenn points out that the view of diversity management being a requirement for affirmative action has been surpassed by the need to increase the ability of an organization to address the requirement of an evolving business world (1). For
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