Diversity in American Society - Research Paper Example

Diversity in American Society Chapter 1: Define the terms race, ethnicity and nationality, and explain what problems can occur by confusing these terms during conversations with others. The term race is defined as “a social reality dictated by the color of one’s skin” Koppelman (2014, p. 11). Ethnicity, on the other hand, is described as referring to “the historic origins of an individual’s family” [Kop14]. Finally, nationality was explicited noted as “the nation in which one has citizenship” [Kop14]. Confusing these terms during conversation with others could produce problems such as prejudice, bigotry, as well as misunderstanding ensuing from confirmation bias. Moreover, unchecked and uncorrected negative action towards a particular group due to stereotyping and confusion of terms could also lead to unfounded hatred and eventual violence [Kop14]. These social problems have continued to pervade contemporary societies that exhibit racial discrimination and other forms of prejudices based on ethnic or racial origins. Chapter 2: Explain how discrimination can occur without prejudice being involved according to the Interest Theory of Discrimination and Institutionalized Discrimination Theory. Be sure to include an example for each theory in your explanations. Under the interest theory of discrimination, “the main force behind discrimination is the protection of the privileges and power of nonminorities” [Bai95]. From the definition, discrimination can occur without prejudice since the paramount thrust of the theory is to protect that which is expected to be preserved by dominant citizens. For instance, in America, it is expected that citizens could avail of employment benefits under the labor law. As such, the interests of the workforce is expected to be protected. Minority groups could gain employment under temporary status or other conditions by virtue of the interest theory. Concurrently, the institutionalized discrimination theory means “privilege becomes embedded in the norms and roles of social, economic, and political organizations” [Bai95]. Again, discrimination can occur without prejudice since the theory asserts that identified privileges have been ingrained in social, economic, as well as political structures, and accepted as part of life. For example, the equal employment opportunity actually stipulates that employers should not discriminate on the basis of race, ethnic, demographic, or cultural orientation. However, some organizations have stipulated positions requiring proficiencies that only applicants with high educational competencies could comply. Chapter 3: Using the communication model described in this chapter, create a situation similar to the example in the chapter. Identify two people who are communicating with each other, describe them in terms of the first three elements of the model (Attitudes toward people or group, Observations and assumptions, Conclusions and judgments) in the text page 52, then provide the actions they take that put them in conflict. Explain what issues contained in the three elements prior to the action that must addressed for them to resolve their conflict. Two (2) people who are observed to be communicating are in an organizational setting; where one is the supervisor (White American male, 50 years old) and the other person is the subordinate (newly graduate, Asian American, female, 20 years old). Based on the circular model of communication, the situation which leads to conflict is hereby described using the first three (3) elements of the model: 1. Attitudes toward people or groups: The supervisor has traditional and conservative views of leading people. He applies the autocratic leadership style and demands that assigned tasks are to be complied within identified time frames. He views minorities as incompetent and their lack of proficiency in the English language contributes to misunderstanding in communication. On the other hand, the subordinate is very assertive and aggressive. She graduated with honors and is very proficient in English; given that English is a second language and a medium of instruction in her native land, the Philippines. As such, she is a high achiever and asserts her rights and privileges in the organization. She wants to be acknowledged and recognized for her work and prefers a democratic leader who would delegate tasks and be confident that she would perform according to defined objectives. 2. Observations and assumptions: The supervisor meets the subordinate for the first time. The subordinate in dressed in professional attire; yet, her features are very prominently Asian. The supervisor assumes that she does not know how to converse in English fluently and that she could not understand his instructions. As such, he planned to keep a close watch at the subordinate by monitoring her every action and move. On the other hand, the subordinate observes that her supervisor is highly autocratic and task-oriented. He is perceived to be old and nosy. She assumed that he would be manipulative and controlling. 3. Conclusions and judgements: Due to stereotyping and negative assumptions, both supervisor and subordinate would exemplify a defensive stance and exert efforts to make work difficult for each other. As such, instead of being optimistic and acknowledging each other’s skills and professionalism, their negative judgements would result in low productivity and performance, as well as the inability to achieve identified goals in an efficient and effective manner. To resolve their conflicts, both supervisor and subordinate should give each other a chance to know each other in the professional environment; without stereotyping and making negative judgements. As emphasized, the choice of a specific conflict resolution approach would actually depend on the situation [Mar04]. If you were given the power to improve communication among people by eliminating one of the misconceptions described in this chapter, which one would you choose and why do you feel it would make the most difference in improving communication? To improve communication among people by eliminating one of the misconceptions, one would choose to be cognizant of cultural differences that apparently influence understanding messages. From the situation given, there are cultural and demographic disparities between the supervisor and the subordinate, through negative perceptions and stereotyping, communication barriers existed at the onset. By being more open and understanding cultural diversity, the communication and interpersonal interaction between the supervisor and the subordinate would have been improved. References Kop14: , (Koppelman, 2014, p. 12), Kop14: , (Koppelman, 2014, p. 13), Kop14: , (Koppelman, 2014), Bai95: , (Bailey, 1995, p. 213), Mar04: , (Martires & Fule, 2004), Read More