More handpicked essays just for you.
Effects of workforce diversity on performance
Effect of workforce diversity on employee performance
Policies promoting anti discriminatory practice
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Ms. Johnson must take strict action against Ms. Lee for her comments against the gay
couple. Ms. Lee's behavior is not only creating a risk of legal action, but it could negatively
impact the inherent competitive advantages that come from a diverse workplace. More
specifically, the competitive edge that comes having a direct LGBT resource. Along with race
and gender, sexual lifestyle can help creativity and innovation to solve business problems
(Bateman, Snell, & Konopaske, 2017, pp. 360-361). In 2016, 4.1% of Americans identified as
LGBT individuals and 62% of Americans support same-sex marriage (Gates, 2017; Masci,
Brown, & Kiley, 2017). Niche Hotels can leverage its diversity of gay employees to address the
consumer needs of that particular group.
…show more content…
Furthermore, they can use marketing strategies toward the LGBT community to advocate for their rights and create goodwill with that 62 % of Americans. When Ms.
Johnson met with CEO Mike, he admitted the diversity training administration
occurred three times, but problems persisted. CEO Mike conceded he had not implemented a
positive climate change, and Ms. Lee's insensitivity appears to be a reflection of his lack his lack
of action. Prevention of challenges is ineffective because training is an implemented knee-jerk
reaction rather than well thought out programs. There's no indication a focus group or input from
the NHG's employees. Therefore, there's no way to foresee what the program is lacking that may
lead to it being ineffective. Another reason why the diversity training isn't preventing problems
at NHG is it appears only to happen when a sensitivity issue arises. The lack of training
continuity implies that diversity training has no reinforcement mechanisms within other
programs.
To improve the climate of diversity, CEO of NHG should collaborate with Ms. Johnson
to create an educational program and strategical plan with reinforcement mechanisms of
diversity expectations. The new diversity program should be characterized as an educational
training program because an emphasis needs to placed awareness of preconceived notions
and skills to combat these issues (Bateman, Snell, & Konopaske, 2017 pp. 370). The education training can be constructed to ensure sensitivity to affect workplace behaviors and judgment. Skills such as communication and listening should be included as a foundation to approaching diversity problems for employees and managers. Another possible solution to this issue may be to complete a thorough analysis of the company’s employee demographics versus the problems (Bateman, Snell, & Konopaske, 2017 pp. 371). To ensure the diversity climate is improved the new educational training needs a focus group presentation that represents NHG's demographics. Testing can give NHG the chance to fix errors and tailor it to their business specifically (Bateman, Snell, & Konopaske, 2017 pp. 371). In conclusion, incorporation of the policy needs to occur by training the managers first. Ms. Lee may have meant no harm, but she and other managers still need to understand what's not acceptable. Blaming the managers for diversity issues at NHG should be avoided at all costs. After the managers are trained, the managers then need to provide guidance on how to address issues with their employees and help the company to continue creating a better climate. People are usually forgetful, so module or guest speaking needs to occur with the managers providing support and reinforced the training sessions. Furthermore, the education should happen both ways with the employee being able to voice concerns and give input to the frontline and upper management. The Harvard Review has presented a bleak outlook for the diversity training programs but did provide suggestions on how they can be most efficient. The article "Why Diversity Programs Fail" focuses more on the hiring aspect of hiring, but it's advice and cited studies can be applied to sensitivity training as well. NHG should be careful not to be overly controlling when requiring managers to partake in and implement the new culture of diversity. Studies suggest that if some managers feel forced, they may rebel and do the opposite of the program (Kalev, Williams, & Thomas, 2016). The article goes on to suggest that surrounding a manager with diversity compliance may prompt many managers to want to seem fair-minded and objective. This collective mindset is what NHG should aspire to achieve.
A similar message that appears in his book that appeared in the aforementioned speech was the impact of the media speculation. The book addresses this in two examples. One was presented with the news of a lawsuit that an island called Vantu would file against the EPA; yet the lawsuit would never move forward due to it only serving a purpose to launder money and raise awareness to global warming that was never proven to affect the island. The other was shown to be environmental scientist who received their funding from environmental organizations, such as NERF in the book. These scientists would often have to go against their findings and report what the organizations wanted them to, or possibly lose their funding. Additionally, the book profoundly took opposition to the claim of global warming. This is presented in the form of the main character, Peter Evans, who has been manipulated into believing everything that the media has told him about global warming. It isn’t until John Kenner is introduced, that Peter begins got learn the truth about global warming. The author uses specific evidence to back his claims, specifically he uses a wide array of resources to verify his claim that Antarctica is not in fact melting, but getting colder and thickening. Furthermore, another essential concept that that book introduces is environmental extremists, or bioterrorism. These characters in the book would stop at nothing to make sure that everyone believed in global warming, and tried to destroy parts of the world to succeed in their mission. Bioterrorists are best represented as a warning of what could happen if people continue to buy into the media’s lies without having conclusive evidence to back up their
One way this type of problem my arise is with “wide up-and-down fluctuations.” Diamond addresses the problems from global warming because for years after it had started, people noticed little change. The earth’s climate naturally fluctuates: “It is difficult to recognize that this year is worse than last year, and each successive year is only slightly worse than the year before, so that one’s baseline standard for what constitutes ‘normalcy’ shifts only gradually and almost imperceptibly.” A common saying is ‘seeing is believing’ without a quick and drastic change; it takes years for even climatologists to recognize the approaching problem. With almost all of the warning signs hidden, failing to anticipate is incredibly easy. I believe that this is one of Diamond’s more persuasive examples, unlike some of the other issues outlined within the text, global warming is something that affects all societies and is impossible to
Generally when someone begins speaking about diversity in the workplace, thoughts of Affirmative Action, racial diversity, or even sexual equality are usually foremost in our thoughts. However, diversity in the workplace really is so much more than this, we must also consider aging workers, handicapped workers, those with alternative lifestyles, and even physical traits to name others (For the sake of simplification, throughout this paper these will usually be included in the term, minorities).
While attending the University of North Carolina at Chapel Hill as a journalism student, Mr. Landon noticed a lack of night life venues catering to students and triangle area residents identifying as Lesbian, Gay, Bisexual, Transsexual and Queer (LGBTQ). “As a self-identified homosexual, it frustrated me that there weren’t any LGBTQ clubs in Chapel Hill. Despite having a large LGBTQ population there was nowhere for us to go out at night and party in an atmosphere that was acceptive; so I decided to do something about it” (Landon). However, as a student, Mr. Landon lacked the financial capital and the time needed to start his own LGBTQ nightclub in Chapel Hill. What was feasible for Mr. Landon, though, were takeover nights at typically straight bars in Chapel Hill. Takeover nights are when a club allows a third party to use their location and services to host themed parties which are atypical to what the club normally offers. This led to the incorporation of Jermaine Landon Events, which would be dedicated to providing LGBTQ club and bar nights for those who identify as LGBTQ and their allies.
And so, this summer while working in a restaurant deep in the heart of Dupont Circle in Washington DC, an area known far and wide for its dense Guppie (gay male + yuppie) population, where 80% of the staff was gay, it seemed only natural that I should adopt this Guppie mode of communication, behavior, self-representation.
Legally, the topic of LGBT discrimination in the workplace is interesting because of the varying levels of protection afforded to the LGBT community across various states, and at the federal level, as well as in comparing the United States to other Western democracies (Tilcsik, 2011, 601-602) Tangibly, while the United States Constitution and ...
According to researchers Frances Maher and Mary Kay Tetreault, “Privilege, in its root meaning, pertains to a law--in this case often silent and unseen--that works for or against individuals and groups” (2009). In other words, although privilege is not an object, it is real. Privilege has been demonstrated in various forms of inequality and prejudice all throughout the United States’ history. From not allowing all races to become citizens of the U.S. prior to the Fourteenth Amendment to controlling who got to vote, privilege continues to impact societies. Currently, racial privilege has had a large effect on young adults, such as those in the workforce. Here, privilege negatively affects young people by limiting their hiring opportunities,
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
Living in a country where it was founded by immigrants, diversity is everywhere you go especially in the workplace. There are many types of diversity; ethnicity, gender, religion and age just to name a few. Working in a diverse organization it can give you a taste of the real world, and what you will deal with wherever you go. There is so much diversity in the world today so it is a benefit to experience it in the workplace as well. You are given the chance to learn so many things from different cultures, why wouldn't you want to work in a diverse organization?
Companies such as Buzztronics are leading the way in the global economy because of their dedication to diversity in the workplace. In order to build a diverse and successful workforce, a business needs to recruit, train, and retain capable and talented minorities.
In a world that has grown increasingly smaller due to mass media, world travel, and readily available information, the workplace has grown increasingly diverse in both gender and cultural aspects. Individuals no longer live and work within the confines of their geographic locations. At almost any position with any company the individual employee is a part of a larger world economy that harvests assets from the ends of the earth. Because of this, companies seek to capitalize on diversity to become more creative and flexible in their business models.
In the workplace, it is common to encounter individuals of different cultures, ethnicities, and genders. This diversity can either lead to an introduction of new work methods, or it can lead to conflict between coworkers. In order to avoid conflict, and have all employees work as a cohesive team, managers must educate themselves, and their employees on the topic of cultural diversity. In order for your practices to be considered effective, you must not only respect and recognize an employee’s diversity, you must use their difference to benefit them.
Support employees to engage with others effectively: giving certain amount of opportunities, such as diversity skills training, team gatherings, activities outside the working environment.
According to Lawrence (n.d.) adult LGBT community has a potential spending power of over $600 billion per year. As a result, gay people are perceived as a ‘dream market’, with the mind of the general public being more open and growing in the acceptance of gay lifestyles, this market will bound to become more desired (Hughes, Monterrubio, & Miller, 2010). Therefore, more tourists’ agents are showing interest due to its obvious economic benefits,...
There are federal laws that prevent discrimination in the workplace which is what the Equal Employment Opportunity Commission (EEOC) is for. They “enforce antidiscrimination laws, and protect individuals and groups from discrimination.” (Plunkett, Allen, Attner). Some of the important laws are the Equal Pay Act, American with Disabilities Act, Title VII 1964 Civil Rights Act and many more. These laws clearly state the provisions that employers must always follow in the workplace.