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Team cohesion and leadership
Negatives of team cohesion
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Recommended: Team cohesion and leadership
Effective group diversity is not easy to obtain, problems arise often due to differences in personalities, work ethics, and ideas (Griffith & Dunham, 2015). Finding a balance within the group is crucial for a group’s collaborative work and collective goals. In order to successfully complete their tasks, members have to look past their differences and find a way to work with one another cohesively to complete those set task. Not all diversity is bad, there may be challenges, but there are benefits as well. Three benefits to working with a diverse team include an advancement of greater creativity, different life experiences, and different perspectives, these have an impact on the quality of the final group performance (Basso, Pelech, & Wickham,
Being successful at managing workforce diversity involves attracting and retaining the highest quality individuals in the talent pool. For managers it means learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Successful management of workforce diversity is a process that takes place in many stages and on many levels. It requires managers to first recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.
America is often called a melting pot; the metaphor is used because our society is made of different types of people that are blended together in our community. Educators need to familiarize themselves with the perspectives of numerous cultural groups. In early childhood, teachers have practice the anti-bias education concept. Anti-bias education includes learning experiences and teaching strategies that are specifically designed not only to prepare all children for life in a culturally rich society, but also to counter the stereotyping of diverse groups, and to guard against expressions of bias (Derman-Sparks & Edward, 2010). After observing a classroom, the first multicultural items I noticed was the circle time rug. It had a world in the middle with children from all over the world holding
Dahlin, K. B., Weingart, L. R., & Hinds, P. J. (2005). Team Diversity and Information Use. The Academy of Management Journal , 48 (6), 1107-1123.
... that areas of expertise can be exploited, different people are good at different things. Groups can discuss material, and that discussion can improve the quality of the decision. Groups are less likely to suffer from judgmental biases that individuals have when they make decisions. People are more likely to follow through on decisions made by groups that they are connected to. Also, more monumental decisions can be made in groups, because one member will not be singled out for blame, making the entire group responsible.
Within an organization, diversity is considered a having a population of people that are of different races or cultures working collectively. From this collection of people, a variance of perspective is formed and talent is fostered in order to maximize performance. These great minds work
Gardenswartz, Lee, and Rowe, Anita, Diverse Teams At Work, Capitalizing on the Power of Diversity. Irwin Professional Publishing 1994.
Malcolm ford said that “Diversity: is the art of thinking independently together”[1]. Diversity in teams is vital to achieve effective solution where every team member brings in unique expertise that results in all-inclusive approach for possible solutions. In this process different sets of eyes with unique pair of glasses see the problem and solution differently from one another that creates a wider coverage range. In the article “Putting your whole brain to work”[2] Dorothy Leonard and Susaan Straus discuss about how creative abrasion is necessary for productive results. They talk about how a manager under- stands that different people have different thinking styles: analytical or intuitive, experiential or conceptual, independent or social, logical or values driven. These thinking styles ultimately influence the decision-making abilities of a team. Even though these diverse teams are essential and have many benefits they clearly are prone to dysfunction because of the very reason of their origin i.e. considerable diversity among team members. With all these advantages and limitations of a
The purpose of creating teams is to solve a problem or issue through the use of diverse ideas and solutions. There are many times in life, whether at work or at school that one will encounter a diverse mix of personalities. Workplace diversity is everywhere, from the small corner business to the fortune 500 company, and is one of the most important challenges facing companies today. This mix of diverse personalities, gender, race, experience, and culture is what makes a team successful. This is an example of a heterogeneous team. On the other hand, a team with the same make-up, or homogeneous, has limitations on creativity, viewpoints and ideas. This paper will look at cultural diversity and demographic characteristics, specifically age, gender, expertise/ experience and how each plays an integral part in the construction of a high performance team.
In recent years, organisations are much more reliant on diversity teams to develop products, make decisions and also gain the business success (when and how). Therefore, diversity teams are becoming a very important element for the organisations. In USA, diversity usually refers to demographic characteristics such as age, gender, and ethnicity, however, diversity is not only refer to demographics, it also means the diversity in psychological characteristics like skills, personality, abilities, and education backgrounds (book diversity). During the decision making process, different team members can bring their different perspectives and stimulate the debates.
Diversity is vital as it brings a variety of possible solutions for a project or task. Thus recognizing the consequences of groupthink which are the prevention of critical think and no considerations for alternatives. A few ways to fight off groupthink is to ask individuals to write down independent thoughts before the collaboration with the group. There is also having the leader of the group to express their own towards the end so that they do not sway other from making there point. Also to discuss and manage ideas based on the facts versus the use of opinions and perceptions (Marcy, 2013). The adding of the roles of devil advocate within the group to have an opposing idea in the group discussion. The Romans were correct in stating that we are only human and that means big decisions need to be discussed and not questioned before something happens. Reminding that no matter a person place in society death is
There are many different benefits to having diverse dynamics within a team. Communication seems to be the key to making the dynamics of a team work. A team is very much an interpersonal relationship with many potential benefits as well as pitfalls. The dynamics can often cause conflict within that team which can negatively affect the team's performance. It is common for people on a team to try to ignore or bury problems due to a desire to not create a scene. This can be very destructive because the issues do not get resolved. There are some specific steps that can be taken to resolve that conflict. When it comes to resolving an issue, the methods of doing so can be as dynamic as the team itself.
There are many definitions relating to diversity, equity and inclusion that and sometimes the terms used interchangeably. Definitions that are helpful in understand the concepts are as follows. Diversity can be the sum of the ways that people are both alike and different. The dimensions of diversity include race, ethnicity, gender, sexual orientation, language, culture, regions, mental and physical ability, class, and immigration status. While diversity itself is not value-laden term, the way that people react to diversity is driven by values, attitudes, beliefs, and so on. Full acceptance of diversity is a major principle of social justice. I personally didn’t have that much knowledge about the diversity social justice because I came from
According to Kinicki, diversity represents the multitude of individual’s differences and similarities that exist among people. When developing a cultural diversity training program, one has to manage diversity with a new approach of inclusion and recognition. Managing diversity enables people to perform up to their maximum potential (Kinicki p. 111). As we analyze diversity, we will evaluate some common barriers and challenges in managing diversity. In developing a diversity program, we will analyze methods and procedures that will be apart of the program. Kinicki (p.*) says an important first step in overcoming these obstacles is for leaders to convey to their employees why the organization values diversity.
As organizations become more diverse, management must develop ways to handle the issues of diversity. In a diverse environment, there are different opinions about the importance of time, workstyles, and what are appropriate behaviors. When co-workers with different worldviews spend their workdays together, often, they feel undervalued and misunderstood, which leads to clique development, exclusion of some people, and conflicts in the organization (Jensen, 2011). However, there are things that can be done to manage the issue of
King, E. B., Hebl, M. R., & Beal, D. J. (2009). Conflict and Cooperation in Diverse Workgroups. Journal Of Social Issues, 65(2), 261-285. doi:10.1111/j.1540-4560.2009.01600.x