Reflective Journal: Diversity In The Workplace

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BSST H3029
Diversity in the Workplace

Reflective Journal
Adapted from Van Mannen (1995); and Susilowati et al. (2004)

Name David Greene
Student Number B00066343
Due 10/4/2014
Word count

I Self-evaluation

1.1 Overview of competence
Write dates where you feel you are

Level 0 Denial
I am unwilling to interact with other cultures.
I feel stressed when dealing with other values, customs and practices. I find them odd and surprising. Level 1 Basic
I am willing to interact with people of other cultures.
I feel stressed but I tend to pick things up. I am reasonably tolerant but I often judge situations (approve/disapprove) Level 2 Intermediate
As a result of experience or training, I am developing skills to cope with intercultural situations. I am quicker to see patterns and I draw conclusions without seeking advice. I respond in a neutral way to differences. Level 3 Full
I am constantly ready for situations in which I will exercise my knowledge.
I have a large repertoire of strategies.
I not only accept that people can see things differently but I am also able to put myself in their place.
I am able to act when difficulties arise and support other members in understanding each other.

26/2/2014 I find we as a nation have become les tolerable of others and do not reflect on what previous generations of Irish people had to endure when they emigrated.

03/4/14 In my place of work they have sports and society and people are free to set their own societies. In many instances there are cultural days whereby different ethnic groups run a diversity day to highlight their culture, they offer up their food types, play their music and discuss their history. They tend to be very interesting. 15.03.14
As I mentioned in a previous l...

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...ged.
-Determine the short-term and long-term, if any, goals of your strategy (e.g., change people's attitudes and/or change an institutional policy).
-Consider how far the selected strategy(ies) will take your community (e.g., as far as initial awareness, or all the way to electing officials from the under-represented groups).
-Consider what existing resources you can build on and what additional assistance or resources you may need (e.g., anti-racism training, funding, or buy-in from the mayor).
-Consider how much time you have (e.g., are you responding to a crisis that needs to be dealt with immediately, to the need to curb a festering issue, or to the desire to promote the value of diversity).
-Review your strategies to ensure that they deal with racial prejudice and racism at the individual, community, and institutional levels, and they link dialogue to action.

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