QUESTION 1: Define Surface-Level Diversity And Deep-Level Diversity
Diversity can be defined as the variety of observable and unobservable similarities and differences among people such as race, gender, and age. Surface level diversity refers to the differences such as age, gender, race, and physical disabilities that are observable, typically unchangeable, and easy to measure (Technology Articles Blog, 2010). For example, by looking at Madam Liyana, students able to know that she is a female. Surface-level diversity reflects characteristics that are observable and known to people as soon as you see them.
Meanwhile, deep level diversity refers to the individual differences that cannot be seen directly, such as goals, values, personalities,
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The direction activities include educating the group and providing support for the acceptance of and respect for various racial, cultural, societal, geographic, economic, and political background. To be implementing the diversity management strategies, management has to take into account diversity, make everyone aware and sensitive to the needs and differences of others. So the keyway of fighting discrimination is to give people to be aware of each other and sensitive to the needs and differences between people and their cultures, orientations, physical and mental abilities. The more people know, the better it is for them to act accordingly in the organization and properly in an organization the better it is for the managers to be able to understand sensitive situations of certain religions may be of certain holidays and different things to accommodate and make people feel comfortable and make work environment inclusive. So these people can be better workers which is more satisfied, more productive in the …show more content…
A person with a high level of job satisfaction holds positive attitudes toward the job, while a person who is dissatisfied with their job holds negative attitudes about the job. Some of the factors in job satisfaction is the interesting job, good teamwork, rewards, good employer, and no stress. However, job satisfaction can impact on the increase of company production, increase self-motivation, an increase of work quality.
Job involvement is important in determining employee’s satisfaction. Job involvement refers to the psychological and emotional extent to which someone participates in their work, profession, and company. Job involvement then again, measures how much a person identifies psychologically with their job and think about their execution performance level important to self-worth. Employees with a high level of job involvement strongly identify with and really care about the kind of work they do. Showing up to work time is half the battle. Top performers are engaged in their work and have high job
The real definition of diversity includes different elements of the identity and culture of each person. Diversity involves cultural differences, such as origins, religious or political affiliation, race, and gender, and other more profound differences, such as experiences and personality. As Banks argues in her research, the real definition involves several elements of our identity (149). Therefore, the way in which we define and conceptualize diversity affects the way in which we interact with people of others culture, race, and affiliations.
Diversity has many definitions but only one true meaning. This concept Analysis is dedicated to exploring the broadened sense of diversity through active concepts with respect to term usage, and current literature research to support the understanding and relevance of the term itself.
When we talk about the different dimensions of diversity, we find that the term “biological vs. social definition”. “Biological” is defined as facts. It is obviously known that among every single person, there are going to be numerous differences for example, gender, eye color, hair color, and skin type, among numerous other differences. The “social” aspect is defined by what society allows and that fact determines
Diversity is the difference between people’s culture, nationality, ability, ethnic origin, gender, age, religion, belief, sexual orientation and social class.
Based off of the gratification an individual contains towards their work, job satisfaction is a key. The productivity could either be positive or negative, while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors in job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field affects the performance they perform on a daily basis. One who is satisfied with the job they do, succeeds at what they do.
Diversity is a term used most often to describe the different types of race, religion, and nationalities but in today’s business world, it is used to describe the different individual behaviors of employees. Diversity is about characteristics and demographics that differ from person to person and how they affect human behavior. To understand how diversity affects the work place let us look at four types of diversity--Differences in skill and abilities, Values and attitudes, Occupation differences, and Age.
A category for job satisfaction is the motivators/satisfiers. Factors such as recognition, responsibility meaningful and interesting work, opportunities for advancement, and personal growth are desirable traits that employees look for. Whereas, hygiene factors are the causes for job dissatisfaction. They are based off of working conditions, relationships between co-workers, policies, supervisor behaviour, job security, wages and benefits.
Mental/Physical Abilities Family Status Race, Income, Religion Ethnic Heritage First Language, Education. Sexual Orientation Organizational Role & Level. Communication & Work Styles Harvey, C. P., & Allard, M. J. 2009, p. 47). Additionally, the text book Understanding and Managing Diversity also highlighted that we have to consider the multiple dimensions of diversity. The components of a diversity mixture can be people, concepts, concrete items, or abstractions.
There are several definition of diversity depends on the context. In general, diversity concerns to personal or group's socio-demographic behaviour
Another angle that we can look into about the surface level and the deep level diversities are how we handle differences. We often hear companies say that they have a very diversed workforce. But upto what extent are they committed to this diversity? Do they have policies regarding this? And what do they do for employees to feel welcome? Sometimes surface level diversity doesn’t only mean that you have different groups of people working for you. But the tolerance of difference and the acceptance of having these differences in your company are considered
When most people think “Diversity” they think of the most communal characteristics: such as: Age, race, gender, sexual orientation, body type, ethnicity, and a person’s
Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg. 58-59).
Generally, diversity management are made up of taking enthusiastic actions related to the organization’s capabilities of minimizing obstacles of diversity and maximizing its opportunities.
Job satisfaction is a person’s emotional reaction to aspects of works such as pay, supervision, colleagues, working condition, job security, company policies and support, benefits, promotion and advancement or to the work itself (French, 1990). In other words, job satisfaction is an individual’s emotional reaction to a specific job. Falkenburg and Schyns (2007) indicate that job satisfaction can be studied from different approaches. Job satisfaction can be seen as a result of different behaviours or as a cause of behaviour. Moreover, it can be seen as an overall feeling or involving of some aspects of the job and the work situation together contribute to the feeling of satisfaction or dissatisfaction with work (Johansson, 2010).
In conclusion, the of motivation factors have a strong influence on job satisfaction resulting in any positive feelings that accompany human, who is trying to keep this state as long as possible, which leads to further efforts.