INTRODUCTION
This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity. Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges. Management tools in a diverse workforce should be used
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It is acknowledged that South Africa is rich in both its private and public health sector. Public and private metropolitan clinical settings experience similar diversity challenges. Much of the private industry literature on diversity management exalts the benefits of a diverse workforce. These benefits center on the belief that individual differences create the potential for a more creative and different way of thinking about organizational issues and thus should lead to innovative solutions to routine problems. Additionally, within the clinical setting context, it is believed that the diverse patient population would be better served by a diverse staff. There is the danger however, of romanticizing an extremely complex and demanding process, which as noted by Tshikwatamba (2003:36) despite their advantages in the workplace, differences are sometimes the source of considerable hostility and disagreements that cultural differences and religious beliefs have been the cause of much hostility and human suffering globally, is a matter of public knowledge. The clinical setting is but a small aspect of the world in which we live and work. Within the clinical environment, cultural differences can be found in both traditional cultures and the new cultural identities resulting from the socialisation and inculcation processes encountered in the professional schools that produce those who populate the …show more content…
Implementation is the key to success. Developing annual operational plans against which progress can be monitored, is critical to success. An operational plan is invaluable in ensuring that the front line staff and middle managers stay focused on the agreed upon objectives toward attaining the institution’s goals for becoming a diversity oriented organization. The plan must be characterized by an unambiguous and clear policy statement about the organization’s standpoint about all forms discrimination, disrespect, and harassment. There must be clear and unambiguous statements about ethical and professional interpersonal relationships and significance of each individual’s contribution to the institution’s efforts towards attaining its goals. Most importantly, managing diversity must be a mainstream issue, owned by everyone. Essential to the implementation process is ensuring that (a) periodic review of progress is conducted, (b) diversity management strategic interventions are supported through resource allocation, and (c) individual performance of all managers is in alignment with the institution’s diversity strategic goals (Gwele 2008:
After reading Dr. Galanti 's articles about culturally competent healthcare please answer the following questions: What did you gain from reading Dr. Galanti 's article? Dr. Galanti provides insight into the relationship between cultural diversity and heath care providers. Dr. Galanti’s briefly states the difference between “stereotype and generalization”. The author recognizes that generalization may be a key factor used by workers in the health care community to bring awareness and a better understanding of cultural differences among patients. The article explains that although cultures differ in values, traditions, and beliefs, there are questions (the 4’C’s of culture) that may open up the line of communication, between provider and
Cultural competency can be described as the ability to interact with different cultures in a positive manner. Many cultural differences can become apparent in a number of situations. According to Fadiman, doctors have a moral duty to save lives even if they don’t agree with the values or beliefs of someone else’s culture (1997). This paper will address the topic of cultural competency, with a concentration on the importance of cultural competency in the medical field. It is hard to imagine how frustrating it may be to come across a patient that resists a professional’s opinion because they have solid beliefs or do not understand what doctors are attempting to convey.
Health and social care: Unit 7 (P1) Equality and diversity Introduction Farleigh Residential care home is available to the elderly and also it’s a part time day centre for adults with disabilities. Its purpose is to care for needs of adults with learning disabilities and also for the elderly. What is equality? Equality is the idea that everyone has equal rights and every individual is entitled to equality.
Studies have been conducted to determine the effects of diversity in healthcare administration. Diverse leadership is associated with improved patient satisfaction and clinical outcomes, reaching strategic goals, and successful decision making. The individuals who responded believed that minority leadership gaps could be closed with positive diversity gaps and giving equal consideration for leadership positions to all applicants. In addition, although diverse candidates for healthcare leadership have grown over the past few years, respondents did not see the same growth in their respective organizations. (Witt/Kieffer, 2011) Diversity leadership is important in healthcare organizations as it will lead to numerous benefits.
These cultural expectations could affect relationships with clients and co-workers in the form of their families involvement, body language, gender preferences and so on. It is very important that health workers learn to be innovative and flexible when working with people from other cultural backgrounds. PROJECT 1
Anne Fadiman, author of the book, ‘The Spirit Catches You and You Fall Down” reveals the negative effects of no cross-cultural communication in the medical profession. Lia Lee and her family had no previous experiences in an American hospital, America no less. This proved to be difficult, leading both sides (Hmong family and doctors) to misinterpret what both are doing and saying. This book summary summarized the book, the qualifications of the sources used, and critiques the book as a whole.
Promoting equality and inclusiveness should be core to any setting. It is, therefore, the responsibility of all management team and staff to implement this policy. The management team will visibly demonstrate its leadership in promoting an organisational culture which values equality and diversity by, Monitoring performance in the delivery of policies as part of each service area strategy review and an annual review of Equality and Diversity, Regular review of key policies and strategies, including equality impact assessments, to ensure that they do not directly or indirectly discriminate against groups of people, All staff members will receive regular training on equality issues. To develop services and facilities that are accessible, relevant and to the individuals that you work with, need gather information from service user, staff and other professional on, Competition in the local, individual needs, what changes can be made to improve the
Diversity may mean different things to different people. To me, diversity is exactly that, being different and unique. Diversity makes the world a beautiful place to be, and full of interesting and different people. The beauty of human civilization lies in its diverse groups and cultures.
They could ensure all employees are properly trained on diversity and anti-discrimination polices during orientation classes and on a semi-annual basis. Also, the company needs to ensure they are promoting and advancing diverse individuals for all positions in the company. This would show everyone that they committed to improving diversity at the company and their restaurants. How can they manage diversity throughout the organization?
- Diversity brings a variety of ideas and viewpoints to the organisation especially when creative problem solving is required. - Diversity increases passionate workers and makes work fun and
In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.
II. According to Roosevelt, managing diversity is a comprehensive process for creating a work environment that includes everyone. A. Business organizations and academic institutions will be successful only to the extent that they are able to adopt and inspire workforce diversity. 1.
Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part
All students deserve to be treated fairly as individuals. When considering the diversity of the class members, we will celebrate the uniqueness that the differences contribute. Because I have high expectations that all my children can be successful, adjustments may be necessary because everyone is not the same (Burden, 2017, p. 115). It is vital that a spirit of understanding and edification is active amongst the students and from the teacher (Romans 14:19, King James Version) to produce fruits of mutual respect: reduced bias, positive academic outcomes, enhanced problem solving, and healthy group dynamics (Cousik, 2015, p. 54). For differences that stem from culture, gender, ethnicity, or socioeconomic status, the adjustments will involve bridging the cultural gap between the students’ diversity and the curriculum.
Age Diversity in the Workplace Diversity at workplace is one of the prominent issues in today’s world. It is the challenging issue that managers face to manage at the workplace. But it gives the highest output if properly managed. By managing the workplace diversity, companies can increase the overall efficiency that results in higher output. Besides, it enhances the image of the company to become ‘Employers of Choice’.