A Case Study 7.2 Karla, African American Salesperson And Case Study Study 7.3 Karla

When looking at diversity in the workplace, many people and companies encourage it. “Cultural diversity has become a defining characteristic of an increasing number of societies” (“Consequences of Cultural diversity” this should be the author and the date). They feel that it is a great thing to have diversity in the workplace, however, what some companies do not think about is the negative effects of having too much diversity in the workplace. “A workforce that has significant differences in ethnicity, race, religion, gender and other individual traits can produce negative effects, especially if not well-managed. These negative effects of diversity are understandable if the work culture does not support tolerance and acceptance of

You have been chosen by a local business enterprise group to write a case study

This week, you are going to complete an Assignment in which you analyze two case studies. You will read each case and answer the questions included using the information you have gained from this course so far. Your answer should include an analysis of client strengths, possible interventions, and a reflection on the possible ethical issues and cultural influences as they might impact the case.

“Case studies are stories. It presents a realistic, complex, and contextually rich situations and often involve a dilemma, conflict, or problem that one or more of the characters in the case must negotiate”,

Nearly 50,000 African- American women are killed by cardiovascular diseases (CVD)annually.3 Sedentary lifestyle/physical inactivity and overweight/obesity are two significant risk factors for CVD in African-American women.2 Prevention is possible by reversing community acquired behavioral risks, especially in African-American women, such as diet, exercise, and blood pressure control. However, minority women have limited access to health care resources. This disparity is even more evident in Southern African-American women.2 It is reported that 57% of these women lack leisure time activity, and 43% are either overweight or obese.2

According to an article by Georgina Fuller a writer for People Management it was shown that a “shocking 52 per cent of more than 1,400 workers surveyed by business psychologists Pearn Kandola said they had witnessed an act of racism at work”(Fuller, People Management). This is an enormous amount which affects how people act and achieve “success” in a workplace environment. However, some may say that many may not even be aware the their views or actions on issues within the workplace are even racist. Often, it is hard to fully notice these issues unless you are on the receiving end of

In this case study I am going to analyze what went wrong in a particular situation for one company. The new hire Carl Robins, seems as if he went in over his head maybe due to the fact that he is the newest recruiter. It looks like he may have tried to prove himself to his peers. It also seems as if Carl himself was not properly trained as to knowing, understanding and taking the proper steps when it comes to recruiting new hires. It seems as if the company

Client is a 12 -year-old African American male that struggles with ADHD, anger issues, Mood Disorder, and ODD. The client has received multiple disciplinary infractions at school for his unruly behavior the client has been engaged in several fights and disrespectful acts towards teachers and his mother.

Likewise, Andrews and colleagues partnered with public housing officials and residents to develop a multi-level cessation intervention for African American women (i.e., Sister to Sister) in public housing neighborhoods.48 The original interest for the intervention was generated by a community partner, and over time, the partners developed an intervention with four major components: neighborhood-level component (two anti-smoking activities and one policy change); peer groups (behavioral counseling); 1:1 coaching sessions by community health workers; and NRT. The 7-day point prevalence abstinence at six months was 39% in the treatment condition compared to 11.5% in the control condition.

To start off, racism is a large problem in work places. From, the way they treat blacks compared to whites. As well as people assuming whites are smarter than blacks. This was more of an issue in the past, but occasionally occurs today. People went to the extent of forcing blacks to use a separate bathroom. The whites did not want to have anything to do with the blacks. Blacks needed to work double or even triple the amount just to show their abilities otherwise they were overlooked. It was almost as if they put this reputation on blacks. With that being said, this issue is fixed by the small degrees after Martin Luther King but still occurs on rare occasions.

The population discussed in this study are all adult African American men and women residing in the United States, from lower class to upper class, who suffer from mental illness.

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

In today’s society there are many culturally diverse people in the workforce. Most organizations can no longer make the assumption that every employee has similar beliefs or expectations. When entering into the global marketplace, people are considered one of the most valuable resources to an organization’s success. A well-managed culturally diverse workforce has the potential to thrive if managed correctly; or if mismanaged, there can be devastating negative attributes. With great expectations, culturally diverse employees can foster positive outcomes in the workplace. A company’s acknowledgement to embrace diversity and change, and implement the value of management techniques are

In any society, how we see ourselves and how others treat us depends on many factors. Race, ethnicity, and cultural background are identifiers of individuals. Most people have confronted prejudice based on these identifiers, either personally experiencing discrimination or knowing someone who has. Beyond ensuring organizational compliance with a country’s anti-discrimination laws, it is incumbent upon managers to support diversity in the workplace and to be culturally competent.

In olden days, the managers considered culturally diverse workforce as a dangerous aspect of the organization, because at that time they could not properly manage the diverse workforce. But still now if the diverse employees are not effectively managed, they would provide serious disadvantages to the organization.