Diversity Issues Paper

The artifact allowed me to gain knowledge in the approaches of diversity leadership issues. Thomas (1995) offers eight basic leadership responses as an approach to diversity. The foster mutual adaption response approach, “…unequivocally endorses diversity” (Thomas, 1995, p. 251). Thomas (1995) states that under this approach, “…the parties involved accept and understand differences and diversity, recognizing full well that those realities may call for adaption on the part of all components of the whole” (p. 251). Thomas (1995) purposes a diversity framework be used to as a, “… point of departure for evolving a framework to guide managers in making decisions regarding diversity mixtures of all kinds” (p. 252). The framework processes revolve around three objectives for leadership as recognize diversity mixtures present, decide whether a response is required, and select an appropriate response or blended response (Thomas,

How do people behave? What makes us act the way we do? There are as many different answers as there are people. Each person is a unique makeup of individual characteristics which blend together to form the personality, the behavior of the person. We can identify certain broad characteristics of groups of people and apply them to individuals to get an idea of how they will behave in a given situation. This is called stereotyping and, when taken too far, will give a distorted picture of what to expect of a persons behavior. While you can never get a fully accurate picture of how someone will behave based on their demographics and characteristics, you can make certain general guesses that will point

The first artifact I have attached for Standard Four: Diversity is a diversity project completed during the spring of 2015 for ED444 Methods and Materials for Teaching Social Studies and ED447 Instructional Technology. This project consists of different resources to use when teaching Kindergarten Social Studies Standard Three. This standard requires students to describe how rules offer safety at home, school, and in the community. This diversity project demonstrates activities that aid in individual experiences.

An organizations success depends on it workforce. A talented and diverse workforce lends the most opportunities for success within the organization. A diverse workforce will also impact the organizations individual human behavior. Human behavior is the collection of activities by human beings and culture, emotions, ethnicity, gender, age, socioeconomic status, sexual orientation, religion, occupation, skills and abilities, personality traits, and values. This paper will discuss the impact that race and ethnicity, age, gender, and sexual orientation have on an individual's behavior.

Ignorance of these differences may lead to offending an employee, leading to unintentional discrimination and poor relationships. It would therefore be beneficial for human resource management to understand culture disparities that may affect the way in which a message is perceived (Culturaldiversisty.org, 2008). Cultural diversity not only causes interferences within verbal communication but also in the way non-verbal communication is perceived. In relation to the cultural variations within non-verbal communication, body language is often misconstrued. For example when the British are talking face to face they ‘tend to look away spasmodically’, in contrast to this the Norwegians ‘typically look people steadily in their eyes without altering their gaze,’ thus a British individual communicating with a Norwegian could portray this eye contact as threatening and a wrong perception of that person may be perceived (Mullins, 2005, p231).

Diversity leadership has been defined as "ways in which people and groups relate to one another and how management [leadership] decisions are made in the midst of the differences, similarities, and tensions among groups." (Lim, Cho, & Curry, 2008) And in order to accomplish this, a good leader must know the difference between the assimilation and inclusion. Assimilation takes a diverse group and homogenizes them, while inclusion maintains the individual differences between people and capitalizes on those differences for the benefit of all. For instance, instilling a goal-oriented sense of identity allows for each individual to maintain their uniqueness, while coming together to accomplish the goal. It is the goal that each individual concentrates on, not the differences between the members of the group. Also, a good leader will facilitate good

America tends to be the hope of the hopeless, the melting pot with a big heart. If is fair to say that every country in the world has a community in America. Majority of Nigerians like myself, settled in Maryland, Ghanaians in Virginia, Kenyans in Minnesota and New York has a community for every people from every culture and country. These people from different cultures all come together and start businesses, get married, join the labor force and raise their next generation. America as a whole and its workforce are becoming more diverse. Gone are the days of overwhelm dominance of the white men in the American workforce. The present workforce in now inclusive of others; more people of color are joining the workforce; the percentage

Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil

Culture and diversity play an integral aspect of the educational environment and shape students behavior. Culture also affects student perceptions and their relationship with people and the world around them. Promoting diversity is the goal of many universities but achieving this goal on a day -to -day classroom can be challenging for educators. According to Lowenstein & Bradshaw (2014), the classroom and clinical settings are deemed multicultural due to the massive influx of immigrants entering the country. These multicultural trends pose a challenge to nursing educators in creating the innovative curriculum that is culturally sensitive to meet the needs of diverse students. The 1960s’ and 1970s’ brought about significant revolutionary changes

However, I am finding that the answer to this question varies and depends on whom you ask. The other issue that is often researched but falls short is how does an organization that is proclaiming diversity is the best thing that has ever happened to them accomplish this success when so many are struggling with complaints of inequality in workplace diversity. The area that is the most overlooked regarding workplace diversity is the value diversity can bring to an organization if handled correctly. In my (humble) opinion, this would require management to be well trained in cultural sensitivity and leadership development to provide a better chance at managing a diverse environment (Lussier & Achua, 2015) where the people can learn from one another differences to benefit themselves and the organization. Management in an organization is also a culture and a system of values and beliefs. Management may well be considered the bridge between a civilization, which is rapidly becoming worldwide, and a culture, which expresses divergent traditions, values, beliefs, and heritages. Management must become the instrument through which cultural diversity can be made to serve the common purposes of mankind (Drucker, 1969, p.

In Multiculturalism and diversity the economic and technological factors affect the way human resource management is practiced in hospitality organizations worldwide. The use of different cultures invite those diverse cultures to come try a specific resource like a hotel or an attraction through similarity. If an African American family sees an ad or a Muslim family sees an ad that invites them and the workers in that ad are the same culture as them, guests become more inclined to visit that attraction. Through this diversity amongst the workers they are able to be calm and practice their religion or even just their way of life without being shamed and will continue to come back. If there was no diversity it would cause the organization to

Cultural Diversity can have a multidimensional context of many aspects of the life of an individual which includes age, gender, faith, sexual orientation, profession, tastes, socioeconomic status, disability, ethnicity, and race (American College of Obstetricians and Gynecologists (ACOG), 2011).

Developing cultural diversity in the workplace is an important factor in creating a sociable and productive work environment. The mission and vision of an organization should be representative of the cultural diversity of their employees. When I immigrated to the U.S., like many other immigrant I chose New York as a place to live and work. My decision was based on the population diversity of this metropolitan city, which was going to ease my integration in the American lifestyle and workforce. Ironically enough, in my current work place I have had the unique opportunity to work with people from all over the world. As a joke we call our office the “United Nation”. Besides the employees born in the US, the rest of us originate from 9 different countries including Peru, Dominican Republican, Puerto Rico, Bengali, Egypt, Albania, Jamaica, and Nepal. It is the best environment to work as we have a conglomerate of upbringings, customs, backgrounds, languages, personalities and different perspectives.

The first thing to acknowledge about diversity is that it can be difficult. In the U.S., where the dialogue of inclusion is relatively advanced, even the mention of the word “diversity” can lead to anxiety and conflict. Supreme Court justices disagree on the virtues of diversity and the means for achieving it. Corporations spend billions of dollars to attract and manage diversity both internally and externally, yet they still face discrimination lawsuits, and the leadership ranks of the business world remain predominantly white and male.

Did you know that 71.5% reported missing school because they felt unsafe or uncomfortable because of their sexual orientation? The topic of the diversity even I attent was people who are students for LGBTQ people. I didn't catch the name of the person who presented this information to me and my fellow classmates who are taking a UNIV class semester but she has been doing this event for over 7 years. I attended this event November 28th, Tuesday at 6:00 to 7:15pm. We all had to meet at Pray Harrold in room 213. This event was talking about the struggles of what these kids have to live their everyday lives with just because our society doesn't fully accept “those kinds of people”.