Critical thinking for managers

This document is a speech transcript discussing the need for diversity policies in the workplace and their impact on organizational effectiveness. The speech highlights the policies implemented by the management and their benefits. The reflection on the speech analyzes the effectiveness of the speech and its relation to the audience. The document also includes references and a bibliography.

Running head: MANAGEMENT
Critical thinking for managers
Name of the student:
Name of the university:
Author note:

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Speech transcript
‘Diversity policy: Boon or bane for enhancing the organizational effectiveness’
Characters:
Operations Manager
(The Operations Managers starts the inauguration speech)
Manager: A warm welcome to all the Jury members, clients and the employees. Today, we
have assembled here to discuss on the need of diversity policies in the workplace. It would be
a 1 hour session, where we would be presenting our views for and against the motion. This
would be followed by an interactive session. Based on the responses in this session, decisions
would be taken for enhancing the cultural diversity in the workplace through the means of
policies. Now, I hand over the charge to the Director to present the statistics regarding the
policies implemented till the current financial year. I request all of you to give a big round of
applause for welcoming the Director.
Well….. I think diversity is one such issue, which is vital in the workplace for
expanding the scope and arena of the business. Diversification of the operations reflects
transparency, indicative of trust, loyalty and dependence from the clients and the customers. I
feel rationality and consciousness in causing the advent of diversification is apt for retaining
the prospective customers. I also feel that tactfulness in bringing the diversification sharpens
the strategic approach of the employees towards executing the operations. Now let me brief
you all about the policies, which we have implemented in the workplace. It gives me
immense pleasure to mention about the policies on health, safety and confidentiality. This
policy has proved beneficial for the employees, contractors, volunteers, vendors and
stakeholders.

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Revision on the policies on work, health and safety. This revision has assisted us to
upgrade our knowledge about the latest versions of the Work, health and Safety Act (1984). I
remember the implementation of health insurances for the employees, contractors, vendors
and stakeholders, which has reduced the instances of absenteeism. As a result of this, I feel
immensely proud to mention about the enhancement, which has been proposed towards
enhancing the organizational effectiveness. Apart from this, I also remember the session on
implementing policies on Data Protection Act (1998), which has reduced the instances of
cybercrime. Involving the IT experts in the examinations seemed beneficial for installing
latest and modern software for securing the confidential data.
In addition to this, I can point out about the policies of workplace harassment and
violence. These policies have resulted in enhancing the security of the employees as well as
the clients. The HR manager was involved in the session to inform the clients about the
opportunities to file suits and complaints for the ill-treatment, which they have received. I am
extremely happy to states that all these policies have altered the dynamics of the business
operations. Now, let us move on to the diversity policies, which we have implemented in the
workplace. I can cite the evidence of Equality and Diversity Policy, which has reflected the
commitment, dedication and perseverance towards the allocated duties and responsibilities.
Within this, I can specifically mention about the First Aid for Life, which was introduced for
the employees belonging to the other cultures. I felt that this initiative proved beneficial in
ensuring the wellbeing of the employees.
I feel immense pleasure in pointing out the sessions and training programs for the
employees regarding dissemination of the information related to the diversity policies. I can
state that, as a matter of specification, the policies have reduced the instances of workplace
harassments and violence helping us to expose better quality work. Intervention of the State
and the federal government has helped us in the implementation of the diversity policies even

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in the recruitment and selection process. This has resulted in enhancement of the
transparencies in the process, enabling the candidates like me to invest in the services for
enhancing their preconceived skills, expertise and knowledge. I specifically liked the
approach towards submitting the resumes without the names or ethnic indicators. This has
diversified our workforce.
Therefore, I feel that there has been fair and ethical decision towards selecting you
people based on your merits, instead of race, religion, class and gender. I acknowledge the
efforts of the managers in terms of developing policies, which promotes inclusion. In this, I
can make mention of the selection of managers based on their accomplishments of the
identified and the specified goals, irrespective of their gender, age, ethnic and socio-cultural
backgrounds. Apart from this, you would be remembering the steps, which we took for
managing the instances of side-parting, illegal alliances and specially refusing to hire people
belonging to other socio-cultural backgrounds.
According to me, the feedback sessions seemed fruitful in terms of assessing their
approach towards diversity and tolerance. In this, I can make mention of zero tolerance
policy, which ceased the instances of workplace harassments, conflicts and discriminations.
You would be surprised to know that we are planning to revise the Diversity Policy. That
would be really an innovative step for securing the workplace. I can point out that the plans,
which have been being made for organizing regular sessions regarding dissemination of the
information related to the latest updates. Media coverage of the sessions are lined up for
enhancing the fame and glory. Once the sessions are over, feedback sessions would be
organized, which would seem beneficial for assessing the effectiveness, appropriateness and
feasibility of the policies in the workplace conditions. Along with this, you would be
involved in group discussions with the members belonging to other socio-cultural
backgrounds. This would be one of an effective means for judging your compatibility with

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others. This would accommodate the Data Protection Act (1998), which would help in
securing the privacy in the responses provided by you. Please visit our website notice board
for the latest updates. By saying this, I would conclude the session, exposing my vote of
thanks to the Directors and the employees.

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Reflection on the speech
The inaugural speech by the manager clearly states the purpose of the speech, which
is extremely important for gaining the attention of the audience. The more precised the
speech, the more interested are the audience. The introduction of the speech needs to be crisp
and catchy for luring the audience. In this context, the audience are the employees, who are
already aware of the workplace scenario. Therefore, Cummins et al. (2015) is of the view that
the need is to disseminate specific information regarding the Diversity Policy and its impact
on their performance. The choice of the topic is apt, which the employees can relate. Typical
evidence of this lies in highlighting the policies, which have already been implemented by the
management. This is one of the means for establishing correlation between the speaker and
the audience through the means of flexible areas of interest.
The main aim of a speaker is to present a speech, which the audience can easily
understand. For this, the transcript needs to be such, which comprises of distinguishable
ideas, reflecting the tangible understanding. The narrative of the Manager sets the ground for
the speech, which can be considered as an open invitation to the employees to make valuable
contributions. Morise, Yokomori and Ozawa (2016) proposes that layout theory can be
infused into the concept, where the focus is on ethos, including description and distinguishing
of the concepts for minimization of the doubts regarding the subject. Interactive sessions are
helpful in terms of minimizing the doubts, which the employees can encounter while taking
the benefits of the Diversity Policy. This approach indicates the attempts towards
strengthening the concepts, thoughts and ideas related to the motion.
The narrative of managers is an example of the importance of diversity policies in the
workplace. During the speech of the Manager, the employees get a chance to exercise their
listening skills and reflect on the issues highlighted. The response of the employees adds

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value to the self-reflective skills, acting as an evaluation for the policies implemented to
improve on the cultural diversity in the workplace (Wortham and Reyes 2015). Clarity in the
sentences used for making the speech assist the employees to dramatize the situation, clearly
demarcating the differences between the expectations and reality in terms of diversifying the
scope and arena of the business.
Logos reflects the logical reasoning used in the speech for attaining trust, loyalty and
dependence of the audience. In this, Dilts’ theory can be used for assessing the behaviour and
capability of the audience, that is, the employees. According to the statements of Jimmy
Carter, logic can be implemented into the arguments for assuring the audience and deducing
relevant conclusion. Using direct assertive languages in the speech is useful for moulding the
employees into the thoughts of the speaker, which is the Operations Manager. As per the
arguments of Overath et al. (2015), the tone in this aspect is of crucial importance for
mapping the areas in which the employees can pose questions. Promptness in this direction
develops straight forward approach, indicative of yielding positive results. This promptness
establishes direct relationship between the performance and the conclusion to be deduced.
Before concluding the speech, analysis needs to be conducted for assessing the truth
in it. This assessment is apt in terms of generating reliability and validity within the speech.
This conclusion helps in conducting journey mapping for gaining an insight into the areas,
which needs to be improved for enhancing the cultural diversity in the workplace. As a matter
of specification, Araújo et al. (2018) argues that the conclusion enables the speaker to assess
whether the promises made in the introduction have been fulfilled. This is through the means
of feedbacks, which acts as an agent for judging the thinking skills and judgmental
capabilities of the employees regarding availing the benefits of Diversity Policy.

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Through the means of feedbacks, the Manager tried to involve the employees
(audience) within the process. This is an initiative to generate within them the value of self-
awareness, which is vital for enhancing the standards and quality of performance. Literary
devices in the speech is useful for providing the employees with an opportunities to gain an
insight into the expressions of the managers and the Board of Directors (audience). This
understanding is assistance for mapping their responses based on the parameters of the
Diversity and Equality (Blumstein 2018). Reference can be cited of the plans, which acts as
an endnote to the speech, indicating the conclusion.
Conclusion
The speech delivered by the Operation Manager is adequately presented. This is in
terms of the quantity, quality, relation and manner. In this, logical structure is followed.
Typical evidence of this lies in the presence of Aristotelian 3 modes of persuasion for luring
the employees towards the contents of the speech. In terms of quality, it can be said that
highlighting the policies implemented adds value to the speech. Persuading the employees
into the contents of the speech compels the employees, the audience, to listen to the speech.
The literary devices and the argumentative tones is useful for mapping the areas of
interrogation. The way in which the speech is delivered reflects the approach towards
fulfilling the demands, needs and requirements.
In case of the relation, the speech develops the relationship between the speaker and
audience. Considering the ideas of the employees, the managers can be fruitful for the
managers regarding assessing the thought process of the employees. Disseminating
information on the impact of Diversity Policy on the workplace proves beneficial for gaining
an insight into the behavioural approaches of the employees towards the proposed speech.
Herein lays the appropriateness of the Aristotelian structure and Dilts’ theory, which provides

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a better understanding about the causal relationship between the speaker and the audience.
The tone used by the speaker (Operation manager) helps in deducing the effect, leading to the
conclusion. Along with this, patience of the manager and the Director provided a platform to
the employees for voicing out their opinions regarding the implemented Diversity Policies.

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References
Cummins, N., Scherer, S., Krajewski, J., Schnieder, S., Epps, J. and Quatieri, T.F., 2015. A
review of depression and suicide risk assessment using speech analysis. Speech
Communication, 71, pp.10-49.
Morise, M., Yokomori, F. and Ozawa, K., 2016. WORLD: a vocoder-based high-quality
speech synthesis system for real-time applications. IEICE TRANSACTIONS on Information
and Systems, 99(7), pp.1877-1884.
Wortham, S. and Reyes, A., 2015. Discourse analysis beyond the speech event. Routledge.
Overath, T., McDermott, J.H., Zarate, J.M. and Poeppel, D., 2015. The cortical analysis of
speech-specific temporal structure revealed by responses to sound quilts. Nature
neuroscience, 18(6), p.903.
Araújo, J., Flanagan, S., Castro-Caldas, A. and Goswami, U., 2018. The temporal modulation
structure of illiterate versus literate adult speech. PloS one, 13(10), p.e0205224.
Blumstein, S.A., 2018. A phonological investigation of aphasic speech (Vol. 153). Walter de
Gruyter GmbH & Co KG.

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Bibliography
Mücke, D., Hermes, A. and Cho, T., 2017. Mechanisms of regulation in speech: Linguistic
structure and physical control system. Journal of Phonetics, 64, pp.1-7.
Stromer-Galley, J. and Schiappa, E., 2018. The Argumentative burdens of audience
conjectures: Audience research in popular culture criticism (reprint). In Rhetorical Audience
Studies and Reception of Rhetoric (pp. 43-83). Palgrave Macmillan, Cham.