Assignment CHCDIV001 Work with Diverse People
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CHCDIV001-WORK WITH DIVERSE PEOPLESummative Assessment 2In the modern workplaces, having a diverse workplace is a widely used practice. The modernorganizations operate with the global community. The advancements in the international travel andcommunication have enabled people to move easily across the borders (Ting-Toomey & Dorjee, 2018).Therefore, it is necessary for the contemporary workforces to adjust with the global community. Thecurrent research focuses on analyzing the impacts of diversity on work and workplace relationships. Theresearch also gives importance on reflecting on the factors associated with cultural safety andcompetences, biases and prejudices, importance of having mutually beneficial relationship with theworkmates, mitigating the communication barriers and improving social awareness.Impact of diversity on work and work relationships:The diversity impacts on work and work relationships in various ways. Presence of a diverse workforce inthe organization fosters innovation. The individuals from different cultural background do not think inthe similar way (Banks, 2015). Therefore, developing a diverse workforce helps the businesses topromote creative thinking at the workplace. As an effect, the organization becomes able to providemore innovative solutions to the consumers. Incorporating innovation to the products or services is alsoeffective for improving the profitability of the organization. The people from diverse background comewith different skills and abilities. So, by hiring the diverse talent pools, the organizations become able toimprove the products and services.Despite the advantages, development of a diverse workforce can also be disadvantageous in severalways. Firstly, the diversity can increase conflicts among the workforce to a great extent. While workingin a diverse workforce, the individuals can feel confused while communicating with people from otherbackground. The confusion among the staffs can create a negative atmosphere in the organization. Asan effect, decision-making in the organization can become difficult. Emergence of bureaucraticenvironment is another adverse effect of introducing diversity in the organization (Trueba et al., 2014).In the modern organizations, the decisions are taken after considering different views and opinions. Thedifference between views and opinions increase further with the increase in diversity of theorganizations. As an effect, the decision making becomes highly time-consuming in the highly diverseorganization. Therefore, in such organizations, there is a risk of developing bureaucratic environment.Extensive diversity in the organization can cause lack of team spirit. When the workforce is highlydiverse, people in the group lack common things and the similarities. As an effect, the team-spirit isaffected severely. The productivity of a team is significantly dependent on the collaboration among themembers. Lack of similarity, reduces the degree of collaboration among team-members and it, in turn,can affect the productivity. Finally, higher degree of diversity can affect the authority and protocols in anorganization. The diverse workforce may come with several ideas on running and managing thebusiness. As an effect, there is a risk that the management can lose authority.
Need for inclusivity, cultural safety and cultural competence:Need for inclusivity:An inclusive workplace gives importance on providing equal opportunity to all theemployees irrespective of the age, gender, ability, varied background, sexual orientation and religion(Liu et al., 2014). Promoting inclusivity is important for making the employees able to utilize their fullpotential to the work without any discrimination. The inclusive workplace also recognizes the fact thatan employee can have multiple identities. In other words, promoting inclusivity in an organization isimportant for the following reasons—For recognizing , appreciating and utilizing the unique perspectives and insights of othersAvoiding discrimination and disrespectful behaviour towards the employeesDeveloping an environment of respect, trust and tolerance in the organizationNeed for cultural safety:The cultural safety in an organization is important for creating an environment where the individualscan safely practice their culture. The cultural safety is also needed to ensure that the individuals are notbeing assaulted, challenged or experiencing any form of denial because of their cultural background(Hall et al., 2014). The cultural safety also creates an environment where the individuals respect eachother, share the knowledge and experience. The cultural safety also enables the individuals to learn withdignity and listen to each other.The cultural safety in an organization helps the individuals to incorporate own cultural values andbeliefs at the workplace. The cultural safety also reduces the risk of discrimination among employees onbasis of the cultural background. Finally, the cultural safety also creates an environment where theemployees understand each others’ differences and collaborate with each other despite the differences.Need for cultural competence:The cultural competence is important in an organization to interact with the individuals of differentculture. Being culturally competent is necessary for the maintaining a collaborative environment in theorganization. The cultural competence also helps the individuals to understand the differences in valuescaused due to race, ethnicity, gender, age, sexual orientation, religion, disability, education, incomelevel or geographical location. The cultural competence is also effective for showing respect and beingresponsive to each other. The people from different background have different cultural and linguisticneeds. The cultural competence is effective for meeting the different cultural needs of diverse group ofpeople.In an organization, promoting positive behaviour among the employees is necessary for developing aculture of collaboration and co-operation. The cultural competence helps an individual to consider thecultural context and develop positive behaviour towards an individual. The cultural competence is alsoneeded for meeting the diverse need of different individuals. As an effect, the individuals in anorganization can communicate more effectively.Importance of reflecting on the individual and cultural characteristics, biases and prejudices:
Importance of reflecting on individual characteristics, biases and prejudices:Reflection on owncharacteristics, biases and prejudices help an individual to identify the factors that influence the cross-cultural interaction. Reflecting on own characteristics and values help an individual is effective to knowthe attributes that encourage them to interact with people from other cultural background (Kahan,2015). As a result, the individuals can build on their strengths to make cross-cultural communicationeasier. Similarly, reflection on the biases and prejudices is important to identify the factors that restrictan individual from developing positive relationship with others from different cultural background. It, inturn, can help an individual to mitigate the barriers of effective cross-cultural communication and makethe interaction easier for them.Importance of reflecting on cultural characteristics, biases and prejudices:Reflection on the culturalcharacteristics is effective to identify own cultural values and norms. Understanding own cultural valuesand norms is effective for understanding the similarities and difference with other cultures. When anindividual becomes able to identify the common factors, he/she becomes more encouraged tocommunicate with people from other cultural background. Identifying own cultural biases andprejudices is effective for getting a neutral insight on the other cultures. Viewing the people from othercultural background neutrally is effective for conducting cross-cultural interaction easier.Ways to Valuing and accommodating diversity:Valuing and accommodating diversity in an organization can be done in the following ways—Celebrating the differences is an effective way to promote diversity in an organization. In thecare center, the employees need to acknowledge differences of each other and develop arelationship of respect with them. Similarly, in case of clients also, acknowledging the differenceis effective for promotion of diversity.Listening to others is another effective way of developing understanding on different culture.When the employees listen to each other, working in the diverse environment becomes easierto them.Promoting positive behaviour is an effective technique for showing value and accommodatingdiversity at the workplace (Phillips et al., 2014). Present behaviour helps the individuals todevelop a relationship of trust among the workmates and clients.Developing the right communication skill is also necessary for showing value andaccommodating the diversity. Incorporating the cultural values in communication helps theindividuals to show respect to each other. It, in turn, helps the individuals to develop a trustedrelationship with others and create a diverse environment.Providing and accepting feedback is an effective technique for promotion of diversity at thecare center. Providing and accepting feedback helps the individuals to learn from each other.Use of constructive feedback is useful for creating the diverse environment.Putting value to the workplace diversity is effective for the following reasons—Promoting an environment of mutual respect among the employees and creating a synergisticworkplace culture. Promotion of mutual respect helps the employees to utilize own talents andstrengths to the workplace and benefitting the organization.