This report discusses theories related to cultural diversity and culturally competent practices in an organization, along with the skills required to work with diverse groups.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
Running Head: Managing the Needs of Diverse Client Groups Managing the Needs of Diverse Client Groups [Type the document subtitle]
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Managing the Needs of Diverse Client Groups1 Contents Introduction......................................................................................................................................1 Analysis of Theories........................................................................................................................1 Discrimination.............................................................................................................................1 Prejudice and Racism..................................................................................................................2 Application of theories in Organization..........................................................................................2 Skills Required to Work with Diverse Group..................................................................................3 Conclusion.......................................................................................................................................4 Reference.........................................................................................................................................5
Managing the Needs of Diverse Client Groups2 Introduction The purpose of this report is to enlighten the reader about the information of theories related to cultural diversity and culturally competent practices in an organization. Diversity at workplace refers to the activity where the company enjoys working with people who belong to different cultural background and teachings (Al-Jenaibi, 2017). This type of practice provides advantages as well as disadvantages to an organization. Further, below mentioned are two theories related to culturally competent practices in the environment along with application of these theories in an organization. Skills required to work with diverse group are also examined in the paper. More details about the report are discussed below: Analysis of Theories Discrimination Discrimination refers to the process of differentiating people on the basis of their age, color, height, disability and gender etc. Discrimination consists of the process of treating people differentially on the basis of their perceived membership in certain group of category. In the process of discrimination, one section of the society or individuals make the other people feel neglected or odd from the whole society. Resulting to which, in an organizational context, the management discriminate people and do not provide them opportunities that they should receive on the basis of their competence. Theories like discrimination and racism hold back to the growth of a person in an organization (Trax, Brunow, & Suedekum, 2015). Further, direct discrimination refers to the type of discrimination under which one person treats someone in an unfavorable manner because of their personal characteristics that they inherit. This type of discrimination happens because of the ability of people to make unfair assumptions about other people. Further, indirect discrimination happens when an unreasonable condition is imposedthatprovidesharmtopeoplebecauseoftheirpersonalcharacteristics.Indirect discrimination occurs when the workplace policies seems to treat all people in a fair way but still some people are affect because of their background and characteristics. The fact should be noted that letting people down and not giving them opportunity to showcase their talent just because
Managing the Needs of Diverse Client Groups3 they are different is not a justified reason. Instead, management should promote diversity to bring competence for the business (Tjosvold, 2017). Prejudice and Racism Racism refers to a belief that shows differences among group of people on the basis of their individual characteristics or culture. This type of discrimination activity related to the fact that one’s own race is superior to other and people in that race have the right to dominate other people or that a particular racial group is inferior to other. Further, prejudice refers to have a preconceived opinion against someone that is not based on the actual experience or reason. In the process of prejudice, people believe in something irrespective of their personal experience or other things, prejudice is entirely related to assumption that people make. Being racist is basically about people differentiating other people on the basis of their color. Black people are usually segregated from the society by justifying that they are not like white people and they do not belong to their community (Hofhuis, van der Zee, & Otten, 2015). The white people present at workplace do not stand a chance to provide opportunity to black people in order to grow. Racist behavior leads the people to judge others on the basis of their complexion in the society. Prejudice on the other hand is something that makes the people discriminate others because of their belief in the society. Like, some of the Americans believe that Nazis are violent people who believe in war. Irrespective of the fact that these people have never met Nazis but still, they have their own opinion on the basis of which they are prejudiced. Racism and prejudice is also a part of the theory of discrimination (Welbourne, Gangadharan, & Sariol, 2015). Application of theories in Organization The human resource management team of a company plays the lead role in making use of culturally competent practices in the business to grow and satisfy the employees of the company. The theories of discrimination and prejudice explain the ways in which the human resource manager of the company should initiate actions to maintain diversity at workplace (Hopkins, 2016). The discrimination and prejudice and racism theory helps the organization to get to know about the facts that the company should not perform in order to keep all the employees satisfied at workplace. This type of theory helps the manager to eliminate various differential factors
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Managing the Needs of Diverse Client Groups4 coming between people like age, race, sex, religious background, disability, color etc. (Hage, & Posner, 2015). Further, it should also be noted that, the theory explain that it is important for the management to hire different kinds of people in the organization so as to widen the range of their thinking skills and initiate competence as well. Diversity in the organization brings out unique thought and ideas for the business to grow. The above mentioned two theories explain the two activities that the companies should not perform in their internal environment if they wants to successfully develop benefits from diversity at workplace. It is important for an organization to expand its scope of business in order to grow, so expanding the business from its homogenous culture and recruiting people from different cultural background will successfully help the organization to grow and become more profitable as well (Martin, & Nakayama, 2015). The above mentioned theories will help the organization to understand the needs of the employees as well as customers in a better way. Diversified workforce can help in understanding the needs of diversified customers and providing them products accordingly. The theories also help in resolving the language barriers and understanding that all people hold same respect and value. It also helps in satisfying the customers and retaining them with the organization as well. The theories of discrimination helps the company to breakdown the critical areas where the company need to focus so as to satisfy employees. Further, these theories also promote the act of equality and diversity in the environment. These theories support the better functioning of the company (Triana, Jayasinghe, & Pieper, 2015). Skills Required to Work with Diverse Group There are numerous skills and knowledge required for the management to work with diverse groups. These skills are discussed below: Active Listening and Communication: It is important for the management to actively listen to the queries of employees and resolve them efficiently. The management of the company should initiate effective communication so as to work with diverse groups and resolve diversity challenges as well. Communication and active listening will help the management to understand the inert cultural situations hampering the progress of the employees and change them according.
Managing the Needs of Diverse Client Groups5 In the process of effective communication, it is not important to speak but it is more important to listen, so by listening to employees, the management will reach half way in attaining growth for the company (Jyoti, & Kour, 2015). Engagement: In order to eliminate the diversity challenges, it is important for the management to engage the employees in the functions of the company. By engaging the employees, the management will reduce the problem of cultural shock and will help the employees to talk to each other informally and create a bond as well. Engagement in business activities will unite the functions of the company. The process of engagement will help the employees to understand the cultural of the company and adopt it as well. By adopting the organizational culture, the employees will be able to reduce the interpersonal differences and work with equality as well (Prause, & Mujtaba, 2015). Understanding and Sense of Unity: The management should use the skill of understanding in order to resolve the conflicts in the company. By attain the skill of understanding; the employees would be able to communicate their issues with the management without hesitating. This process will also create a sense of unity among the top and lower level management of the company (Hsiao, Auld, & Ma, 2015). Thus, these are the skills and knowledge that the company and its human resource management should make use of in order to successfully eliminates the diversity challenges from workplace. Conclusion Thus, in the limelight of above mentioned events, the fact should be noted that the above mentioned paper highlighted information about the diversity challenges present at workplace. The paper elaborated two theories that the companies should apply in order to eliminate diversity issues from the environment. Further, use of these theories in an organization is also explained along with the skills required by the business to eliminate the problem of diversity. The report adequately satisfies the requirements of the paper.
Managing the Needs of Diverse Client Groups6 Reference Al-Jenaibi, B. (2017). The scope and impact of workplace diversity in the United Arab Emirates–A preliminary study.Geografia-Malaysian Journal of Society and Space,8(1). Hage, J., & Posner, B. Z. (2015). Religion, religiosity, and leadership practices: An examination in the Lebanese workplace.Leadership & Organization Development Journal,36(4), 396-412. Hofhuis, J., van der Zee, K. I., & Otten, S. (2015). Measuring employee perception on the effects of cultural diversity at work: development of the benefits and threats of diversity scale.Quality & Quantity,49(1), 177-201. Hopkins, B. (2016).Cultural differences and improving performance: How values and beliefs influence organizational performance. UK: Routledge. Hsiao, A., Auld, C., & Ma, E. (2015). Perceivedorganizationaldiversityand employee behavior.International Journal of Hospitality Management,48, 102-112. Jyoti, J., & Kour, S. (2015). Assessing the cultural intelligence and task performance equation: Mediating role of cultural adjustment.Cross Cultural Management,22(2), 236-258. Martin,J.N.,&Nakayama,T.K.(2015).Reconsideringintercultural(communication) competenceintheworkplace:Adialecticalapproach.LanguageandIntercultural Communication,15(1), 13-28. Prause,D.,&Mujtaba,B.G.(2015).Conflictmanagementpracticesfordiverse workplaces.Journal of Business Studies Quarterly,6(3), 13. Tjosvold, D. (2017).Cross-cultural management: foundations and future. UK: Routledge. Trax,M.,Brunow,S.,&Suedekum,J.(2015).Culturaldiversityandplant-level productivity.Regional Science and Urban Economics,53, 85-96.
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Managing the Needs of Diverse Client Groups7 Triana,M.D.C.,Jayasinghe,M.,&Pieper,J.R.(2015).Perceivedworkplaceracial discriminationanditscorrelates:Ameta‐analysis.JournalofOrganizational Behavior,36(4), 491-513. Welbourne, J. L., Gangadharan, A., & Sariol, A. M. (2015). Ethnicity and cultural values as predictors of the occurrence and impact of experienced workplace incivility.Journal of occupational health psychology,20(2), 205.