A Comprehensive Report on Working Effectively with Diverse Teams

This report delves into the multifaceted aspects of working with diverse teams, encompassing formative and summative assessments. It begins by emphasizing the importance of reflecting on social and cultural biases to foster effective communication and understanding within diverse groups. The report outlines the characteristics of an inclusive workplace, highlighting the significance of valuing individual and group differences, promoting equality, and encouraging collaboration. It further explores strategies to promote diversity and inclusiveness, such as enhancing cultural competency and seeking diverse perspectives. Cultural safety is defined as an environment free of challenges to personal identity. The report then examines communication strategies, including both verbal and non-verbal techniques, to promote inclusivity and respect for diverse backgrounds. It also addresses barriers to effective communication, such as poor listening skills and language differences, and provides tips for overcoming these challenges. The report underscores the need for trust-based relationships within organizations and the importance of adapting communication styles to accommodate individuals with varying levels of English proficiency.

Work with diverse people

TABLE OF CONTENTS
Formative assessments....................................................................................................................1
Activity 1................................................................................................................................1
Activity 2................................................................................................................................2
Activity 3 ...............................................................................................................................3
Activity 4................................................................................................................................4
Activity 5................................................................................................................................5
Activity 6. ..............................................................................................................................8
Activity 7................................................................................................................................9
Summative assessment...................................................................................................................10
Question1..............................................................................................................................10
Question 2.............................................................................................................................11
Question 3.............................................................................................................................11
Question 4.............................................................................................................................11
Question 5.............................................................................................................................12
Question 6.............................................................................................................................12
Question 7.............................................................................................................................12
Question 8.............................................................................................................................13
Question9..............................................................................................................................13
Question10 ...........................................................................................................................13
Question11............................................................................................................................14
REFERENCES..............................................................................................................................15

Formative assessments
Activity 1
1). Managers, supervisors and employees needs to reflect on their social and cultural bias as it is
important for them to make direct contact with the people. It is essential to analyse the
perception of people from different culture or diverse background (Golder and Macy, 2011).
This helps managers to avoid both positive and negative stereotypes and don't make assumption
about employees as different groups. Through these, supervisors and managers will be able to
encourage employees to work with diverse groups. Reflection on social and cultural perspective
and biases will let the employees to know and value other employees and managers as
individuals. It helps in emphasizing communication and ensuring that employees will understand
all policies, procedure and strategies which are developed by organization. It will provide ability
to employees of distinct background in an organization to meet required standards and perform
the best of their abilities. Further, it helps the managers to get the participation of all workers by
clarifying them about their perspective and biases. Also, it will enable them to set an example of
encouraging the diversity by developing relationships with colleagues with other cultural
perspective. Mainly, it helps them in understanding perspective of each other and encourage
them to work collectively to achieve a common goal.
2). Individuals having understanding about their own limitations and weaknesses will be able to
improve themselves and create social awareness by performing four activities. First is actively
asking for feedback and listen as it helps them to get knowledge of the things which they have
not needed to perform and change which are in their perception and thinking (Kubiszyn and
Borich, 2015). Second is taking few personality tests which helps them to analyse about their
own personality types like artisan, guardian, idealist or rational etc. Third activity is to gain loads
of work experience outside the “invory tower” as it helps in getting real sense for their strengths
and weaknesses. It is useful to work in different positions, environment and people. Last activity
is to discover and push own physical limits. It not only enables the individuals to recognise their
potential but also forces them to reach it. Moreover, it helps him better to understand his patterns
of behaviour, feeling and thinking.

Activity 2
1). An inclusive workplace is considered as working environment which provides values to
individual and with group differences within an organization or its workforce (Shore and et.al.,
2011). It provides competency to organisation for embracing the diversity of backgrounds,
thinking and perspective of employees, that results in rise of their talents, contribution towards
achievement of common goal and creates innovation. It focuses on whether the organization's
workplace creates employees from diverse back ground feel integrated rather isolated.
Employers having employees of diversified cultural background needs to develop inclusive work
culture, provide values to them and include them in workforce.
These are 4 important characteristics that the organisation is responsible for. It helps
employees live and take characteristics and also creates environment that enables them to
provide their best. Inclusive organisation culture creates a sense of identity for every employee
within a group (Machery, 2010). It also determines the purpose, goals and mission for employees
to exist at workplace. It is considered as identity that relates to every individual in organization
and also reconnects with overall purpose. Second characteristics was its commitment to
diversity, helps in removal of discrimination on the basis of age, race, ethnicity, experience,
position, style and personality. Main characteristics is development of equality at workplace. It
develops thinking that manager is not successful without people working for them,
accomplishing their actual work. They will not be successful if people not directly report about
the direction and guidance. Next step characteristics is developing collaboration at workplace
and enabling the organization to encourage everyone for working together, across all functional
units and levels. Functions that not work in their own individual silos, work with each other by
sharing knowledge. Whole inclusive culture is one of collaboration that concentrates on getting
more through effective teamwork rather than individual efforts.
2). Promoting the inclusiveness and diversity at workplace is considered as effective way to
raise the open-minded and global company culture (Hodkinson, Hodkinson and Sparkes, 2013.).
It not only performs this activity and make good business sense. Further, it helps the organisation
to understand their colleagues, customers and their clients across the countries. It develops the
environment of workplace more interesting and effective learning will there at workplace..
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Further, there are some important strategies have been used by organization to promote diversity
and inclusiveness which are as follows:
 Commitment towards enhancing cultural competency: Through cross cultural
communication, managers will be able to interact professionally with employees from the
different background. Through development of cultural competencies and understanding
about the different cultures and perspectives, the organisation will be able to improve the
communication and remove misunderstandings.
 Seeking new ideas and perspectives: It is also considered as an important strategy in
which the organisation will develop new ideas to resolve the problems of people with
different background in order to be valued and embraced. It mainly goes a long way to
enhance the productive relationship in business.
 Treating others equally: Most important strategy that is used by company which states
that individuals should as be treated in organisation as they are likely to be treated
(Barrow and Mosley, 2011). There is always a need to be considerate and sensitive
towards the boundaries and expectations of different people.
 Observing diverse traditions, celebrations and holidays: In this, by creating a
culturally diverse holiday calendar, managers in organisation can encourage their
colleagues to participate and identify effective ways to celebrate festivals of different
traditions. It consists of activities like sharing food, music and celebration across the
world will be appropriate in team building and an effective way to connect colleagues
from different levels in organisation.
 Contribution to cultural diversity: It is important for organisation that they will not
underestimate cultural values which employees add on to workplace. Their unique
perspective, background and experiences will improve the professional experience and
thinking of others around them.
Thus, through these strategies the organization will be able to develop an inclusive work
culture and also achieve competency to promote the diversity at workplace.
Activity 3
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2). Cultural safety is considered as environment which is spiritually, emotionally and socially
safe and its also considered as physically safe for the individuals at the place in which there is no
major challenge or denial for their personal identity (Chan, 2011). It is all about the shared
respect, meaning, sharing knowledge and experience of learning together. Further, these
practices include various actions which are able to recognise and respect the cultural identities of
others and effectively meet their requirements, rights and expectation.
Activity 4
1. Communication is considered as learned skills which requires research and practice, knowing
and analysing something about various cultures with the helps of development of skills (Bonner ,
Marbley and Hamilton, 2012). There are two forms of communicate that involves various
strategies that should used by manager in order to create inclusive work culture. Basically there
are various verbal and non verbal strategies that should used by organization to show respect to
cultural diversity and people from background and identity.
Verbal communication strategy
 Providing positive feedback to each other is an influence and suitable strategy which
clear all differences in perception.
 Sharing or providing all the relevant information, data , materials and things so that
employees can work with mutual collaboration with each other.
 Recognising and appreciating the understanding of each other is also an effective
strategy.
 Asking respectful and appropriate questions to understand the things which they don't
know.
 Providing respect and gaining support of supervisor to create a positive working
relationship.
Non verbal strategy:
 Effective listening to things which are conveyed by supervisor to accomplish the
activities. Employees should need to provide importance to the things which are
conveyed by the superiors and managers etc.
 Body language of individuals should be effective and hands should be gestures and
nodding.
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 Proper eye contact with every employee or commitment to the various effective and non
effective things that needs to accomplished by managers.
 By using the physical space the employees in organization will be able increase the
objectives of employees at workplace.
 Facial expressions of individuals will also reflect its reaction on a particular situation or
instance, therefore the managers and employees from different cultural back ground
should need to keep positive expressions towards each other so that they have been able
to achieve the personal objectives.
Thus, these strategies will lead to development of inclusiveness and helps in promotion of
cultural diversity at workplace.
2). As per scenario, it has been identified that it is important and necessary to develop and
maintain trust based relationship in organisation to ensure that customers have confidence on
company the services provided by them to users (Mackelprang and Salsgiver, 2016). There are
various types of business prospects that needs to be accomplished by organisation to gain the
perspective of each other . Through development of mutual trust and cooperation, the enterprise
will be able to develop own existing skills enable the clients to gains positive perception about
the organization. Apart from this, it also needs to provide respect to different culture and people
from these cultures to create empathy and trust between each other. By this, they will able to
develop effective products and services which will satisfy the demands of customers.
Activity 5
1). Basically there are some barrier that affects effective communication in organization which
are as follows:
 Poor listening skills: Having poor listening habit or not proving concentration on
information which is provided by superiors is also considered as major barrier of
communication that create conflicts and provides harm to work.
 Language barriers: People from different culture, community and country that work
together in organisation always faces difficulties in interacting with each other.
Sometimes creates problems for employees to coordinate with each other in a group (Sue
and Sue, 2012).
 Emotional barriers: It is also barriers which reflects that some member in a group are
more emotional towards the work or family therefore they are not going make proper
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understanding with each other and this will create a communication between team
members.
 Environmental barriers: It can be a result of multitude of things when the person is at
public place, speaking very softly and there are too many interruptions at place.
 Timing barriers: Can be understood as major problems and creates communicate
problems in terms of being understood for example: when the individuals running late in
the office they are too early in the organization and when you don't' have time for others
to communicate.
 Perceptual barriers: These are also considered as barriers in perception of individuals
that affects the relationship of others. People if diversified culture have different
perception about each other which also issue in interacting with each other.
2). There are various tips that can be used by a person to communicate with another person who
have less or ineffective English skills in order to set up one barrier of effective communication
and understanding. These are eight tips which individuals needs to use are as follows:
 Pretend that English is tough language: Some time is better for individuals to take the
person for granted as they don't understand English and its not there problems (Badland,
Turrell and Giles-Corti, 2013). Therefore, while communicating with them person should
pretend to be ineffective.
 Keep it simple: Further, the sentence which individuals needs to communicate should be
simple and easy to understand. Using complex sentences will create for other person to
understand.
 Give and seek feedback: By providing feedback of communication or questions which
are asked by person. There is also need to seek feedback if the question are asked from
other person. Process of communication always get completed after getting feedback.
 Not understanding or misunderstandings: from the facial expression or confusion the
person will able to analyse that person has not understood the things which are
communicated. Therefore, they need to interpret again.
 Speaking slowly and clearly: For development of effective communication and
understanding with other person, the individual will need to make speak slowly and use
easy sentences as well as verbs.
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 Repeat if needed: When the person whom the individuals is communicating does not
understand the sentences then the individual needed to repeat those sentence with easy
language.
 Avoiding acronyms, idols and abbreviations: Effective perception of individual will
lead to promotion of individuals on other communication and barrier (Hoffman., Wallach
and Sanchez, 2010). There are various personal and communication barriers that affects
the leadership. It should all the phrases or person who does not have good English
speaking or comprehension skills abbreviations that are difficult for other person to
understand.
 Take in writing: It is last effective strategy in which the things which are communicated
to other person should be taken in writing.
3.There are some situations when an accredited interpretor needs to be used by person to
communicate so thing to other like:
 The agency requires compliance: An individual needs to hire a professional interpretor
when there is strict instruction has been given by agency to communicate effectively with
the clients.
 Sensitive cases: Sometimes there is major requirement of interpretor in sensitive issues
like death of patient, loss in business operations or any others' calamity which can not be
controlled (Sleeter and Owuor, 2011). Thus, individuals will need to hire interpretor that
clearly interpret the things which is trying to stay.
 Explaining rights and obligation to clients: In order to describe the appropriate style
and leadership then organisation will have to consider various things which are needed to
be considered by organisation at workplace.
 Stress time: In situation of stress, the person will not be able to communicate with other
person then and interpretor is needed to be hired which communicate information which
is needed to be provided by person.
 Complex and detailed information: When the information is complex and in detail
them interpretor will support the individual to communicate with the person that needs to
accomplished by organisation.
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Activity 6.
1). Effect of poor communication at workplace are analysed and described:
 Lack of proper understanding: It is an impact of poor communication with each other
when the employees of diversified culture in organisation and they do not have proper
thinking and understanding about each other.
 Creates conflicts: Without effective interaction with each other, employees will not be
able to coordinate and accomplish the task effectively which causes result of failure and
creates conflicts between team members (Lee and Herner-Patnode, 2010).
 Decrease efficiency: if there is not appropriate communication between management and
their employees, then efficiency and motivation of employees will decrease continuously.
 Creates difference: Poor communication is also responsible for creation of difference in
perception, thinking and hampers the relationship of individuals with each other.
2.) Eight behaviours that will aid people when working with diversity and that might help
prevent misunderstandings are as follows;
 Make sure about clear written communication: when employees in organization are
able to work more effectively. Clear written communication will aid the people in
analysing all the information effectively and able to communicate to others.
 Evaluation of clarity of oral communication: effectively analysis should have done that
oral communication between employees in organisation should be clear so that they will
better understand there roles and responsibilities (Chan, 2011).
 Writing things and repeat: Manager in organisation are needed to kept in writing what
they have communicated to others.
 Remove potential misunderstandings: For removal of barrier, individuals needs to
communicate with each other effectively so that these misunderstandings should be
removed easily.
 Confirm all things and put in writing: In order to remove misunderstandings in the
future, the organisation needs to have effective communication with each other and have
to communicate them with effectively.
 Seeking feedback: Another way of avoiding misunderstandings is to tell the people to
repeat the instruction which are provided by you to other persons.
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3). There are various reason behind occurrence the misunderstandings and conflicts but the
individual will consider that it is impact of cultural diversity as they have been able to
achieve the business objectives at workplace. The company is needed to gain importance
of people so that they will be able to achieve the business perspective problems which are
needed to be analysed by organisation. There are various objectives that needs to be
considered by organisation as they have been able to achieve the business objectives at
workplace (Sue and Sue, 2012). There are some important reason rises in cultural
difference in organisation are mainly responsible for creating the problems and creation
of thing and perception between each other. The organization also finds the impact of
culture difference between as reason behind creation of misunderstanding because it
creates an awareness among the people about various important consequences which are
needed to be completed by employees (Culture, Values and the Impact at Work, 2017).
Individuals with diversified cultural back ground will not put their efforts to resolve the
misunderstanding and due to poor communication with each other, they are not able
coordinate with each other. Activities which are assigned to them will not be
accomplished effectively as they have to work more prominently. Other than this, another
major reason behind this difference in thinking and perception of people that it difference
in culture always creates misunderstanding but its not true as sometimes people from
diversified culture will have strong in organisation that helps them in accomplishment of
work effectively (Sleeter, and Owuor, 2011). In order to remove the misunderstanding,
there are various effective strategies needs to be applied by management of enterprise so
that effective relationship between employee should be maintained and kept effectively.
Other than this, proper communication is needed to be established among the team
member so that they will work collectively for the accomplishment of common goal.
Activity 7
Managers and supervisors are mainly responsible in organisation to remove the problems
and conflicts at workplace through formulation and implementation of appropriate and effective
strategies at workplace. In present context, manager and supervisors have accomplished various
activities resolve the conflicts at workplace. These important activities are as follows:
 Establish expectation: In this, the supervisor will let their employees know about the
expectation from them in terms of appropriate behaviours at workplace (Lee and Herner-
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Patnode, 2010). This can be done by training, professional development seminars or
information in their personal employees handbook etc. Setting expectation in advance
will let the employees in advance as they have followed various perceptual problems to
increase the understanding and resolution of consequences that arise at workplace.
 Creating a report system: It is also an important perspective which an managers and
supervisor needs to accomplish, development of effective reporting system so that
employees will analyse their responsibilities and whom they have to follow or provide
their work. An appropriate reporting system will lead to resolution of misunderstanding
and conflicts.
 Development of inclusive work culture: In order to resolve conflicts, managers of
organisation should develop inclusive work culture in which they will provide values to
people of different culture and provide them equal opportunity to achieve growth at
workplace.
Summative assessment
Question1
 Cultural awareness: It is their understanding of differences among themselves and people
from other countries or backgrounds, especially differences in attitudes and values
programs to promote diversity and cultural awareness with thin industry.
 Cultural safety: Cultural safety is considered as environment which is spiritually,
emotionally and socially safe and its also considered as physically safe for the individuals
at the place in which there is no major challenge or denial for their personal identity
(Kubiszyn and Borich, 2015). It is all about the shared respect, meaning, sharing
knowledge and experience of learning together.
 Cultural competency: It can be defined as the ability of managers and organisation to
effectively provide health care services to meet the objectives of individuals. There is a
major cultural competencies of organisation that has been able to achieve the business
objectives at workplace.
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Question 2
Diversity is considered as difference the between the culture, perception and background
of individuals that differentiate them from other in country (Lee and Herner-Patnode, 2010). It is
also considered as feature of mixed workforce that provides a wide range of competencies,
experience, knowledge and strengths due to its heterogeneity in age, background, physical
abilities, political and religious beliefs sex and other important attributes. Culture diversity in
organization is considered as mainly responsible for creations of various responsibilities at
workplace.
Question 3
 Impact of attitudes: There are various impact have been provided by change in attitude of
people in organisation (Blackmore, 2010). Rise in attitude of individuals will provide
major impact on business operations and relationship between individuals at workplace.
 Impact of structure cultures: It provides major impact on the flow of reporting creates
difference among the perception of employees at workplace.
 Impact of language: Language is a major barrier of poor communication that affects the
thinking and nature of individual and they will understand each other.
 Impact of community: Community difference will provide influence on perception of
individuals towards other community or culture that affects the business operations.
Question 4
There are major impact of diverse political conditions on work and life of people in
society as conflict in politics parties a creates problems and restriction for other in society and
they have to suffer within problems (Kissinger and Hormann, 2011). Other than this, social
factors also considered as perception, values and other factors will also provide an impact on
perception of individuals towards each other and creates problematic situation for them. Rise in
economic growth, condition and fluctuation ins currency value and inflation will provide major
impact on business operations as they have been to achieve the business objectives at workplace.
Cultural factors also create problems for enterprise and they have been able to achieve the
business objectives at workplace.
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Question 5
Breach of discrimination legislation will create major problems for individuals as they
have faced various conflicts and legal problems. As per the law, individual will have been sued
by the person who is being discriminated at workplace and they have compensation to
individual. Other than this, it causes major impact on reputation (Bakshy, Messing and Adamic,
2015). Other than this, infringement of human rights including the Universal Declaration of
Human Rights will cause major problem for enterprise or individuals as they will not be able
regulate their business operations and face various legal restriction. Declaration human rights
will cause major problems. Not supporting clients and workers and employers rights and
employees will create impact on business operations of enterprise by reducing their sales and
profitability.
Question 6
Six key areas of diversity
 Leadership and vision is most important area.
 Recruitment of employees.
 Staff development in organisation
 Staff retention techniques and programs
 Staff engagement
 Continuous improvement
These are six main areas of diversity in organization.
Question 7
The history of Aboriginal dispossession is central to understanding contemporary Aboriginal and
non-Aboriginal relations.” Royal Commission into Aboriginal Deaths in Custody
The history of Aboriginal and non-Aboriginal relations, while complex, has had the following
phases:
 The 60,000+ years before the arrival of Europeans
 Initial invasion and colonisation
 Protection and segregation.
 Assimilation
 Integration, self-determination and self-management
 Reconciliation
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For Aboriginal people living today, their experience of living in Australian society with this
historical legacy has many significant impacts on their lives (Canda and Furman, 2010). Three
impacts with implications for service delivery are:
 The emotional impact on Aboriginal people of their experiences and their families
experiences
 The barriers to gaining living skills.
 The lack of trust of institutions.
Question 8
List six groups that could come under the heading of marginalised groups as follows;
 People with less mobility.
 People not having valid proof of Identification.
 Person with felony convictions (Patel and et.al., 2012).
 Individuals who are considered as mentally incompetent.
 Migrants from different countries.
 People with lower income group.
Question9
 Corporate governance
 Human resources' department.
 Government polices and regulations
 Values system.
 Belief and attitudes of top managers.
 Cultural belief
 Community
 Diversity behaviour.
 Australian cultural fundamental.
 Centre for cultural diversity.
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Question10
. Individuals having understanding about their own limitations and weaknesses will be able to
improve themselves and create social awareness by performing four activities. First is actively
asking for feedback and listen as it helps them to get knowledge of the things which they have
not needed to perform and change which are in their perception and thinking. Australian society
is facing various problems from the cultural diversity as there is a continuous rise in migrants
family (Brenner, Marcuse and Mayer, 2012). There are various objectives that needs to be
considered by organisation as they have been able to achieve the business objectives at
workplace. There are some important reason rises in cultural difference in organisation are
mainly responsible for creating the problems and creation of thing and perception between each
other. The organization also finds the impact of culture difference between as reason behind
creation of misunderstanding because it creates an awareness among the people about various
important consequences which are needed to be completed by employees.
Question11
Cultural perceptions and expectation will directly impact on the way that employees in company
work with each clients and co workers failure to analyse the cultural difference may cause
potentially serious problems when that organisation are dealing with others at workplace
(LaRocque, Kleiman and Darling, 2011). Provides major impact on personal behaviour as
effective communication among the employees create positive impact on their perception
towards each other major cultural problems that has been faced by employees at workplace.
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Online
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