Analyzing Racial vs. Behavior Profiling - HRM 6203 Spring B-18 Case

This case study examines the complexities of racial versus behavioral profiling, emphasizing the importance of cultural diversity and inclusion in the workplace. It addresses questions related to the appropriateness of profiling, the value of cultural diversity, and the role of training in fostering inclusive environments. The analysis highlights the potential pitfalls of both racial and behavioral profiling, citing examples where judgments based on limited information can lead to inaccurate and harmful conclusions. The study underscores the significance of appreciating cultural differences, promoting understanding, and implementing effective diversity training programs to create more respectful and productive organizations. The case draws upon readings from Effective Human Relations: Interpersonal and Organizational Applications-13th Edition, providing a framework for understanding and addressing these critical issues.

Running head: RACIAL VERSUS BEHAVIORAL PROFILING
RACIAL VERSUS BEHAVIORAL PROFILING
Name of Student
Institutional Affiliation

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Question One
The moment we have been on earth has made a significant contribution to the
understanding that not all of us are the same but diversity should be appreciated. This is the
reason as to why racial profiling is a negative aspect that should be avoided. I disagree with
racial profiling for some reasons across a short duration. A lot of knowledge and time is
consumed by someone before reaching a decision to practice racial profiling on another person.
Supposing that one is a mechanic who is test driving a vehicle, the cops could stop the person
they think he is a thief having stolen that car or even think that he is a drug dealer. No one has
the knowledge of what they are ignorant about. Therefore, one should carry out additional
research before making up his mind to use race, creed or color to judge someone (Satzewich &
Shaffir, 2009).
Question Two
With regards to target, it could be appropriate or even an indicator that a thing is wrong.
However, we can hardly profile the behavior of someone without some little knowledge
concerning the individual. For some reason, someone could be either sick or lack the
containment ability for themselves. All the time, being cautious and investigating before making
any significant judgments is important. As a portion of being a supervisor, manager or worker
who is observant, understanding a slight deviation from their behavior is important. Such an
instance could be an individual with a disability that could appear normal. However, to a certain
extent have sort of nervousness attack. I can recall a scenario at one family restaurant in which
an employee took the order we gave while twitching her eye and her being on something is what
we believed. We made judgments towards her through behavior. However, she wasn’t well and
began getting seizures as the year began. Therefore, twitching formed a portion of what began

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earlier in the year after which it kept progressing slowly over the months. It is for this reason that
I find it wrong judging and using behavioral profiling.
Question Three
Being something, good, cultural diversity should be appreciated. The fact everyone has
various believes and ideas imply that such can be used to enhanced team growth. We should
acknowledge that culture is part of us and it has a lot of influence on the views, hopes, fears,
values, loyalties, humor and worries. This implies that working with others and establishing new
relationships enhances our understanding with regards to their cultures (Turvey, 2011).
In the course of cultural exploration, remembering all we mutually have is important.
Even though everyone has a distinct view of the world, getting up every morning with an
understanding that an adventure is ahead of the day is important. Being humans and lovers of
nature, family, and friends, every individual has dreams and hopes that may come alongside deep
pain. Worth acknowledgment is the fact that every individual has important viewpoints and roles
in relation to the culture connected to them (Satzewich & Shaffir, 2009).
Question Four
Such a training entails an important aspect of the entire inclusion alongside the diversity
measure. The training offers the tools, knowledge, and skills to boost the team members for their
distinct behavior. Such is important in the creation and sustenance of the change which adopts an
inclusive, more diverse, productive and respectful organization. The training must be flexible
with regards meeting the schedules and demands of the current working environments that are
active (Turvey, 2011).

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Following the demands associated with increasing globalization, workplace’s cross-
cultural diversity cannot be avoided. As a portion of the globally intensifying economy, the
organizations often appreciate the need of adapting to a work environment worth many cultures
as well as the benefits associated with the diversity of the workplace (Trompenaars & Hampden-
Turner, 2011).
The employees that have different backgrounds are characterized by different methods of
sign interpretation, the languages as well as the rest of the formalities. In particular. Differences
exist in their way of communication, decision making, handling conflicts and acting towards the
authority. Therefore, the management of a diversified workforce is connected to many benefits
both concerning investment’s corporate returns and employee engagement, general productivity
and teamwork.

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References
Glover, K. S. (2009). Racial profiling: Research, racism, and resistance. Rowman & Littlefield
Publishers.
Satzewich, V., & Shaffir, W. (2009). Racism versus professionalism: Claims and counter-claims
about racial profiling. Canadian Journal of Criminology and Criminal Justice, 51(2),
199-226.
Trompenaars, F., & Hampden-Turner, C. (2011). Riding the waves of culture: Understanding
diversity in global business. Nicholas Brealey Publishing.
Turvey, B. E. (Ed.). (2011). Criminal profiling: An introduction to behavioral evidence analysis.
Academic Press.