Article Critique

Running Head: 1 ORGANIZATION CULTURE, DIVERSITY AND SOCIAL EQUITY 2

ORGANIZATION CULTURE, DIVERSITY AND SOCIAL EQUITY 2

Organization Culture, Diversity and Social Equity

Terry Jeffcoat

2 Columbia Southern University

1 Organization Culture, Social Equity, and Diversity

This paper will critique an article that is known as “organization culture, social equity and diversity” by Mitchell F. Rice. 3 The paper will discuss diversity, equality, and equity in the public sector. 

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The paper will discuss diversity, equality, and equity in the public sector

Source - Another student's paper

equity and diversity in a public sector context

This has been a big issue in many public sectors where they don't exercise equity, diversity, and equality. We will discuss the argument of the author on the issues. 

2 The article's premise is that social equity can be attained best if public managers, public service delivery persons and public administrator have an appreciation and a precise knowledge of diversity and diversity management that is built into the culture of a company. 

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The article's premise is that social equity can be attained best if public managers, public service delivery persons and public administrator have an appreciation and a precise knowledge of diversity and diversity management that is built into the culture of a company

Source - Another student's paper

As such, it advocates for awareness of societal equity to all public service worker and hence equity can best be achieved if public administrators, public managers, and public service delivery personnel have a clear understanding and appreciation of diversity and diversity management that is built into the organization’s culture

4 (Mitchell F Rice, 2003) If in a public company social equity is seen as having a relation with diversity, it may influence the way social equity advances in the company in the process of public service delivery. 

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(Mitchell F Rice, 2003) If in a public company social equity is seen as having a relation with diversity, it may influence the way social equity advances in the company in the process of public service delivery

Source - Another student's paper

The author stated “If social equity is seen as having a connection to diversity within a public organization, it may impact how well the organization advances social equity in the public service delivery process.” (Mitchell, 2003, p

The author argues as he concludes that teaching of diversity and social equity must be included in the education that is coursework and curricula of public administration and also to diversify racially and ethnically public administration department a collaborative effort should be made. 

While the social equity concept does denote equal treatment and fairness, the view does not address fully and precisely the concept in the practice of public administration Since social equity meaning is not known precisely, and equity standards or measures need to be entirely created yet and also accepted, the concept has been slow in finding a way into wide discussion and debate in the modern public administration profession and the literature. Traditionally, a public organization's cultural environment has not been positively associated with diversity. The post-modern era's main feature in the U.S is the population groups that are diverse brought about by fast increasing numbers of Latinos and Hispanics, African Americans, Asian Americans, and other racial groups. 

Due to the increasing multiculturalism of the society of America, educating students on public administration education in post-modern times needs the inclusivity of vital subjects like diversity and social equity and equality in courses and curricula to promote learning and knowledge of students and improve their general competency for preparing them better to both work and manage public organizations in a society that is modern multicultural. Public management or public administration is a process that is dynamic involving management, allocation, distribution and provision of public services to constituencies that are diverse representing various ethnicities, gender, background, and races. 

I agree with the author's premise because most public managers, public administrators, and public service delivery persons do not have appreciation and a precise understanding of diversity management and diversity built in the culture of a company. If these people lack the appreciation and understanding of this, it will be hard for them to practice social equity and equality. If they had an understanding of it and appreciate it, then it will not be hard for them to practice social equity in their operations. As we conclude, equity, diversity, and equality are significant in public sectors, and public sector personnel should exercise it to every person. I agree with the author that adding topics of social equity, equality, and diversity in public administration faculty will be of help. This will help the students to have knowledge on that and help them to be good public administrators and other fields. Individuals in public sector should practice equality, equity and diversity to all individuals who require their services.