Human Relations and Development V Essay

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Course Learning Outcomes for Unit V Upon completion of this unit, students should be able to:

5. Assess the advantages and disadvantages of diverse teams. 5.1 Discuss the advantages and disadvantages of diverse teams.

Reading Assignment Chapter 8: Cross-Cultural Relations and Diversity

Unit Lesson Chapter 8 is based on recognizing the diversity umbrella, understanding cultural differences, and learning how to overcome and improve cross-cultural relations. Diversity in the workplace can bring about great change, enhancements, and inclusions to further the growth of the organization, so managers should define and identify diversity. A company’s workforce can be characterized in terms of race, gender, culture, national origin, handicap, age, and religion, which, when taken together, make up diversity within the workforce. By being able to identify, appreciate, and effectively apply diversity within the workplace, the organization is sharpening the ability for employees to work effectively with people from diverse backgrounds (DuBrin, 2015). The Diversity Umbrella The diversity umbrella is a tool that can be used to help monitor progress and contribute to achieving the goal of a diverse organization. An organization’s diversity is made of the following: “race, sex, religion, age, ethnicity, abilities and talents, cognitive disabilities, physical disabilities, values and motivation, sexual orientation, family status, personality traits, functional background, technology interest, weight status, hair status, tobacco status, style of clothing and appearance, and socioeconomic status” (DuBrin, 2015, p. 174). Refer to the textbook to identify some of the advantages and disadvantages of a diverse workforce. According to DuBrin (2015), over the years, the inclusion of a diverse set of people has increased. As diversity increases (including the hiring of those with physical, emotional, and intellectual disabilities), it is the organization’s responsibility to provide reasonable accommodations. Accommodations can include a wheelchair ramp, working area, and a less-distracting work environment. Refer to the textbook to identify other examples of accommodations. The use of technology and basic knowledge can help in identifying reasonable accommodations. In addition, you can reference some great sources such as your local Department of Rehabilitations Services, the National Rehabilitation Information Center (NARIC), Office of Disability Employment Policy–U.S. Department of Labor, and AbleData to identify appropriate accommodations. Diversity can be a key to an organization’s success, so identify the needed accommodations to meet the needs of the diverse workforce. If not properly handled, diversity can also lead to discrimination claims due to not properly making necessary accommodations. Refer to the following website to identify with claims and suitable accommodations: www.naric.com Here are some tips for managers to consider when handling diversity in the day-to-day business functions: (1) do not deny a job if the person is qualified and able to perform the essential job functions, (2) make reasonable accommodations unless doing so would result in undue hardship for the organization, (3) know what you can ask applicants, and (4) itemize essential job functions on the job description. A job interview is where the interviewer is able to identify the knowledge, skills, and abilities (KSAs) offered by the interviewee. This is when certain questions can be asked, and as the HR manager, it is your responsibility to identify legal

UNIT V STUDY GUIDE

Cross-Cultural Relations and Diversity

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and illegal interview questions. The following are some known illegal interview questions, which can impact the diversity of the workforce:

1. What are your religious beliefs? 2. How old are you? 3. Do you consider yourself handicapped? 4. Are you a citizen of the U.S.? 5. What is your native language?

Understanding Cultural Differences Understanding cultural differences is more than identifying diversity; it also includes being culturally sensitive (and aware of differences) and willing to investigate better understandings. Examples in identifying and understanding differences can be seen through the use of cultural intelligence (CQ), which includes the body (physical aspect), facts (cognitive aspect), and heart (emotional aspect). Each addresses cultural intelligence with physical action, cultural facts, and confidence (DeBrin, 2015). Refer to p. 178 of the textbook to identify additional specifics. Some organizations will offer diversity training to identify differences and sensitivities to bring about acceptance and change. The practitioner must incorporate routine training in various areas of diversity to properly introduce concepts and bring awareness. The training should be proactive and not reactive; therefore, the training should be offered in a routine manner as well as provided to the needed individuals. The routine manner of training is to accommodate newly hired, seasonal, and permanent workers. Here are a few suggested activities for understanding cultural differences: (1) brown bag lunch sessions on the various cultures, (2) cultural day at work, (3) guest speakers, (4) provided literature or data, and (5) community-involvement activities. Overcoming and Improving Cross-Cultural Barriers Overcoming barriers provides forward movement for growth and development within an organization. This can be a result of natural progression or intentionally trained efforts. Some solutions can be identified via the textbook. Overall, we must identify the main component for success, which is effective communication. In the communication process, 93% is nonverbal and 7% is verbal; therefore, your actions must align with what is being stated in the most effective and efficient manner possible. An effective way to practice cultural sensitivity is to minimize actions that are likely to offend people from another culture based on their identified values (DuBrin, 2015). To successfully improve an organization’s ability to realize the potential benefits of cross-cultural differences, organizations must be willing to recognize the need for frequent cultural and sensitivity training as well as other forms of intercultural training. For example, according to DuBrin (2015), cultural diversity training is “a set of learning experiences designed to help employees understand the customs, traditions, and beliefs of another culture” (p. 185). The trainings should take place with the goal of addressing the organizational cultural differences in a proactive manner, instead of a reactive manner. Ways to improve understanding of cultural differences is through the following: “cultural training, recognizing your own cultural [and demographic] biases, cultural intelligence training, language training, diversity training, and cross-cultural mentoring” (DuBrin, 2015, p. 185). In developing and identifying the needed training, the reporter-style questions must be addressed:

 Who needs training?

 What needs to be trained?

 When is training needed?

 Where should training take place?

 How should training be conducted? In addition, the ADDIE five-step training process can be used to develop the training needs. The ADDIE model consists of the following terms: analyze, design, develop, implement, and evaluate (Dessler, 2015).

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Other Ways of Improving Other ways to improve understanding of cross-cultural differences is via the use of mentoring programs. These programs can provide a one-on-one approach to positively address concerns. According to DuBrin (2015), “Mentoring demonstrates the company’s interest in enhancing cross-cultural relations and simultaneously enhances the minority group member’s opportunities for advancement” (p. 190). An example includes pairing a member of a minority group with an experienced manager. There are many other options for addressing cross-cultural differences and proactively enhancing cross- cultural relations within a diverse work environment. Creating a diverse work environment can bring value to the company (e.g., quality ingenuity, increased profits, business success, and loyalty to the company; DuBrin, 2015). The key to diversity is to respect cultural and individual differences. Please refer to the textbook, and take some of the self-assessment quizzes designed to help you identify cross-cultural skills and attitudes. Then, chart your cultural dimension profile, and record your results on the personal biases and prejudices checklist. The captured information will provide some usable data in determining the need for training including the preferred method and whether it will be used with a large group (e.g., cultural training, cultural intelligence training, language training, and diversity training). The analysis leaves plausible results in proactively designing, developing, and implementing the needed training.

References Dessler, G. (2015). Human resource management (14th ed.). Upper Saddle River, NJ: Pearson. DuBrin, A. J. (2015). Human relations: Interpersonal job-oriented skills (12th ed.). Upper Saddle River, NJ:

Pearson.

Suggested Reading In order to access the following resources, click the links below: The following article discusses diversity in the workplace and presents interesting reading. Simons, S. M., & Rowland, K. N. (2011). Diversity and its impact on organizational performance: The

influence of diversity constructions on expectations and outcomes. Journal of Technology Management & Innovation, 6(3), 171-182. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc t=true&db=bth&AN=78548964&site=ehost-live&scope=site

The following video, Diversity in the Workplace: Playing Your Part is available in the Films on Demand database of the CSU Online Library. It discusses communicating appropriately and building on diversity. The video is divided into six segments, and you are encouraged to watch segments 4 and 5 of the video. There is a transcript associated with this video, click on the “Show Transcript” tab on the upper right side. Video Education America (Producer). (2012). Diversity in the workplace: Playing your part [Video file].

Retrieved from https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://fod.infobase.com/PortalPla ylists.aspx?wID=273866&xtid=52672&loid=189568

Review the PowerPoint presentation on Chapter 8 to supplement the textbook reading and lesson content. Chapter 8: Cross-Cultural Relations and Diversity Click here to access the Chapter 8 PowerPoint presentation. Click here for the PDF version.

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Learning Activities (Nongraded) Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit them. If you have questions, contact your instructor for further guidance and information Complete the following activity to enhance your understanding of the lesson content.

1. Read the Interpersonal Relations Case 8.1 or Case 8.2 on pp. 194-195, and answer the case questions associated with the case you selected.