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mgmt37002019lecturech5.pptMGMT 3700: Best Practices in Diversity: Leveraging Differences to Drive Success
Professor Selina Griswold, MSM/MA
College of Business & Innovation
Chapter Five: Intercultural Competence: Vital Perspectives for Diversity and Inclusion
Objectives of this Lesson
- Learn Intercultural Competence.
- Explain cognitive, affective and behavioral competencies.
- Identifying challenges to generalizations.
- Comprehend the ethnocentric stage vs. ethnorelative stage.
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FDA Diversity Module
FDA Diversity Module
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Why value other’s beliefs?
Matthew 7: 12 So in everything, do to others what you would have them do to you, for this sums up the Law and the Prophets.
“Reaping What One Sows” in Islam
A total harvesting of the outcomes of one’s deeds does not always happen in this life, but this is why there is divine judgment after death with perfect justice. Allah Most High says:
“And whoever does a speck of good [in life], will see it [on the Day of Judgement]. And whoever does a speck of evil, will see it.” [Qur’an 100:7-8]
Wicca: The Rule of Three — sometimes referred to as “the Threefold Law” or “the Law of Return” — is a law of caution to warn those that practice magic to use it responsibly, because what we do will come back threefold, be it good or bad.
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In the Buddhist tradition,
karma refers to action driven by intention (cetanā) which leads to future consequences.
Non spiritual/religion
- Physics: The Law of Cause and Effect states that whatever you´re sending will return to you....
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Exercise 1: Intercultural competencies in the workplace
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Intercultural Competencies include:
Cognitive competencies such as: Knowledge of other cultures who we may consider the “outgroup” or “other.”
Last name A-H Explain using text
Affective competencies such as:
Being inquisitive where we seek to understand others, deal with uncertainty and manage tension which comes from open-mindedness and cultural humility.
Last name I-Q Explain using text
Behavioral competencies such as:
Empathy is the needed skill.
Last name R-Z Explain using text
FDA Diversity Module
FDA Diversity Module
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Generally speaking, EEO and affirmative action programs are considered legislated employment equity risk management programs.
EEO and Affirmative Action programs generally cover those groups protected by title 7 of the 1964 Civil Rights act, whereas Diversity is a more inclusive concept. AA programs contain goals and timetables designed to bring the level of representation for minority groups and women into parity with relevant labor force statistics.
Diversity is a voluntary approach that does not utilize artificial programs, standards, or barriers.
Increasing Empathy and Understandingin the workplace
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- People do have differences that lead to different motivations, emotions, and behavior — men differ from women, young differ from old, and so on. Those differences make for interesting applications of using empathy, but they aren’t the most challenging ones.
- The most challenging ones are when you try it on people who don’t have those differences, but behave contrary to your greatest values anyway. They force you to expand the domain of what you think about — loosely speaking, to expand your mind.
Exercise 2: Empathy Exercise
- Let’s start with a simple example you probably already do. If you want to criticize someone’s performance, say someone who reports to you at work, it helps if you understand why they performed the way they did. If you understand their motivation, you will be less likely to hurt them and more able to influence them.
- Let’s take an extreme example. Imagine you feel strongly that abortion should be legal. You would then probably have a set of beliefs connected with that belief. You would probably feel someone who feels abortion should be illegal is crazy, perhaps violent, and misogynist. That’s explaining someone’s behavior by saying they have different motivations, which we should try not to do.
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Empathy Exercise:
- I want you to explain in one to two paragraphs each both sides of the situation such as why abortion should be against the law and why it should be legal.
- You don’t have to act on this viewpoint or agree with the belief, just to examine what happens when you believe it.
- You know you’ve completed the exercise when you feel the behavior makes sense based on those beliefs.
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Exercise 3: How does this exercise help leverage diversity and inclusion in the workplace?
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What can organizations do to leverage inclusion?
Exercise 4:
Company is a nursing club that is 95% female. Whenever a male seeks to join the membership (he must audition to show his skills) he is denied membership as there is always a woman that is better that takes his spot.
Which of the following is the best solution and why?
Force the organization to bring in a male qualified or not (token).
Look at the organizational qualifications and see if there are any aspects that are arbitrary and cause for the men to be denied and get rid of them.
Diversify the team that is doing the judging in order to not allow “birds of a feather flock together.”
If there are specific skills the men need that they do not have, hold interest training sessions, so that they can meet the qualifications to join. Recruit for the training sessions in places where you would find interested men.
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Last Words To Ponder
“I think we all have empathy. We may not have enough courage to display it.”
Maya Angelou
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FDA Diversity Module
FDA Diversity Module
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