UNIT VII Project MD&O

UNIT I PROJECT BSL 4000-16G-1A22-S 1

Unit I Project

Justin Erby

228342

BSL 4000-16G-1A22-S1

Managing Diversity in Organizations

UNIT I PROJECT BSL 4000-16G-1A22-S 2

Composition of the Three 10-Member Teams in the Sites

The team comprises ethnically diverse individuals from different countries including Asia,

Africa, UK, Mexico, and the United States. It also comprises workers from different ethnic groups

including whites, African Americans, Hispanics, Indians, and Native Americans. The workers are

of different age groups and demographics including the millennials, x-generation among others

(Maddock, 2012). The business is mostly accomplished through team building by the team

members. The members of the team contribute to organizational success by presenting different

skills set needed for the effective completion of the organizational processes within the firm.

There are different cultures within the team. They present different perspectives, values,

and experiences shared across the team. However, failure to recognize the differences in the

perspectives and experiences of the employees from different cultures may significantly lead to

frustrations and conflicts. The most common differences emerge from communication styles and

individual preferences and frames among the cultural diversity (Ross, 2016). For instance,

employees from Mexico are willing to put in extra hours without additional pay while the African

Americans and whites are not willing to do the same. Furthermore, they differ in how these

employees from different cultures view humanity, nature, achievement and activity, interpersonal

relationships, and time among other qualities. Work culture in these countries is either collective or

individualistic. For workers coming from Asia and Africa, they have a collective work culture as

they focus on the goals and objectives of the entire group. They aim at establishing long-term

relationships and recognizing the team's success.

A Short Assessment Tool for Measuring Assimilation

UNIT I PROJECT BSL 4000-16G-1A22-S 3

This research study uses a cultural competence self-assessment checklist as an assessment

tool to evaluate the assimilation of different cultures into the work processes. This assessment tool

is designed to evaluate the cultural competence of employees within the workplace (Maddock,

2012). Its main purpose is to help employees from diverse cultures to consider their knowledge,

competence, skills, and individual awareness into interactions with others within the organization.

It also helps them to determine some of the activities they can do to actively engage in a diverse

environment.

Assessment Questionnaire

Interviewer: What is your ethnicity?

Employee: Hispanic

Interviewer: How well do you understand English?

Employee: Average. English is my second language.

Interviewer: Can you actively communicate your needs to others in English?

Employee: Not quite active. I mostly use non-verbal communication to get others to understand

my needs better.

Interviewer: Do you think you can improve your knowledge in interpersonal communication

within the workplace?

Employee: Yes! With effective training and development, I can improve my communication skills

and cultural competency within the organization.

The Assessment Results

The results of the assessment demonstrate that assimilation is a direct process of continuous

adjustment and improvement to the American community. The overall assumption is driven by the

advancement of social and economic development that enables immigrants to assimilate the

UNIT I PROJECT BSL 4000-16G-1A22-S 4

American culture (Ross, 2016). This helps them to learn English and become more American than

overcome cultural and language barriers. They gradually shed the old culture and acquire new

ways of life by acquiring new skills for actively engaging with other colleagues within the

workplace.

Challenges of the Three Dynamic Cultures and Perspectives towards Work

The results of assimilation show three major challenges to assimilation. The first challenge

is the communication barrier that hinders active interactions either through calls, emails, and other

forms of communication. This barrier is brought about by the language barrier that hinders active

communication between individuals from different cultural backgrounds (Nonet, 2016). Second,

low productivity may hinder active assimilation into a common organizational culture. This is

because some team members may fail to actively use their time towards team building but focus on

learning how to socialize with others from diverse cultures and ethnicities. Last but not least, a lack

of trust may hinder successful relationships. This may arise due to different cultural values and

beliefs.

Demographic Data and Cultures Making up the Organization

The demographics in the American workforce consist mostly of ethnically and racially

diverse demographics in the last few years. Asia is the biggest source of immigrants working in the

US organizations today, followed by Mexicans then African Americans (Mensi-Klarbach, 2019).

Young adults and millennials born between the years 1980 and 1995 are the most in organizations.

Women's roles are also increasing in the American workforce today. These results depict that

culture and demography have a huge impact on developing ambient relationships in American

workplaces today.

UNIT I PROJECT BSL 4000-16G-1A22-S 5

Analyzing the Data Obtained from the Assessment Tool

The results obtained from the assessment tool can be analyzed through demographic

analysis. Demographic analysis is an approach used to establish and understand the age, cultural

differences, sex, sexual orientation, racial and ethnic composition, and other characteristics of the

workforce (Nonet, 2016). It develops the national population estimates by age, culture, ethnicity,

sex, and other qualities and uses this information to analyze the coverage in the census.

Three Approaches for Improving Assimilation Onsite

The three approaches that can be employed to improve assimilation include organizational

culture, gender management, and work-life balance. Fig Technologies can use organizational

culture to address the cultural issues and concerns identified in its offices by increasing diversity

inclusion (Mensi-Klarbach, 2019). The company can also use gender management to address the

gender inequality problem by balancing the males and females working in certain positions within

the company. Finally, it can utilize the work-life balance to ensure that the employees manage their

professional and personal lives effectively.

UNIT I PROJECT BSL 4000-16G-1A22-S 6

References

Maddock, S. (2012). Modernization requires transformational skills: The need for a gender-

balanced workforce. Women in Management Review , 17 (1), 12-17.

Mensi-Klarbach, H., & Risberg, A. (2019). Diversity in Organizations: Concepts and Practices .

Red Globe Press. Nair, N., & Vohra, N. (2015). Diversity and inclusion at the workplace: a

review of research and perspectives.

Nonet, G., Kassel, K., & Meijs, L. (2016). Understanding responsible management: Emerging

themes and variations from European business school programs. Journal of Business

Ethics, 139(4), 717–736.

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Ross, L., & Morales, J. (2016). Can clients best drive agency diversity? PRWeek, 19(11), 20.

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