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To me some of the largest issues in diversity and inclusion is lack of awareness/training as
well as accommodating a variety of social cultures and needs. What's good for the goose isn't
necessarily good for the gander so they say, and I think many organizations have generalized
what it takes to address the cultural needs of a large group of people. Situational leadership
can assist in this because the ability to adapt and facilitate based on the situation allows one
to properly navigate a variety of circumstances and work towards the situation at hand rather
than in general.Group based reward systems I think are most apt for things like this. Setting
incentives towards performance or success as a group rather than an individual motivates
people to work more closely together and support one another.Leaders can change behavior
yes, absolutely, but I believe personalities are more static. A personality is by definition an
outward announcement of who we are. Those aren't always easily changed. Behavior
however, and how we conduct ourselves amongst others though is absolutely changeable.
After watching the conversation with Marina and Ervin I personally felt like Naomoi was
more to blame for what was going on at work. She did try to fill Andy in on everything that
was going on but on her part if she was documenting the behavior she would have more of a
foot to stand on. At this point its only hear say between her and Marina. I also think that
Andy is not an effective leader. One challenge associated with diversity and inclusion in the
work place could be favoritism . If a manger favors one employee and its apparent it could
cause division in the workplace and also a decrease in motivation among peers. That person
may not be included in team activities or may become frown upon by other employees. Some
types of reward inclusions could be anything that will allow everyone to communicate with
each other and mingle. So maybe something like a company cookout or maybe a meet and
greet at a local restaurant. Even something as simple as a lunch time chat where all the
employees can voice their opinions about what's going on in the workplace while enjoying a
nice bite to eat.
As I reflect on the relationship between managers, supervisors, and employees in the video,
the situation could have been handled more effectively. The conversation between Andy and
Naomi shared how a lack of communication was evident. His non-response to emails and
texts and her not stepping up to discuss how their tasks are causing delays on the situation at
hand, building the sets. Naomi could have been more involved with stating concerns and
asking what she could do to assist with tasks and schedules, instead of waiting for r Andy to
address the issue of why they should be more proactive in their job duties.Most of the
challenges associated with diversity and inclusion in the workplace for leaders in the United
States are with the lack of diversity training so employees can learn how different cultures
respond to different situations. Inclusion of employees in recruitment and cross-training staff
in functional areas of the organization. Managers sometime assume that each individual has
experienced the same level of on-the-job training and mentoring, that they forget to ask
employees "how are you doing?" with assigned tasks or in the department.Reward systems
can be given in the form of increased pay, bonuses, flexibility for work hours, and training
that could eventually lead to inclusive promotional opportunities. Leaders can be flexible in
how they interact with employees. They must be careful how they portray that flexibility, so
the level of respect of position is not lost during conversations. Employees are eager to hear
from leaders, as they rarely do so, mainly because of the position they hold and managers to
handle issues at hand. Leaders can change their behavior. In most cases, it must be presented
to them that there is a problem at hand with how they are leading the company. Some leaders
have a superficial attitude and believe if no conversations take place, they are doing a great
job. Personalities are developed as we go through life with our experiences. Most are
confirmed and instilled during early employment and grows with promotions. I do not
believe leaders will change their personality, but I do feel it can be altered to fit the situation
faced at hand.Communication barriers are an obstruction that each global business faces.
Even when individuals use the same verbal, for instance, English, variants of idioms and
accents between American English, British, and Aussie English could possibly cause mix-
ups. More important, a language can have many implications that only people from these
regions could understand it correctly. Moreover, some gestures could easily be considered an
offence even without use realizing. Whether you like it or not, labels direct at certain factions
of people happens. While occupied, instead of trying to communicate and understand each
other, employees may use these stereotypes as an excuse for not collaborating with their co-
workers. What’s worse are grudges people hold to against cultures, religions, and races. This
would cause isolation and disjointed teams, which can quickly escalate to disruptions during
the knowledge transfer process among employees. Consequently, these groups would barely
raise their voice when encountering problems. For instance, employees from some Asian
countries may not feel comfortable voicing their opinions, particularly when they are new to
the job, or are in junior roles. I think Andy and Naomi handle the situation effectively. Of
course, this could of being avoid if Andy responded to the e-mails and phone calls sooner. I
saw that Andy did reassure that they are good workers, but miscommunication was the
biggest issue. Even though Naomi was frustrated, and was agressive towards the employees, I
think Andy handle the situation correctly. I think one of the main challenges that the United
States face is lack of communication. I believe all challenges can be fixed just by
communicating correctly with employees. Plus, job related stress can be also a challenge at
workplace. I have seen many jobs where stress is one of the main issues, because of work
environment, understaffed, and underpaid.
Employers should reward their employees by recognizing their great effort and performance
by promotion, bonus, raises. I totally agree leaders can definitely be flexible and change their
behavior. I think they should interact more with employees to get to know other personalities
and be able to be more understandable. While watching the video, I could relate to both Andy
and Naomi and their positions. That being said, the situation could have been handled very
differently and more effectively had Naomi brought her concerns to both Andy and the
employees sooner. On the other hand, had Andy responded to the communication that Naomi
did send, most of the problem could have been averted. While Naomi showed frustration and
became more agitated while conversing with the two employees, Andy shows effective
communication skills and level-headedness while interacting with Naomi and the other
employees.There are many challenges associated with diversity and inclusion in the
workplace that leaders in the United States are faced with today. One is the gender divide
within leadership roles within the US. While we are a progressive culture, "the glass ceiling"
is still a reality in some ways, although in recent years there have been more women elected
into leadership roles than before. I struggle to write about this subject objectively, so that is
as far as I can take that topic for fear of becoming political.
Reward systems that can foster inclusion within the workplace can include, raises, bonuses,
promotions, and employee recognition.
I believe that leaders need to be flexible with their interpersonal interactions and while they
may not be able to change their personalities they most certainly can adjust their behavior
which would allow them to interact with those who may or may not have the same type of
personality in a way that can be beneficial and productive to all parties involved. It seems to
me that Andy and Naomi could have handled the situation better would have brought it to the
attention sooner. Rather than observing the behavior alone and not mentioning it sooner, she
appeared to be frustrated when talking to the contracted employees. Andy senses the
frustration of Naomi and reminds her that she should be documenting the issues so they have
something to back up the allegations. Once the employees are there, Naomi seems to be more
aggressive and Andy has to diffuse argumentative communication. Andy does use effective
communication skills to motivate the employees, but is late in addressing the problem and
later states that the relationships deteriorate over time.Some of the challenges associated with
diversity and inclusion are effective communication, making people feel like they are part of
a team and have a voice. All too often we hear about toxic leadership and unhappy followers
because leadership doesn't appear to value followers for his or her ideas, skills and volume of
work. Instead leadership is often focused on performance or results and not being questioned.
Effective situational leadership skills will help leaders determine the best methods of
communication, assessment of individuals and effectively assign tasks to the correct
followers. Additionally, leaders with this skill can also recognize when conversations are
taking a turn down a negative path and redirect them into something that is constructive with
the intent of fostering a positive outcome. Employee recognition is one reward that foster
inclusion. I find that when an employee is recognized for performance, he or she is more
likely to feel valued. Our organization has a monthly newsletter that includes a section for
other to share thanks and appreciation of coworkers and teams.I believe leaders can and
should be flexible with interaction. Not everyone has the same personality, learns the same
way or even accepts criticism well. Leaders need to have skills to assess individuals and react
to a situation for best results and a positive outcome.
I feel Andy and Naomi did a poor job of handling the situation. Naomi was limited with
position power due to the Guild, but she could’ve been more task-oriented to meet deadlines.
Andy came late to the situation. If he had been available or at least responded to Naomi’s
concerns, the conflict could have been prevented.Leaders in the United States face many
challenges with diversity and inclusion in the workplace. These challenges stem from biases
and stereotypes. Hughes (2022) referenced the “glass ceiling” and how women are taking on
more leadership roles and yet there is a major gap between the number of male and female
leaders to this day. Also, the “old boy network” is another example of why we face
challenges with diversity and inclusion. However, I believe creating a better organizational
culture and climate first, will help end such biases. Then, with the right type of environment,
a situational leader would be able to assess individuals and situations properly when it comes
to assigning tasks, assigning roles, providing feedback, receiving feedback, resolving
conflicts, etc.Unfortunately, everyone does not enjoy their job. So, unless you find tasks that
the follower is interested in doing, an intrinsic reward system would not be beneficial for
most. Kinicki (2021) states, “a common reason people quit is a faulty reward system which
unfairly distributes raises, bonuses, recognition, and promotion opportunities.” (pg26) These
are all extrinsic rewards but, if given fairly then followers would feel their effort is not
overlooked, underappreciated, or meaningless. I believe leaders must be flexible with how
they interact with others because every individual is different, and every situation is different.
Also, I believe leaders can change their behavior. According to Kinicki (2021), influence
tactics like rational persuasion, inspirational appeals, consultation, ingratiation personal
appeals, exchange, coalition tactics, pressure, and legitimating tactics are all ways to
influence behavioral change. Now, personality on the other hand you may not be able to
change so easily. However, being aware of the type of personality (extroversion,
agreeableness, conscientiousness, emotional stability, openness to experience) will help with
how to interact with leaders and followers.
Hughes, R. (2022). Leadership: Enhancing the lessons of experience (10th ed.). McGraw-Hill
Kinicki, A. (2021). Organizational Behavior: Practical, problem-solving approach (3rd ed.).
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