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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 Education.
Kinicki, A. (2021). Organizational Behavior: Practical, problem-solving approach (3rd
ed.). McGraw-Hill
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