Management Research Paper

Research PaperMgmt 192Topic #2:What is workplace diversity? What are the related opportunities and challenges to the workplace? What are some principles, practices, techniques, programs etc. that can be used to manage workplace diversity? Given examples of diversity management practices used by organizations?Submitted by: HecateID:1323230137 Chinese Name:Gao BingjieShanghai Lixin University of CommerceSubmitted May 27, 2014Instructor: Ron sitterTotal word count: 2,033TABLE OF CONTENTSIntroduction (1)Opportunities and challenges to the workplace (1)New to the Workplace (1)Fitting in (1)Being heard (1)Making Mistakes (1)Time management (1)Problems with Coworkers (1)Slackers (1)Disagreeable Coworkers (1)Office Bullies (1)Gossipers and Trouble Makers (1)Whiners and complainers (1)Saboteurs and Backstabbers (1)Workplace Ethics and Integrity Issues (1)Getting Along with Your Boss (1)Workplace Bullying (1)Manage workplace diversity (1)Planning and Implementation (1)Conflict Resolution Skills (1)Communication (1)Diversity management practices (1)Madison Co. (1)Disney’s Gay Health Benefits (1)Strengthening Employee Relations (1)Improve Corporate Culture (1)Conclusion (1)Bibliography (1)IntroductionDiversity refers to the variety of differences between people in an organization based on race, gender, ethnicity, age, personality, style, backgrounds, education and more. (Ask,2014).Today, workplace is full with challenges and opportunities.And as managers, managing workplace diversity is important.Opportunities and challenges to the workplace New to the WorkplaceFitting InFiguring out how to be part of a new work culture can at times be frustrating. Get to know your coworkers by working on team projects. This promotes common interests, builds trust, and allies. Ask questions if you don't understand something. Be friendly and respectful. Your good attitude, manners, and work habits will show that you are aprofessional. Don't contribute to office gossip.Being HeardIt takes time to gain the trust of coworkers to get them on board with your ideas. Listen and observe before suggesting changes. Bring solutions to the table. Engage your coworkers by knowing what you are talking about. Build a reputation of being clear-headed, objective, and reasonable.Making MistakesThey happen to everyone at some point. Admit them and apologize. Don't offer excuses or try to cover them up. Instead, offer solutions as soon as possible and fix the problem on your own time. Forgive yourself, and move on.Time ManagementIt can be difficult when you're settling into a new job and adjusting to your new responsibilities. Create a daily "to do" or goals list. Breaking down your tasks will make them seem more manageable, keep you organized, and help you to be more productive and efficient. If you are still having difficulty managing your workload, ask a coworker for advice, or speak with your supervisor to prioritize your work.Problems with CoworkersSlackersSlackers lower productivity. If a coworker's poor work habits are affecting your job performance, explain respectfully to them how their behavior is affecting you and what you would like to see changed. But keep in mind that it is your (or the coworker's) supervisor's responsibility to deal with problem workplace behavior. Unless this person has authority to delegate work to you, you can say "no" to their requests to do their work. Concentrate on being a good employee. Don't fall into their poor work routine.Disagreeable CoworkersThey create an unpleasant work situation. Avoid them if possible, be pleasant when you have to work with them, and stand up to them when necessary. Even if they need to be dealt with, don't get into a fight with them. Talk with them calmly, in private, about how their behavior makes you feel. Avoid involving your supervisor unless it's absolutely necessary.Office BulliesThey cause anxiety and stress. And they often target those they see as a threat. Don't let them isolate you or make you feel bad about yourself. Stand up for yourself. Never sink to their level. Discuss the problem with a mentor to find the best way to handle them. If they are threatening you, report it to your supervisor.Gossipers and Trouble MakersThey can be especially disruptive to the workplace and cause misunderstandings. Be friendly, but act busy and they will get the message that you have better things to do. While this person can serve as your ears to the office grapevine and workplace dynamics, don't comment or add fuel to their behavior.Whiners and ComplainersThey tend to see the negative side to everything. This attitude can be harmful to morale. Be empathetic, but put the problem back on them. Ask them what they intend to do about solving it. Complaining may be their attempt to avoid conflict, relieve stress about things they feel they have no control over, or simply to get attention. Do not try to solve their problem for them. Do not turn their complaints into office gossip either.Saboteurs and BackstabbersThey cause distrust by spreading rumors or withholding important information from those they see as rivals. This can affect your career goals and reputation. Confrontthem calmly about their behavior. Do not play their game. When you have a good idea or assisted on a project, tell your supervisor so you get the credit you deserve. If someone is trying to make you look bad, check in regularly with your supervisor on your job performance.Workplace Ethics and Integrity IssuesPoor business and workplace ethics can be hazardous to your job security. It can cause people to lose respect for you and follow you for the rest of your career. Stay clear of those who ask you to compromise your integrity. Say "no" to requests that make you feel uncomfortable. Review your employer's workplace ethics and proper business ethics. In some cases, these issues need to be reported to your supervisor, human resources, or legal representatives.Getting Along with Your BossProblems with a boss are emotionally and physically draining. They can often stem from work style or personality differences. The first step is to figure out what specifically they are doing that is upsetting you. Then ask yourself why. It helps to look at the problem from both your perspective AND your supervisor's. Next, decide how best to discuss it with them. Avoid blaming, accusing, or venting.Workplace BullyingBullying in the workplace can include anything from condescending behavior and gossiping to exclusion or violence. Both coworkers and bosses can be bullies. If you are being bullied at work, you are not alone.Fear of dismissal or retaliation keeps many employees from reporting bullying to their employers. Some employers dismiss the bullying as a personality conflict. Keep a detailed log of the bully's behavior and speak with someone in human resources or within the company that you trust(iseek,2014).Opportunities and challenges are closely linked.If you can meet the challengeswell,the challenges may become opportunities.Getting along well with coworkers and bosses and improving your skills and abilities through challenges are good opportunities to get prepared for the promotion.If you show that you are a capable,popular and been trusted person,you have more chance to be entrusted with an important post by your boss.Manage workplace diversityManaging diversity is defined as "planning and implementing organizational systems and practices to manage people so that the potential advantages of diversity are maximized while its potential disadvantages are minimized," according to Taylor Cox in "Cultural Diversity in Organizations."(ucsf,2014)Planning and ImplementationBusiness managers, in order to effectively manage diversity, must be able to plan and execute a diversity plan. This involves mapping out a way to create an appreciation for diversity in all employees in your office. Several methods exist to help you address this issue.Plan a diversity retreat. Whether a weekend away or several day sessions in town, it is important for you, your staff and a diversity expert to discuss the issue in a non-business setting. A diversity retreat also allows employees to get to know each other and develop an appreciation for each other outside of work.Appoint a diversity officer. Ideally, this person should work for the company and volunteer for the task. As part of their duties, he or she should attend diversity seminars once or twice a year and keep the staff knowledgeable and open to diversity. An incentive for the diversity officer might be more paid vacation days or, if the company can afford it, a raise.Conflict Resolution SkillsAn essential tool to managing workplace diversity is the ability to handle conflict. Disagreements that arise because of cultural differences must be handled promptly and swiftly as to not decrease productivity in the workplace.Be objective. When investigating a disagreement, be fair, objective and factual in the process. Ask each party questions about what happened and take notes accordingly. Get to the bottom of the issue and, instead of placing all blame on one person, make sure each person knows the importance of accepting everyone and appreciating their role in the office.CommunicationGood communication is one of the best ways to manage diversity in the workplace. Encourage your employees to share concerns as they arise. Every employee should feel equally important to the company.Keep an open door policy. Be open with your employees so they feel comfortable coming to you with questions and concerns about issues, both non-work-related and work-related alike, such as diversity. Making yourself approachable will serve you well in handling conflict, and every employee will feel important.Another way to improve communication in the workplace is to assign employees to project-based groups to work on large tasks, increasing teamwork and helping employees understand each other. Diversify the teams and encourage each team member to work peacefully with one another. They will find that amid their differences, each member brings a valuable addition to the team(Mitchell Holt,2014).Diversity management practicesMadison Co.Fortune Small Business Magazine recently had an article about a small company in Connecticut, Madison Co., that had an employee go through a major change. Over thecourse of time, one of its supervisors, Ann Ferraiolo had altered her look, and, then one day, came to work after an operation and was now Tony, a male.As a manufacturing company, the company president, Steve Schickler, understood what could happen. Instead, he decided to intercede early to make things more comfortable for his supervisor, and let other employees know the company position. He and his human resources director made sure every employee knew to treat Ferraiolo with respect, both before and after the operation. They decided to support the supervisor's sex change, and the company has never missed a beat.Disney's Gay Health BenefitsDisney was one of the first large organizations to announce, back in 1995, that it was going to offer health benefits for gay couples. The backlash from religious groups outside the organization was vitriolic. Many boycotts were formed, yet Disney held firm, and now Disney is regularly recognized as one of the top 50 diversity-friendly companies in the United States, being ranked No. 29 by DiversityInc. Disney, known as a family-friendly organization outside of its walls, had figured out that it needed to be family-friendly on the inside also. They also saw it as a legitimate business decision, following along with policies that were being established in movie studios throughout the industry.Strengthening Employee RelationsSometimes a company might need a boost from outside its organization to address specific incidences. One diversity trainer recalls being asked to do a training for a local company months after the airplanes hit the World Trade Center. There had been internal and external bigoted actions against customers and employees of Middle Eastern descent, or perceived Middle Eastern descent, and it was breaking down employee morale. The trainer put together a program that had many questionnaires that helped participants get to the heart of what was causing them distress. Having the opportunity to air their thoughts and beliefs in a relatively closed forum not onlyhelped them heal quicker, but gave the organization an opportunity to educate employees on the company's diversity initiatives and strengthen employee relations. Improve Corporate CultureIn the book "Cross-Cultural Selling For Dummies," author Michael Soon Lee said, "Treating all team members fairly is important, both legally and ethically, but fairly doesn't mean treating them the same." Recognizing differences in all people and finding ways to integrate them within the organization, improves the corporate culture of that organization. An improved culture means fewer incidences of negative behavior towards each other because of differences, fewer worries about liability and lawsuits and improved communications within the organization.The best working diversity programs make everyone feel included, and gives everyone the feeling that they're as important as the next person. It fosters high employee loyalty, which means low turnover and fewer internal issues. With all employees able to concentrate on the company goals without having to keep up their shields from worrying about when a negative comment will be coming their way based on their difference, companies will perform better overall(MitchMitchell ,2014).Those are examples of diversity management practices used by organization. ConclusionFrom the research,I know that diversity in the workplace is more than race or gender.Although workplace is full with challenges,it is full with opportunities.And I also learn the ways to manage workplace diversity and how to use them in organizations.BibliographyAsk.(2014)What Is the Definition of Workplace Diversity?[Internet].Ask.Available form:</question/what-is-the-definition-of-workplace-diversity>[Acc essed 25 May 2014].Iseek.(2014)Workplace Challenges[Internet].iseek.Availablefrom:</jobs/workplace-challenges.html>[Accessed 25 May 2014].Mitchell Holt.(2014)Key Tools to Manage WorkplaceDiversity[Internet].chron.Availablefrom:</key-tools-manage-workplace-diversity-3027.ht ml>[Accessed 25 May 2014].Mitch Mitchell.(2014)Examples of Diversity Issues in theWorkplace[Internet].ehow.Availablefrom:</about_5344793_examples-diversity-issues-workplace.ht ml>[Accessed 25 May 2014].Ucsf.(2014)Chapter 12: Managing Diversity in theWorkplace[Internet].ucsf.Availablefrom:</index.php/pubs/hrguidearticle/chapter-12-managing-dive rsity-in-the-workplace/#681>[Accessed 25 May 2014].。