...Diversity in the work place BSHS/425 Carolyn Solomon Instructor Laura Carter Discrimination still occurs in the workplace by people who have no respect for others. Regardless of the discrimination prohibition act. In 2006, a family member was involved in a workplace discrimination assault. The event was harassment and constantly called the N-word. The place of employment was on an outside construction site. All employees involved were from a local union hired by a construction organization. The environment became a safety hazard as the crew continues their harassment and threats to terminate the family member. Once he became fed up with the foolishness, he contacted his supervisor and the local union for support the union advised him to seek help from the state. The Federal and State legislations are important for individual’s protection in the workplace. The federal government and the states have legislation laws in place as the eyes and ears for the employees’ protection. The state of California has laws such as the Fair Employment and Housing Act. The act is in place to enforce the civil rights laws. Their mission is to protect the people of California from unlawful discrimination in employment, housing, and public accommodations and also from hate violence. The civil rights...
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...retirement years doing all those little things they never had the time or money to do. Diversity used to be a black/white, male/female, old/young issue. Now it is much more complex than just racial or ethnic diversity. It consists of a combination of genders, race, religion, age and other background factors with different values, styles, personalities, customs and beliefs that can affect the way they conduct business. We also consider socio-economic, geographic, international, intellectual, artistic, athletic, political, religious, and sexual orientation. Cultural diversity should be managed to recognize, respect and capitalize on the different backgrounds in our society in terms of race, ethnicity, and gender. Today’s workplace requires a more realistic and respectable approach to multi-culturalism or cultural diversity. Multi-culturalism is based on the belief that cultural identities should not be discarded, barred or ignored. Instead, these qualities should be maintained and valued. In addition to your employees, there must be an awareness of respecting the diversity of your business’s clients. Think...
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...I. INTRODUCTION Constructive deviance is becoming increasingly important in businesses today. What some people may not know is that it can bring about positive changes. Unlike much of the literature on workplace deviance which focuses on dysfunctional behavior such as antisocial behavior and workplace aggression, constructive deviants are employees who break the rules and norms but intend to benefit the organization. These individuals can play a key role in creating an organizational change and serve as future change agents. Given the increasing discussion on health care reforms, this paper explores the factors that relate to constructive deviance among physicians. Finally, practical implications and future research directions are discussed. II. Introduction Workplace deviance has generally been used to describe the following behaviors: antisocial behavior (Giacalone & Greenberg, 1997), workplace aggression (O’Leary-Kelly, Griffin & Glew, 1996), organizational retaliation (Skarlicki & Folger, 1997), and employee deviance (Robinson & Bennett, 1995). Although previous research has increased our understanding of the harmful effects of deviance within organizations, little research has examined the positive aspects of deviance. Constructive workplace deviance encompasses behaviors that violate significant organizational norms in order to contribute to the well-being of the organization (Galperin, 2003). Constructive deviance is becoming increasingly...
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...The Application of Empathy to Professions in Psychology The following report discusses the importance of communicating effectively within a health-related context – more specifically, in a psychological environment – and will critically explore the effective application of empathy as a key communication skill utilised in the practice of a professional psychologist. Particular emphasis will be placed upon the relevance of empathy across a broad range of clientele, the ways in which empathy is communicated effectively to clients, its purpose in the context of client-practitioner trust, factors which may inhibit the conveyance of empathy, and the influence empathy plays in day-to-day social interactions, which will be examined through a personal account. Within the role of a practising psychologist, and indeed across all areas of health professions which incorporate the need for interpersonal communication, empathy is an invaluable skill which helps the practitioner to garner an understanding of their client’s emotions and thoughts, and is essential to a successful clinical environment (Gerdes, Segal, Jackson, & Mullins, 2011). Unlike sympathy, empathy does not necessarily require the acceptance of an individual’s behaviour in order to grasp and empathise with the feelings they may be experiencing; rather, it requires the process of emotionally engaging with the client in an unbiased attempt to understand their thoughts and emotions, and in order to do so, a psychologist...
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...Ans 1 Japan ranks high on pragmatism, masculinity and uncertainty avoidance and fairly high on power distance. At the same time much importance is attached to loyalty, empathy and the guidance of subordinates. The result is a mix of authoritarianism and humanism in the workplace, similarly to a family system. These cultural roots are evident in a very homogeneous managerial value system, with strong middle management, strong working relationships, strong seniority system that stress rank, and an emphasis on looking after employees. The Japanese strongly identify and thus seek to cooperate with their work groups. The emphasis’s on participative management, consensus problem solving, and decision making with a patient, long term perspective. Open expression and conflict are discouraged and it is of paramount importance to avoid the shame of not fulfilling ones duty. These elements of work culture result in a devotion to work , collective responsibility and high degree of employee productivity. If we extend this cultural profile to its implications for specific behaviors in he workplace, we can draw a comparison with common American behaviors. Most of those behaviors seem to be opposite to those of their counterparts: its no wonder that many misunderstanding and conflicts in the workplace arise between Americans and Japanese. For example a majority of the attitudes and behaviors of many Japanese stems from a high level of collectivism, compared with a high level of individualism...
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...you understand what emotions are used in order to motivate yourself and others you will be able to work cooperatively with others in a way that is beneficial to everyone. By increasing your emotional intelligence you will be able to read the signals of others and use the appropriate emotions when reacting to them. Regardless of the personality type that you are dealing with, you can respond in a way that will provide the best outcome once you understand the key factors to emotional intelligence. By developing these skills you will have the ability to understand, empathize and negotiate with others successfully. In order to improve your emotional intelligence you must understand that self-awareness, self-regulation, motivation, empathy and social skills all play a role in your emotional intelligence. Learning self-awareness is crucial in developing your emotional intelligence and will allow you to recognize emotions as they happen; and in turn dealing with these emotions right away. In order to develop your level of self-awareness you will need to tune into and evaluate your own emotions so that you can effectively manage them in a productive way. Once you understand how your emotions can effect a situation you will be able to improve your ability to deal with these emotions as they happen. While you cannot control what emotions you have; you can control the way in which you are able to...
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...Diversity’s Importance To The Competitive Advantage David Calderone Management 300 Dec. 06, 2011 Table of Contents Cover Page – Pg. 1 Table of Contents – Pg. 2 Analysis of Topic – Pg. 3-9 References – Pg. 10 Appendix – Pg. 11-12 Diversity is important for workplaces to retain a competitive advantage in today’s global economy. “Diversity enriches the workplace by broadening employee perspectives, strengthening their teams, and offering greater resources for problem resolution” (Cox). Diversity is becoming a more common aspect of the business world, but the importance of diversity is often undervalued. “Up to 79% of organizations indicated that they use some form of diversity training” (Madera). Diversity training helps to inform employees about the benefits of diversity, and how you can achieve diversity. According to Barb Peluso “diversity training is becoming a bigger part of the workplace as economies and marketplaces become globally intertwined”. Diversity is a necessary entity in order for a company to achieve a competitive advantage in the economy. Diversity can often have many different definitions. For this paper I will be using the University of Tennessee’s definition. “Diversity is a commitment to recognizing and appreciating the variety of characteristics that make individuals unique in an atmosphere that promotes and celebrates individual and collective achievement” (University of Tennessee). Diversity can be experienced in numerous different ways...
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...Discussion of “Thought Leadership” and “Emotional Intelligence” in the workplace. Abena Kaakyire University of Maryland University College 9041 January 22, 2013 Discussion of “Thought Leadership” and “Emotional Intelligence” in the workplace. Leaders without emotional intelligence are not able to perform effectively at their workplace. It is seen as a challenging capability among leaders in today’s business world. Managers who possess emotional intelligence have an outstanding performance in their companies. Technical skills and cognitive abilities are not the only capabilities needed to lead an organization. A renowned psychologist, Daniel Goleman found that all effective leaders have a high degree of emotional intelligence and the ones that have succeeded in the workplace have constantly exhibited the tenets of emotional intelligence such as self-awareness, self-regulation, motivation, empathy, and social skills. I would want to even go further to establish that in my own experiences of meeting with very high powered executives, some do not possess all these qualities that have been mentioned above but are still able to get results out of their employees for the good of the company. In addition to effective leaders having a high degree emotional intelligence to succeed in the workplace, there has been another article written by Mitch McCrimmon titled, “Thought Leadership: a radical departure...
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...toward organizational change in healthcare”. This article was written by Dana L. Robbins and Bella L. Galperin from The University of Tampa and published in the Journal of Management and Marketing Research. Their purpose in writing this article is to examine and illustrate how organizational change can be brought on by constructive deviance in the healthcare workplace. It also explores the factors that relate to constructive deviance among physicians. In this article the authors use information from various academic references to support their theories. They also conduct this study with a focus primarily on physicians. This article starts of by introducing what workplace deviance is. In this article antisocial behavior, workplace aggression, organizational retaliation, and employee deviance are all used to describe behaviors generally regarded as workplace deviance. The article goes on to state that very little research has been done that examines the positive aspects of workplace deviance. One of these positives aspects is the occurrence of constructive workplace deviance. This article states that constructive workplace deviance encompasses behaviors that violate significant organizational norms in order to contribute to the well-being of the organization. The authors explore the belief that unlike much of the field of organizational behavior which focuses on managerial dysfunctions, such as resistance to change, constructive deviants can play a central role in facilitating...
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...coined by two psychologists John Mayer and Peter Salovey in 1990, however, it was Daniel Goleman who brought this concept to a wide business audience and further popularized it with his 1998 Harvard Business Review article (Goleman 2004). There is number of articles in the academic literature that connects emotional intelligence to high performing organizations that produce better business results. In other words, business environments that have employees with high EQ who are capable of working in teams and who have strong emotional skills mentioned earlier in this paper are more likely to achieve organizational success and stay self-sufficient for a long-term period. According to Goleman, EQ is: “Understanding one’s own feelings, empathy for the feelings of others, and the regulation of emotion in a way that enhances living” (Watts, Cockroft & Duncan, 2009, p. 359). The major idea of this statement is that emotional intelligence may be the key...
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...and manage the emotions of one's self, and of others.� Arriving at the Emotional Quotient is the standard means of measuring the Emotional Intelligence of an individual. | The importance of EQ in the workplace: In recent times behavioral scientists around the world have arrived at the conclusion that IQ alone is not the primary factor that leads to better performing managers and workers. The role of EQ in determining the performance of individual�s at the workplace is now widely recognized and well understood. People with more emotional intelligence have been found to be better leaders and workers, bettering their lower-EQ counterparts on important traits such as leadership, decision making skills, self control, empathy, teamwork, self-confidence and orientation to achieve higher goals. | In today�s fast paced business environment, a well balanced handling of relationships and emotions play a crucial role in achieving success. Emotions play an important role in decision making and strategy formulation, allowing people with higher EQ to handle work related situations more efficiently. | Your Overall EQ Score: This EQ test is based on the standard five personality traits related to EQ and which have been proposed by Reuven Bar-On, namely: 1.Interpersonal EQ (social responsibility / empathy) 2.Intrapersonal EQ (emotional self-awareness) 3.Adaptability (flexibility / reality testing) 4.Stress management (stress tolerance / impulse control) 5.General mood (cheerful...
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...difference between practical and emotional intelligence is as that practical intelligence is learned from observation and Emotional Intelligence is the ability to get along with others. Emotional and Practical intelligence can be very helpful to the person, especially if they are well aware of the intelligences. The following will discuss how each type of intelligence is important in the workplace. Based on the definition of practical intelligence; overall success in living, this is type of intelligence is important in the workplace because it for one an intelligence that is learned from observations of behaviors and if you as the employee is very observant, then a lot can be learned from the workplace. The employee can observe the mannerism of the employer and take in all the ways of the company policies, therefore giving the employee an advantage to succeed in the workplace. This would help the employee adapt to the many ways of the company, allowing for an advantage to excel within the company. Now as for emotional intelligence, the importance of this intelligence in the workplace is because emotional...
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...Communication is essential in establishing good professional business relationships. One has to be able to properly exhibit the ability to proficiently communicate and thus making them an effective communicator. Effective communication enables us to solve problems, understand others needs, build trust and respect which then can lead to a productive work environment. Now there are many skills needed to become an effective communicator, listening, nonverbal communication, and stress management to name a few. While all of these are important, there is one that is a much-needed skill to be able to properly exhibit the other skills and become a great communicator; and that is emotional intelligence also known as emotional awareness. Emotions play an integral role in the way we communicate and make decisions. If you cannot understand other people’s feelings or let alone understand your own feelings, you are in an uphill battle trying to communicate with others. No matter how skilled you are at listening, or communicating nonverbally, you will not be effective without emotional intelligence. So what is emotional intelligence exactly? Emotional intelligence is the ability to recognize your emotions, understand what those particular emotions are telling you, and also realize how your emotions affect people around you. Emotional intelligence also involves your perception of others, when you can understand how others feel this allows you to manage your relationship with them more...
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...“Do managers need emotional intelligence to manage successfully in the workplace? Why or why not?” Emotional intelligence (EI) is a key factor that contributes to the success of a manager’s abilities to coordinate and administer social relationships within the workplace. EI is one’s ability to recognize their behaviors, moods and thoughts, and to manage them under different circumstances-which in turn shapes one’s interactions and relationships with others. This zeitgeist concept addresses the importance of self-awareness, understanding, and the perceived imbalance between intellect and emotion in the life of the collective Western mind (Zeidner& Matthews& Roberts 2004, p.372). Popularized by Daniel Goleman through his bestselling book, ‘Emotional Intelligence in 1995’, which claimed that EI was a predictor of success at home, work, and in school (Ashkanasy& Daus 2002, p.77), it is highly regarded in the business world and among the workforce as an essential quality in which a successful manager entails. The five components of emotional intelligence at work include self-awareness – being aware of how our behavior is affecting others in a social environment, self-regulation – the ability to regulate moods to conform to adverse situations, motivation – an inner desire to achieve a higher level of performance, empathy – the general willingness to feel compassion, and social skills – which is the ability to interact with various individuals without causing an emotional...
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...Workplace bullying case study Problem definition: Workplace bullying, is the tendency of individuals or groups to use persistent aggressive or unreasonable behavior against a co-worker or subordinate. Workplace bullying can include such tactics as verbal, nonverbal, psychological, physical abuse and humiliation. It can come in different forms and shapes. • Unwarranted or invalid criticism • Blame without factual justification • Being treated differently than the rest of your work group • Being sworn at • Exclusion or social isolation • Being shouted at or being humiliated • Excessive monitoring or micro-managing • Being given work unrealistic deadline Justification for problem definition: Workplace bullies often operate within the established rules and policies of their organization and their society - Hence they follow the procedure. Bullying in the workplace is in the majority of cases reported as having been perpetrated by management - the impact is usually critical to both the individuals and the business. * Employees physical and mental health problems: * High stress; post-traumatic stress disorder (PTSD) * Financial problems due to absence * Reduced self-esteem * Sleep and digestive disturbances * Increased depression/self-blame * Family tension and stress * Impact on Organizations: Each of the individual consequences listed above can be very costly for the organization. Costs of bullying generally...
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