...Design Model 1 Cultural Diversity Training Program Brenda R. Thompson BUS 600 Prof. Richard Hassler May 17, 2010 Design Model 2 Cultural Diversity Training Program The design model of methods and procedures of learning is like a bridge between the “world-as-imagined” and the world-as experienced, where diversity may be a source of innovative problem solving that is combined by experience and knowledge. Learning plays an important role in the transformation of existing knowledge into new design solutions, in order to reflect organizational and human needs for change and the opportunities for such change. Diversity climate is defined as “organizational” members’ attitudes and perceptions toward people from cultural groups other than their own. As we progress toward increasing profits for times, organizations must explore the concepts of social identity differences which are the attitudes and perceptions, manifested in the practices and behaviors of individuals. Human capital and social capital as mentioned in the text are referred to as the potential of the individual contribution (Kinicki & Kreitner, p. 13-14) of organizational learning better known as shared knowledge. The social capital refers to the potential to establish strong relationships, communication and working in teams as an effort to reach a common goal. Organizations can...
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...Thinking about diversity and inclusion 1. What are the dimensions of cultural diversity? Identify and briefly explain the dimensions by referencing both textbooks. The dimensions of cultural diversity consist of in the diverse cultures in the world. The diversity is the different race, gender, age, ethical, language, religion, education, and more. The geographic region and the social roll are the result of the cultural diversity in the world. The diversity is variable and depends of the human’s need and it has changed through human evolution. Countries that were pioneer on a cultural growth got behind and others countries progressed in art, technology, and science over the time. The immigration also interferes in the cultural diversity. The United States has a large amount of immigrants from many countries in the world. Immigrants try to preserve their cultural traditions to the future generations and over the time their cultures have influenced in the art, music, and the way to affront political issues of the United States. Cultures exist to serve the vital, practical requirements of human life (Harvey & Allard, 2009, p. 77). 2. With what ethnic, cultural, or other groups do you identify? Describe what members of your social circle have in common. Ethnic group is categorized to be integrated by people from other countries that speak different languages, cultural roots, and attitudes. The writer of this paper identify with the Hispanic group.The Hispanic social circle members...
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...Diversity in the Nursing Environment Robin Glunt RN SOC/315 December 12, 2011 Jenel Cavazos Diversity in the Nursing Environment Diversity is a fact of the nursing environment in terms of relationships with colleagues and with patients. Nurses are required to work with and take care of individuals from a range of cultural and ethnic backgrounds. This can be both a challenge and an enriching experience. In nursing all dimensions of cultural diversity are experienced regularly including the primary dimensions of diversity such as age, ethnic heritage, mental/physical ability, race, gender and sexual orientation. Secondary dimensions are considered as part and parcel of understanding patient needs in a health care setting and these may include income, religion, education and family status (Stockdale M.S., 2004). Understanding diversity is pivotal to successful patient care because patient needs are often largely defined by patient experience and expectations. All of the factors that define diversity are inherent in how a patient will perceive their care and what their expectations will be in receiving care. Nurses who understand this are better able to offer compassion, appropriate services, tolerance and support. It is important when considering patient care to recognize the difference between diversity and inclusion. Diversity compared to inclusion in the health care environment Diversity defines the lifestyle and experiences and individual may have which will inform...
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...Diversity and Inclusion SOC315 May 6, 2013 Jami Imhof Diversity and Inclusion What are the dimensions of cultural diversity? Identify and briefly explain the dimensions by referencing both text books. According to Understanding and Managing Diversity there are primary and secondary dimensions of cultural diversity. The primary dimensions are age, gender, mental and physical abilities, race, ethnic heritage, and sexual orientation. The secondary dimensions are geographical location, military and work experience, family status, income, religion, first language, education, organizational role and level, communication, and work style (Harvey & Allard, 2009). The dimensions of diversity can be broken into the following layers: Organizational, internal, external, and personality. Organizational dimension would include areas such as places of employment and the development and promotion opportunities. Internal dimensions are areas we have no control over, such as race or gender (although today people are able to make gender changes), typically gender is out of our control. External dimensions are controllable aspects of diversity. It would include areas like friendships or our career choices. Finally personality dimensions would include aspect such as religion, personal values as wells as an individual’s like and dislikes. With what ethnic, cultural, or other groups do you identify? Describe what members of your social circle have in common. I am an African-American...
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...diversification has evolved from focus on the importance of representing constituents, to “doing the right thing,” which is characterized by opponents as “political correctness,” to the current widely held view that a nondiverse board is missing key potential donors and opinion leaders. Diverse leaders can expand knowledge, create new resources, and open doors to partnerships necessary to fulfill an organization’s mission. Recommended strategies for board diversification must be understood in the context of the deeply divided society of the United States. Although North American cultural issues are the result of a unique history, most elements of diversity planning will apply in other countries as well. By the year 2015 the nonwhite portion of the U.S. population is expected to increase to 30 percent NEW DIRECTIONS FOR PHILANTHROPIC FUNDRAISING, NO. 34, WINTER 2001 © WILEY PERIODICALS, INC. 77 78 DIVERSITY IN THE FUNDRAISING PROFESSION (Changing Our World, 2001). In many communities, including large areas of California, the nonwhite population is already at 50 percent (Changing Our World, 2000). Despite heroic efforts on the part of diverse public and nonprofit sector leaders and their allies, gaps between rich and poor, and between people of color and whites, have increased over the past decade: • Poverty rates for full-time U.S. workers have stayed...
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...Thinking About Diversity and Inclusion Michelle Ann Cushman SOC/315 August 18, 2014 Shannon Burke, MA Thinking About Diversity and Inclusion What are the dimensions of cultural diversity? Identify and briefly explain the dimensions by referencing both textbooks. Some of the dimensions of cultural diversity are racial groups, religious groups, gender groups, and ethnic group. Age group could be one of the groups too. The differences and similarities between the groups must be dealt with very carefully. It is very important to focus on the whole, rather than some of the groups. It can vary, as it is very possible to belong to more than one group. Building a connection is just one dimension of diversity. The school districts structure the motivation for all different kids and people with skills and training which puts the inclusion in strategy, all of the training and skills must be considered at all times when creating a diverse at the workplace that I work with. I am glad that they are not pushing anybody away no matter who they are and what they do because they are different from everybody else like myself. With what ethnic, cultural, or other groups do you identify? Describe what members of your social circle have in common. My ethnic group in my dad's mom family is from another country that celebrates Christmas after we do every year and we use to celebrate two Christmas which is ours and his mom's. They go to different churches for each Christmas and New...
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...Cultural diversity is divided into two: primary and secondary. Primary diversity includes factors such as age, race and physical abilities. Secondary dimensions include factors such as family status, first language and religion among others. In the work place there are three main categories that cultural diversity is classified into, organizational, external, and internal. Organizational dimension is the functional level. It includes content/field work, area/department group, seniority or position status, the work place, trade union affiliation, and management status. The external dimension refers to the geographic location, income, personal habits, leisure activities, regional knowledge, education, work experience, appearance, parental and marital status. The internal dimension refers to age, sexual orientation, physical abilities, ethnic group, and race. (Andresen) Workplace diversity training is crucial. Diversity is essential in the workplace because a diverse population has different backgrounds, experiences, knowledge and understanding. A diverse workplace is better able to solve a problem and implement new ideas because there are more people able to come up with the required solutions and ideas. Workplace training is training for the purpose of increasing the participant’s cultural awareness, knowledge, and skills, which is based on the impression the training will benefit an organization by protecting against civil rights violations, increasing the inclusion of different...
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...DIVERSITY TRAINING: THE POSITIVES AND NEGATIVES Human Resources Management El Paso Community College Fall 2015 ABSTRACT Office diversity signifies a variety of differences between personnel in an organization. It may sound simple enough, but diversity embodies race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and even more. Diversity not only implicates how people identify themselves, but also how they view others. It is these perceptions that affect their working relationships. Attracting, maintaining and motivating the most talented is essential to an organization’s success. If an employer wants their employees to represent their consumer and public then must attract and maintain an assorted range of talented personnel, not just those apt to fit in with the personnel already employed. It is for this reason that much diversity training efforts focuses on telling people what not to do, say or believe. Influential approaches to managing diversity is centered on assisting personnel to work out what they can do or how they can proactively shape an all-encompassing work environment. To steer away form this approach can cause negative and pain-staking results. Introduction Diversity training signifies the opportunity for employers to educate their staff about diversity. While diversity training cannot entirely change an individual's views, it does have the ability to expand awareness, impart understanding...
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...Diversity in Organizations Jessica Luther BUS 610 Charlene Anderson February 15, 2012 Diversity in Organizations Organizations of today are more diverse than ever. Diversity is defined as “the host of individual differences that make people different from and similar to each other.” (Kinicki and Kreitner, 2010) Organizations have to find ways of integrating the differences of the people that work for them into a “common objective” that represents the organization as a whole. Diversity is about the “individual characteristics” that identify the way a person will perform a particular task within the organization. Individuals encompass a myriad of dimensions that make them unique. This paper will identify methods and procedures for analyzing diversity and how they can be used in a cultural diversity program. There are four layers of diversity that differentiate the influential way in which people differ. These four layers are identified as: personality, internal dimensions, external dimensions, and organizational dimensions. Personality is characteristics that make up a person’s identity. Personality is the foundation of the other three layers. The second layer of diversity is internal dimensions. Internal dimensions are classified as characteristics that are uncontrollable such as age, race, gender, social orientation, ethnicity, and physical ability. The third layer of diversity are the external dimensions such as geographic location, income, personal habits...
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...2008 DIVERSITY ACTION PLAN March 17, 2008 Goal 1: Advocacy Item 1: All newly hired employees will be provided with a copy of the Diversity Plan and receive a brief introduction to diversity awareness during their orientation training. Each employee will also receive more intensive diversity awareness training, which must be completed prior to the end of their original probationary period: ongoing. Continue the development of a diversity network to ensure that diversity initiatives and information are distributed throughout the organization: include articles on diversity initiatives and the progress of the Action Plan in the Circulator, the staff newsletter; inform the Board and District staff of diversity activities through formal monthly reports made for Board meetings; and post activities on the District’s web site: ongoing. Provide supervisors and managers with training on how to manage diversity in the work environment. Training will be conducted by an external diversity trainer: ongoing. Reevaluate and update the District’s Diversity Plan for possible revisions. Continue to monitor Action Plan accomplishments on a quarterly basis: ongoing. Implement District Strategic Plan objectives by establishing additional communication tools to promote cultural awareness. Develop a diversity Web page that will provide all-inclusive information on District cultural activities, community organizations and agencies, cultural heritage information and resources, District diversity awards...
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...Techniques that Improve Communications Diversity training is important in today’s workplace. The ability to effectively communicate with employees with different cultural backgrounds is essential to having a successful business. Business organizations integrate diversity training to ensure maximum productivity. In order for diversity training to be effective, different techniques are used. Companies understand the importance of effective communication. Without such communication, it can be a drain on the company and its resources. Researchers have developed several different techniques to assist with achieving the goal of effective communication. The following techniques are recommended: Seek Training: This technique is important especially if an organization is experiencing diversity issues. Diversity issues can be viewed as an opportunity, not a threat (Fine, p 485). Organizations should develop a training program to aid with their efforts. A lot can be learned during diversity training. Researchers suggest training should focus on team building effectiveness. This allows the team the opportunity to bond. The second phase of training should focus on conflict resolution. This will allow management and employees different options when a dispute arises. Learn about your cultural self: This technique is often overlooked in the workplace. One must understand that your culture is not the only culture. Your culture happens to be one of many cultures within the workplace. Co-workers...
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...Abstract The objective of this analysis is to confirm that Service Source is using diversity to its fullest potential. It will discuss it’s abundance of diverse individuals within the organization and the groups they have formed to expand awareness. However, there are areas where SSI could improve such as expatriates sent overseas to global stations and the training therein. With specialization of the strengths and targeting the weaknesses listed, Service Source could uncap a more effective business model that would increase the bottom line. Analysis of Service Source International Diversity Businesses see the turnover rate every month leading people to believe that it’s just circumstantial. That an employee will leave because of personal reasons. However, there are several trends in turnovers within a company and they all focus around diversity. “The turnover rate for blacks in the U.S. workforce is 40 percent higher than the rate for whites, and turnover among women is twice as high as for men,” (Robinson & Dechant, 1997). What if SSI was able to hone in on encouraging diversity to maximize the current talent available? The argument has shown before in other studies that companies who practice this have increased profits. Diverse Employees While at SSI, you cannot find two employees exactly alike. Whatever definition of diversity you choose to accept, SSI matches it. The diversity of the employees already has long reaching affects. SSI has a massive referral rate...
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...Cultural Diversity In today’s world we are seeing more and more cultural diversity within communities and within work environments. It is becoming very important to have diversity training within work environments to have a cohesive environment. What are the dimensions of cultural diversity? With my research the dimensions of diversity are divided into two groups called the primary dimension and secondary dimension. Though each dimensions adds layers of complexity to an individual’s identity. What influences self image, opportunities, values and individual expectations is the interaction with all the dimensions. Characteristics of primary dimensions are exclusive to an individual. Such would be how old they are, their mental and physical abilities, also his or her race, gender, sexual preferences and his or her ethnic heritage. The term for these six dimensions is known as core dimension of diversity since these dimensions are part of the beginning of an individual’s socialization and have a profound impact on his or her experiences, values and his or her expectations in every phase of life. Next are secondary dimensions which are not as seeable and also allow for a larger ability to choose. These would be where a person lives, work profession, income, religion, language of choice along with education and type of family environment. What ethnic, cultural, or other groups do you identify? I am a 58 year old female who was born in Tucson, AZ and raised in Calif...
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...Week 1 Paper: Organizational Diversity Brandon Beaver Texas A&M University – Commerce In partial fulfillment of the requirements for EMBA 525 Dr. Jennifer Flanagan June 15, 2012 Organizational Diversity Diversity in the workplace has become more relevant with the expansion of organizations into the global market. Organizations are recognizing the need to leverage their diversity in the content of globalization to maintain a competitive edge in the marketplace (Avigdor, Braun, Konkin, Kuzmycz, and Ferdman, 2007). FMC Technologies is recognized as one of the most admired companies in the Oil and Gas industry. FMC Technologies defines diversity as “the characteristics and experiences that define each of us as individuals. Diversity encompasses race, ethnicity, gender, age, religion, disability, and sexual orientation. Experience and recent research indicate that when recognized and valued, diversity enhances individual productivity, organizational effectiveness, and sustained competitiveness.” (Define Diversity, 2012). Part of FMC’s vision is to be globally recognized as a leading company in the ability to attract, develop and retain the best people available and in the ability to free employees to achieve superior business results. They provide equal employment opportunity for all applicants and employees by selecting, assigning, training, compensating and advancement of employees without regard to race, color, gender, religion, national origin, age...
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...12-2008 Managing cultural diversity in hospitality industry Yi Gong University of Nevada, Las Vegas Follow this and additional works at: http://digitalscholarship.unlv.edu/thesesdissertations Part of the Hospitality Administration and Management Commons Repository Citation Gong, Yi, "Managing cultural diversity in hospitality industry" (2008). UNLV Theses/Dissertations/Professional Papers/Capstones. Paper 480. This Professional Paper is brought to you for free and open access by Digital Scholarship@UNLV. It has been accepted for inclusion in UNLV Theses/ Dissertations/Professional Papers/Capstones by an authorized administrator of Digital Scholarship@UNLV. For more information, please contact digitalscholarship@unlv.nevada.edu. 1 MANAGING CULTURAL DIVERSITY IN HOSPITALITY INDUSTRY by Yi Gong Bachelor of Science China Chongqing University 1998 A professional paper submitted in partial fulfillment of the requirements for the Master of Science in Hotel Administration William F. Harrah College of Hotel Administration Graduate College University of Nevada, Las Vegas December 2008 2 ABSTRACT Managing Cultural Diversity in Hospitality Industry By Yi Gong Gail Sammons, Committee Chair Professor of Hotel Management University of Nevada, Las Vegas Cultural diversity has become a major issue in the hospitality industry of the United States. This paper focuses on analyzing the change faces and current status of the cultural diversity in the hospitality...
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