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Successful Practices in Diversity Managment

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Successful Practices in Diversity Management

April 22, 2009

Successful Practices in Diversity Management
At the United Nations Headquarters in New York, on May 3rd and 4th of 2001, there was a meeting titled, “United Nations Expert Group Meeting on Managing Diversity in the Civil Service.” (Reichenberg, 2001). After several surveys were conducted, this meeting was scheduled to inform organizations across the world, the benefits of top quality successful managers in diversity. Although, organizations seek diversity, achieving tangible results can only arise from an effective diversity program.
Since the rapid change in demographics, the effect of educating the importance of diversity is imperative. Once educated in the importance, the different perspectives people bring are as follows: race, workplace styles, and disabilities; among other differences. An impacted decision a successful manager will be able to execute fully. By valuing each person, the Manager will be able to earn and give respect. Given the chance to build rapport, and eventually gain friendships would be one of many ultimate goals a successful manager should obtain. Affirmative action will also be a necessary trait needed by a successful manager. Whether given a verbal warning or as harsh as termination, diversity will always play a role in the situation and the action that was taken.
In today’s times our society has evolved into many different ethnic backgrounds. The specific word, diversity, was rarely used when people described their best, favorite, or most effective manager.” (Mehta, 2006, para. 3). Communication will be a key skill needed to relate to staff, many different obstacles that can occur during the communication process. Getting coworkers together for the first time can result in different issues. When personalities conflict the Manager should have the insight to

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