Analyzing Diversity in the Workplace
ANALYZING DIVERSITY IN THE WORKPLACE
Brandy Dunigan
Southeast Missouri State
January 7th, 2011
Abstract This paper is about designing a model to analyze the dimensions of diversity and implement a training program to implement the results. It is important to break the personality down into three dimensions. Doing this will increase productivity of a company because the employees will work easily together and have less tension. Happy employees increase productivity.
The cultural make up of an organization can make or break an organization if it is not understood by its managers and leaders. It is extremely important for a supervisor to analyze the diversity of its organizational members and see how the cultural differences effects the organization. It is important for the leaders of an organization to design a model to analyze the diversity of their the organization so they can develop a cultural diversity training program. In order to understand diversity in culture, you first must break down the culture and person you are trying to understand. We would need to design a model that would break down the dimensions of diversity. It is important to understand the personality of the person. The personality can be broken down into three layers of dimensions; Internal Dimensions, External Dimensions, and Organization Dimensions (knicki) It is important to understand each dimension because if you understand the personality of a person, you will begin to understand how they combine to make a culture. Internal dimensions consist of six different categories which are age, gender, sexual orientation, physical ability, ethnicity, and race. (Knicki) These are things that we cannot control. External dimensions include geographic location, income, personal habits, marital status, parental status, personal status, recreational habits, religions, educational background, work experience and appearance. These, for the most part, are things that we can control.
Brandy Dunigan
Southeast Missouri State
January 7th, 2011
Abstract This paper is about designing a model to analyze the dimensions of diversity and implement a training program to implement the results. It is important to break the personality down into three dimensions. Doing this will increase productivity of a company because the employees will work easily together and have less tension. Happy employees increase productivity.
The cultural make up of an organization can make or break an organization if it is not understood by its managers and leaders. It is extremely important for a supervisor to analyze the diversity of its organizational members and see how the cultural differences effects the organization. It is important for the leaders of an organization to design a model to analyze the diversity of their the organization so they can develop a cultural diversity training program. In order to understand diversity in culture, you first must break down the culture and person you are trying to understand. We would need to design a model that would break down the dimensions of diversity. It is important to understand the personality of the person. The personality can be broken down into three layers of dimensions; Internal Dimensions, External Dimensions, and Organization Dimensions (knicki) It is important to understand each dimension because if you understand the personality of a person, you will begin to understand how they combine to make a culture. Internal dimensions consist of six different categories which are age, gender, sexual orientation, physical ability, ethnicity, and race. (Knicki) These are things that we cannot control. External dimensions include geographic location, income, personal habits, marital status, parental status, personal status, recreational habits, religions, educational background, work experience and appearance. These, for the most part, are things that we can control.
Cited: Loden, Marilyn and Judy B. Rosener, Ph.D. Workforce America! Managing. 2000. Employee Diversity as a Vital Resource (Homewood: Business One Irwin, 1991), 7. Uma D. Jogulu. (2010). Culturally-linked leadership styles. Leadership & Organization Development Journal, 31(8), 705-719. Toland, S.. (2010, November). The Diversity Payoff. Fortune, 162(7), 170. Kinicki, A. & Kreitner, R. (2009). Organizational Behavior: Key Concepts, Skills & Best Practices. (Fourth Edition). McGraw Hill Irwin, New York City, New York.