Diversity in Organizational Behavior

Topics: Human, Equal Employment Opportunity Commission, Discrimination Pages: 3 (964 words) Published: October 25, 2010

Organizational Behavior
Norbert Karczewski
February 14, 2009

In this world, there are no two people who are alike. The one similarity is that the world is compiled as one big human race. Differences play a vital role in all people lives. Whether it is at home or in the workplace, one will encounter many diverse situations during the course of their lifetime. Within this word, diversity has many facets. Like people, each is unique; others has to accept it and respect it to maintain harmony. There will be four areas of diversity being discussed and defined in relation to ones behavior. Differences in Skills and Abilities

One may not think that other’s skills and abilities are considered to be linked under diversity. Individual creativeness and ones’ thought process is all considered to be unique. No two people share the exact same skillset. People may have similar abilities, but none are identical to another. Often an employee’s skills in the workplace can go unrecognized. This happens when a manager and subordinates share different learning styles; the manager may not be knowledgeable about how to implement strategies to utilize the staff to its’ full potential. There could be a subordinate that learn by reading to learn; another may listen to learn; or one may need some hands on to learn. However, a good manager should recognize this and try to implement ways to allow staff members to strive through their own personal learning style. Although, a person learns differently than the way management manages the department, does not make room for disrespect to employees. Understanding diversity offers the opportunity to learn and appreciate other’s views and opinions without judgment.

Little girls and boys in some ethnic groups are reared into having certain roles determined by gender. During the rearing of some, little boys were not allows to really perform...
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