Diversity Strategy for My Organization
Diversity Strategy for My Organization
Managing Diversity and Conflict
September 18, 2012
Abstract
Diversity in the workplace increases not only as the result of emigrations, but also as a significant expansion of globalization in the market place. These moves allow companies to identify, recruit, and train professionals from a diverse blend of backgrounds, cultures, and styles.
Peter Senge in “The Fifth Discipline” states that only learning organizations can sustain in a high level in this highly competitive world. Today’s leaders who work in the global business must create and force the need for change. The task is not to eliminate tension associated with this process, but rather minimize its effects.
This paper addresses the subject of diversity. The purpose of this paper is to provide an objective reflection of existing conditions at The Fallen Branch Studio where diversity has made significant improvements in the company’s condition.
Diversity Strategy for My Organization
The United States of America is the most diverse country in the world. For this reason, diversity is discussed more here then it is in the Europe. Diversity presents both challenges and opportunities for all organizations to compete for an advantage in the global marketplace. Every company looks at diversity from a different perspective. People usually associate diversity with things that they see on the surface such as age, race, ethnicity, language, religion, or sex. However, diversity also includes beliefs, values, viewpoints and ways of behaving. Diversity is not just about differences, it is also about realizing how people are similar even though they may seem to be behaving in different ways. The key to understanding this is to be aware of biases, recognize where they come from, and do not let them lead to dysfunctional behavior. The essence of diversity is not only acceptance of those elements, but also exploration of these differences in a safe, positive
Managing Diversity and Conflict
September 18, 2012
Abstract
Diversity in the workplace increases not only as the result of emigrations, but also as a significant expansion of globalization in the market place. These moves allow companies to identify, recruit, and train professionals from a diverse blend of backgrounds, cultures, and styles.
Peter Senge in “The Fifth Discipline” states that only learning organizations can sustain in a high level in this highly competitive world. Today’s leaders who work in the global business must create and force the need for change. The task is not to eliminate tension associated with this process, but rather minimize its effects.
This paper addresses the subject of diversity. The purpose of this paper is to provide an objective reflection of existing conditions at The Fallen Branch Studio where diversity has made significant improvements in the company’s condition.
Diversity Strategy for My Organization
The United States of America is the most diverse country in the world. For this reason, diversity is discussed more here then it is in the Europe. Diversity presents both challenges and opportunities for all organizations to compete for an advantage in the global marketplace. Every company looks at diversity from a different perspective. People usually associate diversity with things that they see on the surface such as age, race, ethnicity, language, religion, or sex. However, diversity also includes beliefs, values, viewpoints and ways of behaving. Diversity is not just about differences, it is also about realizing how people are similar even though they may seem to be behaving in different ways. The key to understanding this is to be aware of biases, recognize where they come from, and do not let them lead to dysfunctional behavior. The essence of diversity is not only acceptance of those elements, but also exploration of these differences in a safe, positive