Diversity Training

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When I think of diversity training in the workplace, I see Chinese, Korean, Whites and Blacks working together for a greater cause; but in order to reach that goal someone had to try something different, like embracing the Chinese holiday and exposing the other workers to their way of life. Corporations and government agencies should offer diversity training in the workplace because this type of training is designed to increase cultural awareness which could promote a healthier work environment. On the other hand, diversity training, if not handle properly could be the worst thing for any corporation. We can develop diversity training that fosters mutual respect by first educating all employees on different cultures; creating work groups with employees from different backgrounds; and by offering incentives to keep them motivated, so when things get weary both sides will be willing to work it out instead of insulting one another. Some practical ways to develop workplaces undivided by gender and race-ethnicity: (1) don’t discriminate employees by dividing into groups based on their gender and/or race-ethnicity; (2) provide classes and training in other languages; and (3) create a rotating schedule for employees to work with someone with a different cultural background, given each employee the opportunity to learn each other’s job. Functionalists might say that functionalism in the corporate world is filled with bureaucracies. There are different levels of bureaucracies: clear cut levels - “assignments flowing downward and accountability flowing upward” (Henslin 2013, p. 133) ; division of labor – each employee is assigned a specific task and all the task of all the workers are coordinated to accomplish the organizations goals; written rules – rules to promote efficiency in the organization; written communication and records – designed to keep all informed of the inner workings of the organizations via emails; and impersonality and replaceability – “It is

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