Thomas and Ely’s three paradigms demonstrate the various types of diversity management, the ways they work and how well they can affect a company’s management performance. Diversity means, “acknowledging, understand, accepting, and celebrating the differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual preference, and religious belief. In a business setting diversity means, a cognitive framework shared by members of any discipline or group; a company’s business paradigm. The discrimination and fairness paradigm- operates on the assumption that “we are all the same” or “we aspire to being all the same” (Thomas/Ely, 1996) Companies that use this paradigm focus on how well the achieve a minority recruitment level. They may even have programs to mentor and help minorities further advance their careers and train other employees to respect cultural differences. This is not how many current employer does business. They hire you based on your job experience and education. The company overall does not discriminate nor do they have a quota of minorities they have to hire. Although inside my department, the accounting department, the manager will only hire women. We have all races, religions, and ethnic background but are all women. In her past job experience men do not take orders from a woman as well as women do so she frowns upon hiring men to work under her. Access and legitimacy paradigm- this paradigm attempts to acquire a diverse staff in order to tap into markets driven by a specific culture, age, ethnicity, or other group. Some people could describe this paradigm as a niche market. These companies pair up sales, customer service, or other department’s employees with the perspective diverse client group. Although this paradigm wouldn’t apply to my department it may apply to some aspects of my employer but not all. I work for one of the worlds largest Broadway theatre companies, so at times, we do require an employee who is from a specific culture to advice us on how to market a show to that group. But we don’t handle business like this only a daily basis. Those inquiries are more consultation on the ethnic, and customary way to approach a diverse group of people. There for, this method would not entirely apply to my company either.
The learning and effectiveness paradigm- this paradigm contains elements from the other two paradigm and establishes a more modern and effective way to manage diversity in the workplace. This paradigm truly defines, the more modern day goal of management. The main benefit of this paradigm id the emphasis on using differences to learn, grow and enhance the working environment. Companies practicing this method must be willing and eager to have an understanding, by the leadership, that diversity embodies different perspectives and that they must value variety of opinion and insight. I feel my employer currently fits this paradigm the best. Although they do not have a set goal of diversity, they are open to it and are constantly changing to grow with it. Being a theatre company we have many gay & lesbian employees, people from all ethnic backgrounds, cultures, age, and education levels. I believe that the theatre business has always been more open to change because of the line of business. They use all the best elements to their benefit. Everyone in this company is working toward a common goal; we are more like a family than a company. We have weekly luncheons and pizza parties. We celebrate everyone’s birthdays, graduations, weddings, baby showers and holidays. My company truly accepts people for who they are and does not try to change anyone. 2)
Hackman’s five conditions for team effectiveness is based on five factors; being a real team, compelling direction, enabling structure, supportive context, and expert coaching. Being a real team is defined as all the members have a shared task, the tem boundaries clearly state...
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