Intercultural Sensitivity and Workplace Diversity (ISWD) Case Solution
The ability to perceive and appreciate other cultures in the same way that you perceive and appreciate your own plays a vital role in bringing harmony in the organization. This could be achieved by implementing a workforce diversity in the organization. The paper provides a short introduction of intercultural sensitivity and workforce diversity with the significance for an organization. It also describes the issue faced by corporate organizations in terms of cultural insensitivity and workforce diversity followed by a list of possible solutions, recommendations and expected outcomes.
Intercultural sensitivity, sometimes referred to simply as inter-cultural awareness or cultural sensitivity, is the ability to perceive and appreciate other cultures in the same way that you perceive and appreciate your own. It is an awareness of the world around you and an understanding of those differences that can be used to create a more positive experience in your daily life. It is about being kind to those who do not have the same cultures or ethnic backgrounds as you do.
Intercultural sensitivity is essential for anyone who works with a large amount of people from different cultures or ethnic backgrounds. This awareness allows you to better understand their cultures, their beliefs, and their mannerisms without making them feel inferior.
The world is a very diverse place and every person in the world has different cultural experiences. The more diversity you have in your work environment, at home, and at school the more sensitive you become to the differences that exist. You become more open minded, open to new ideas, and open to new learning.
Intercultural sensitivity helps to create an atmosphere of respect and understanding within your organization. It is important to understand the differences and understand why they are important so that you can be the best employer you can be.
Another benefit of this type of sensitivity is that it allows you to work with people who are from different cultures. This is beneficial in many ways because it allows you to learn about the culture from the people you interact with.(Erasmus, 2018)
In addition to this, inter-cultural awareness teaches you to recognize and overcome any barriers that may exist between you and the people you are working with because of their cultural differences. It also helps you to understand the differences in language and their meanings. By understanding these differences you will be able to communicate more effectively with the people you are working with.
We live in a world of different cultures, and we all need to find ways to work together. People with different backgrounds often don’t get along, and this is a major problem. A good example of this is the situation that developed in Hollywood over the last couple of years. Many of the top Hollywood stars were of Asian descent, and a lot of the controversy over this was the fact that they did not get along with the rest of the cast members.
Workforce diversity is not just a matter of race or culture; it has more to do with your attitude. When you have an attitude that is negative and does not allow others to be themselves, then it is important to look at what is going on around you.
Workforce diversity is not just a matter of hiring a person to work at your company for diversity reasons. Some people have a positive attitude and can do well at a variety of jobs. It is not the company’s responsibility to change who the employees are. You have to train them to become a member of a different group.
Problems/Issues Facing corporate organizations
Often, challenges of diversity in the workplace arise because of communication barriers between employees of different cultures and backgrounds. For example, if an employer requires his or her employees to speak English in the office and encourages cultural and ethnic differences within the company, he or she may find that there are communication barriers between employees whose native languages are English. Similarly, if an employer requires employees to work together in a common area, and wants to create a more cohesive and pleasant work environment, he or she may find that cultural differences may cause problems with that plan.(Kriauciuniene, 2015)
However, as mentioned earlier, the problem of communication barriers can also arise because of a mismatch in employee expectations and the company’s expectations. For example, if an employer expects women to make equal contributions to the workforce as men, but does not make the same expectations about ethnic and religious groups, then the company may face problems communicating its expectations to employees who are of different cultural and ethnic backgrounds.
Because of these potential challenges of diversity in the workplace, managers and human resources professionals must be aware of all of these things in order to ensure that they have prepared properly for such challenges and will be able to handle them effectively. One of the most important steps to take is to look closely at the specific demands of each employee in order to determine what expectations are important to that employee. In addition, managers should also pay special attention to issues of cultural diversity in addition to gender and ethnic diversity.
Another challenge of diversity is that it can create problems in the work environment, particularly with individuals who are not accustomed to working with people with disabilities. In many cases, these individuals feel uncomfortable in large groups because of their differences and are unable to get along with other people. The ability to work in an open atmosphere will help people adapt and thrive in this setting. Sometimes, a person who has been told that they need to work differently from everyone else doesn’t have the time or ability to adapt, which leads to stress in the job and discomfort with the work environment.
Disability discrimination may come from how the employer treats the individual’s disability. If they don’t take notice to the disability, it may lead to discomfort and embarrassment for the employee. A disabled person who is told that he or she is incapable of performing a specific task, can feel isolated. Because disability discrimination against that person is based on their disability, it can make them feel that they are somehow inferior.
Conflicting beliefs in workplace diversity are becoming more common. Many managers, employees and even their bosses struggle with whether they want to work within the culture of a given company or not.
Most managers, workers and even their bosses struggle with how to deal with workplace diversity and maintaining good relationships with co-workers. Often these two ideas go hand in hand but often times both ideas become conflicting for one or both people. This is why there are some managers who are not able to maintain good relationships with co-workers because they feel that there are just too many differences between themselves and their co-workers.
There are many gender equality issues in workplace diversity that need to be addressed and changed. Many men and women have come forward and shared their experiences with the Equal Employment Opportunity Commission (EEOC) in an effort to change the laws that govern the diversity and discrimination in the workplace. While the EEOC was not able to do so, they were able to show that many companies are not acting in the interests of the company’s workforce.
For example, there are so many different gender and race differences in performance that makes the employee’s perspective on the work environment more important than ever. In addition to that, there are so many different career paths for people that they have a difficult time finding something that is interesting and meaningful to them.
When you think about the work place, it makes sense that there are more people who are women than men. This is not only true on the job, but when you add family responsibilities to that equation, the situation is even more pronounced.
If you think about your company as being a company for yourself, then you can also see a lot of the issues on your employee’s perspective. Unfortunately, a lot of the problems in the workplace are caused by the attitude of some managers and other people in management who are not open minded enough to see the issues that exist.
Intercultural sensitivity is not as simple as learning to listen to other cultures. It requires a willingness to accept differences as well as a commitment to promote social justice. Companies that are serious about fostering social equality within their industries need to take the initiative to provide cultural sensitivity training for all employees.
When employees see themselves as part of a group of people who are committed to social justice, they are more likely to communicate that message effectively throughout their work culture. Employees need to realize that they have an important responsibility to those who do not share their cultural heritage.
Organizing Cultural Programs
Because of this, many companies are now developing cultural sensitivity programs in their human resource departments. However, most of these programs focus only on the inclusion of different cultures into the workplace and do not take into consideration other areas of diversity such as age, race, gender, or religion.(go, 2019…………………..
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