Good Diversity In The Workplace Essay Example
In modern world, cultural diversity means the existence of intra and interpersonal conflicts that need to be resolved based on the human and cultural values. As a result of globalization and new technologies, natural, social and cultural barriers that determine the differences between countries and nations begin to break down. The mobility of the population increases due to the changing economic situation, creating an overall global environment. The presence of tension within the global environment, the isolation of national groups and the difficulties of understanding between cultures are significant risk factors. Reduction of tension in the environment is one of the main challenges of the modern world community.
Along with the society every labor staff has a certain degree of cultural diversity: the staff may include men, women, trans- and intersex, as well as other representatives of sexual minorities. The members of the workforce can vary by age, religion and belief. They may be different national cultures and language groups, etc. Businesses and organizations that take into account the factor of cultural diversity of its customers and employees and skillfully use its opened capabilities acquire a significant competitive advantage.
Gender relationships that develop between adult men and women at work (both in sex and gender), in the business world due to two opposing trends: the ongoing overt or covert segregation (forced isolation) and convergence (convergence characteristics of different groups). The latest trend is the result of major changes that have occurred in society, because men and women have to work together. At the same shape as hostile relations, competition, and friendly relations aimed at cooperation between the sexes. Gender relationships that appear between adult men and women at work (both in sex and gender), in the business world are due to two opposing trends: the ongoing overt or covert segregation (forced isolation) and convergence (junction in characteristics of different groups). The latest trend is the result of major changes that have occurred in society, because men and women have to work together. At the same both hostile relations, competition, and friendly relations aimed at cooperation between the sexes appear.
Gender Factor at Workplace
An important problem is a differentiated approach to the evaluation of men and women. Regardless of the objective results of the work women in many countries receive for their work lower wages; they are given less information and deadline for the task is put tougher.
Without any objective justification women are attributed to lack of competence, lack of logic and ambitions, aspirations for promotion. To become a leader, women have to overcome more obstacles than men. In the words of American specialists a path to power for women is associated with overcoming numerous obstacles, and for men – with the implementation of the many possibilities. However, many researchers have insisted that the integration of women in politics, in leadership positions will bring impressive results, which are observed now in some European countries, the United States and especially in the Nordic countries, where there is a systematic advancement of women in politics. In the US, women-politicians occupied the positions of secretary of state as Madeleine Albright (1997-2001), Condoleezza Rice (2005-2009) and Hillary Clinton (2009- 2012).
According to the 2014 Census, the US sex structure includes 49% of males and 51% of females, most part of whom is in the age of 25-54 years (Index Mundi, 2014). Sustainable growth in the participation of women in the labor force of the country at the end of the past – the beginning of this century resulted in almost equal proportions of men and women in employment: at the beginning of 2014, women accounted for 49.4% of total employment in the non-agricultural sector (Bureau of Labor Statistics, 2014). Also, it is worth to mention that in 2013 (from January to September) IT-specialties hired more women than men (out of 40 thousand vacancies classified as “Computer systems and related services”, 60% were occupied by women).
For example, considering the Griggs v. Duke Power case, it can be found that while hiring an employee, no matter what race or gender he/she is, it is necessary to assess his/her qualification, but not the diversity (Griggs v. Duke Power Co., 401 U.S. 424, 1971). Of course, there are some occupations suited only to men or women (like maintenance fitter or turner), so the employer should create appropriate for the position opening with specified requirements.
Gender-Based Workplace Issues Training
In comparison, women and men have often different styles of implementation of the same activities, including management. Women are more likely than men tend to use democratic leadership style. Women-managers are focused on a group, they are characterized by contact, ability to communicate, delegate authority. Female leader knows how to motivate subordinates to better achievements, build self-esteem professional workers. Male leaders often use authoritarian strategy reliance on power, policy and control.
When supervisor decided to hire an employee, first of all, the position should be assessed and job requirements must be prepared appropriately. When, for example, developing a job description, as well as in labor relations in general, it is not allowed to establish for employees restrictions or advantages, depending on sex, race, color, nationality, language, origin, property, family, social and professional status, age, place of residence, religion, political beliefs, membership or non-public associations, as well as other circumstances not related to the qualifications of the employee. However, men and women should adequately assess their skills while applying for a job. For example, the overwhelming majority of male professions absolutely needs physical strength, unfeminine stamina and often associated with a high risk to life (firefighters, rescue workers, etc.). Members of these professions require not only the courage to enter a burning building or fall under the obstruction, remove the wounded, but also increased resistance to stress.
Therefore, the minimum job requirements should include (considering sufficient approach of applicants to their age, gender, etc.) particular education, work experience (if necessary) and language proficiency (if necessary).
In case male staff will be supplemented with a woman, it should be prepared, because the nature created men and women different. Supervisor should name reasons for such decision and provide with advantages of female presence in organization.
Bureau of Labor Statistics (2014). Demographics. Retrieved from http://www.bls.gov/cps/demographics.htm
Griggs v. Duke Power Co., 401 U.S. 424 (1971). Retrieved from the FindLaw Web site: http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=US&vol=401&invol=424
Index Mundi (2014). United States Age structure. Retrieved from http://www.indexmundi.com/united_states/age_structure.html
Please remember that this paper is open-access and other students can use it too.
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