Managing Diversity and Ethics in the Workplace Essay

IntroductionThere grades loss loss draws and motorcoachs set up take to impressively man mature transition and ethics concerns. How a manager efficaciously manages ethics and mixture, inside the governance is directly correlated to the cultural, organisational and external environment influence strong behavior. genius of the steps leaders and managers send word take is to incorporate transformation cultivation of the shaping. This braggart(a) step puts the organization on its way toward maintaining a hygienic equilibrate various(a) organizational civilization within a anyiance. When it comes to managing diversity in the reportplace, there atomic number 18 some attributes that go into a successful training session. (J adepts, 2011, p. 164), managers quarter take steps to diverge attitudes and value and promote the effective management of diversity. variation training within an organization is an effective step in changing the values and promotes the e ffective leading and management of diversity within the organization is a big step towards maintaining a tumesce balanced respective(a) organizational culture within a company. all(prenominal) leader of an organization implores and implements opposite diversity training tactics. Some companies hold back strict diversity training seminars that include power point presentations with a set of rules for do and dont. Other organizations implement an more synergetic method with diverse groups as a means to too pull back the benefits of a diverse hands For example at Sodexo and Principle monetary Group (Jones, 2011 p. 143) Sodexo go ons managers like Ron Bond to interact with diverse groups to gain a conk out appreciation and escorting of their experience.Sodexo acknowledged and downstairsstands that when diversity is manage effectively organizations pile benefit the organization as a diverse employmentforce bring, diverse perspectives, points of view, experience and know ledge. Sodexo also provide their employees with extensive diversity training, which encourages managers to be mentors and interact with diverse groups. tally to Sodexo web site they At Sodexo we work around five pillars gender, generations, disability, ethnical origins and LGBT to foster a culture that embraces disaccordences and celebrates ludicrous ideas, perspectives, experiences and talents. As we strive to challenge stereo founts and disseminate the business case for diversity, we count it is critical to train all managers and employees. (Sodex 2012). Sodexo USAs diversity encyclopaedism strategy offers aw beness training and skills expression labs on top sideics ranging from generations in the employment to cross-cultural communications.Following the U.S. example, a program designed to heighten aw arness, building skills and provide tools for managing within a diverse working environment were launched throughout Europe. (Sodex 2012). An organization such as Deloitte & Touche, give birth instituted a program to encourage minority suppliers to complete for its businesses, and the firm sponsors schools and colleges that supply a stream of well-trained recruits. (Jones, 2011, p. 145). According to Googles corporate website on diversity, The potpourri training is designed to realise our employees ask the aw atomic number 18ness, skills and knowledge to build and retain the workforce to fuel Google globally.Our diversity development programs includes all tonicitys surrounding employment that aim to create a culture of inclusion with a focus on improving enlisting strategies and techniques for identifying high-value diverse talent (Google 2010). Google also says that At Google, we ar committed to a supportive work environment, where employees have the opportunity to reach their fullest potential. Each Googler is pass judgment to do his or her utmost to create a respectful study culture that is free of harassment, intimidation, bias and un truthful discrimination of any threadive (Google 2010).The website goes on to say that employment at Google is ground solely upon single merit and qualifications directly related to professionalcompetence and is non based on the basis of race, color, religion, veteran status, national origin, ancestry, pregnancy status, sex, gender identity operator or expression, age, marital status, mental or physical disability, medical condition, knowledgeable orientation or any other characteristics protected by law (Google 2010). This tells us that Google treats everyone equally, and gives them the very(prenominal) opportunities as everyone else. Equality challenging for diversity stakeholders and executives is acquire the leadership team to piss and implement that things have changed harnessing cultural diversity through training increase productivity as such mustiness be a major come apart of an organization. (Jones, 2011 p. 165) demonstrates number organizations be implementing programs within the organization that requires interaction. integrity of such organizational program whereby top managers go on time performing the same work duties as employees to improve and understand the challenges employees face was DaVita Inc. DaVita Inc., is a major supplier of kidney dialysis service, in the U.S. and while the leash top seniors executives have never worked in a dialysis clinic, exchange work places and now work three days in the clinic. The executives were provided with a better insight and understanding of the nature of the technicians jobs, along with the how emotional the job is and the effect on the technicians. There is no better way to understand diverse group than interaction, joining in concert at certain times in fix to interact and communicate. lead of TeamsEssential important when implementing a change of the organization core values, and goals is to form a top management team. (Jones, 2011 p. 499). lapse management teams are the ones respon sible for developing diversity training methods and a strategy to implement the training within the organization in effect to achieve the organization goals. Top management teams, are normally drop a line to a diverse group, with knowledge, expertise and experience in stressing diversity. As cross-functional top management team the members are comprised from the various departments within the organization as a dinner dress group. The top management as a formal group, come together to form a cross-cultural team, by following the five stages of forming a group, as group role is to set the behaviors and task. One of the behaviors for diversity training is that the members of theteam to lead by example, in demonstrating ethical and social responsibility. By treating employees based on skills rather than age, sex or race.The integration of leadership exercises in diversity training programs volition aid employees realize the importance of this attribute within the organization. Ther e are more reasons as to why there must be a diverse team of leadership from top management from diametrical backgrounds, ethnicity, age, gender, or education so that the company can integrate points of views from mint from diametrical walks of life. In diversity training, employees would be made to realize that anyone can be a leader regardless of age, sex or race. Leadership skill workshops can be introduced at the work place to educate employees and encourage them to turn these skills. Many deal confuse management and leadership to be the same thing. There are many good deal from diverse backgrounds who are managers. counsel focuses on establishing detailed plans and schedules for achieving certain results, then providing resources to accomplish the plan.The jobs pauperisation to be filled with qualified soulfulnesss who understand the direction of the company. Leadership, on the other hand, creates change, frequently to a dramatic degree. Leadership calls for creating a more efficient or imaginative process for a future vision. While there are some managers who are leaders, there are some who are not. creation both a good manager as well as a good leader is a balance between larn concepts of leadership as well as inborn marks of a leader. One reason that leadership in diversity training is infallible is because great deal from different backgrounds have different life experiences. These life experiences gives character, and their character is what determines what large-minded of leader they pull up stakes end up organism. For example, a potential leader will show strong characteristics like drive, energy, determination, self-discipline, willpower and a need for excellence. On the other hand, a soul with weak character will show none of these features.Their traits will be disorganized and random, and they will attract no followers. To be an effective leader, one must be responsible and ethical. A supervisor or manager at a company will only be well liked and looked up to if his employees consecrate him. In any organization, a leaders actions set the railway yard and the way a leader behaves if closely watched and noticed by his employees. This behavior wins give, loyalty, and en surelys the organizationscontinued prosperity. One of the ways to build trust is to display a good sense of character composed of beliefs, values, skills, and traits and to not be discriminatory towards population. In diversity training tactics, it might be helpful to pair those with leadership potential with other leaders from different backgrounds so that they can learn the qualities of being an effective leader from each other. It might also be interesting to note how leaders from different backgrounds and ages tackle problems. There are many ways of being a leader, and people with different life experiences will tackle problems in a different way, depending on the situation and their background.For example, leaders like presidents of countries operate otherwise from leaders of companies. In diversity training, perhaps an exercise could be undertaken that makes the employee chose a scenario and act as a leader in that scenario in order to explore different types of leadership. Diversity training workshops should also focuses on crucial leadership traits that may be of use within the organization. One leadership trait is the trait of courage. Leaders are usually unafraid of taking on challenging tasks. They display a confident calmness when under stress and plan out strategies in order to overcome obstacles in their path. People from minority backgrounds should take particular interest in this trait because they are working to get ahead in a humankind where they are a minority. Another example of a leadership trait is justice. Good leaders treat everyone picturesquely and display empathy by being sensitive to the feelings, values, interests, and well-being of others.They are non-prejudiced towards their em ployees and clients and make everyone feel like their voices are being heard. For example, a manager at a board collision hears both sides of a story before deciding on a course of action. Leadership seminars are particularly important in companies with many diverse employees because leaders build a foundation in their organization, as well as build a sense of trust with their employees. In a company, the leader or manager has to make sure the culture of the organization is positive and that the work flow is productive. The most important person in shaping an organizations culture is the leader of the organization. A leader at the executive level is the main source for the creation and implementing the culture and everything it stands for.The leader originally decides what the core values of the organization will be, how they will go well-nigh their business and what rules they will follow. He is in charge of shaping the culture and managing it. An understanding of the diversity wi thin the organization and the knowledge of how to mold different people together it is a necessary skill for leaders trying to achieve a strategic outcome. on with the diversity and culture of an organization, potential leaders must also hire attention to the humour of an organization. The climate is the feel of the organization as well as the individual and shared perceptions and attitudes of the organizations members. The climate of an organization represents the beliefs or so the vibe or feel of the workplace by the employees.This individual perception of the way the organization feels comes from what the people believe about the activities that get in the organization. These activities influence both individual and team motivation and bliss and the employee questions the actions and principles of the leader. These directly relate to diversity because sometimes people are unsettled of how to treat other at times due to the difference in religious beliefs or opinions. If a leader outlines a general rule of conduct for all employees that takes into account everyones beliefs and expectation, a negative climate situation can be avoided. The climate of an organization should bring about a feeling of assurance to the employees so that they know that they are doing things reclaim and behaving appropriately.Leading Change and Managing ConflictManaging contravenes within the organization today requires the type of leader that is able to communicate and collaboration when working with a diverse workforce. Conflict is a an inevitable part of any organization, as goals of shareholders, managers and employees are more than often incompatible. (Jones, 2011, p. 566). When there is a crisis within an organization, a leader inescapably to be able to rise to the occasion, and bring out anomalous leadership qualities by first determining what type of conflict is snarled such interpersonal, intra group, inter group and interorganizational, understanding these vari ous types of conflict and how they differ helps a manager deal with the conflict. Moreover a manager needs to understand the source of the conflict, whether it seem from differentgoals and time horizons, overlapping authority, and/or task interdependencies. When a manager is able to discern the type of conflict and source he can focus on a fair consist distribution of justice equability. By cultivating leadership skills in employees, people from different cultures and backgrounds begin to trust each other because they are all leaders and they view themselves as equal to one another.The leadership aspect of diversity training should also outline how to be a respectful, unprejudiced leader when it comes to other cultures and ages within the organization. Employees observing a leader do not look at the traits or attributes of a leader, rather, they observe what the leader does in order to decide whether their supervisor really is a good leader or not. They use this observation to tell whether the leader is an hefty person or a self-serving person who discriminates against other people or misuses their authority in order to get a promotion. self-serving leaders are not as effective because their employees only observe them, not follow them. On self-serving leaders, often give employees The feeling of being separate, which is characteristic of leaders, is different from narcissism. The leader is aware of boundaries and distinguishes the inner and outer(prenominal) worlds, fantasy and reality, self and other people.Career-oriented managers are more likely to shew the effects of narcissism than leaders. While busily adapting to their environment, managers are narrowly engage in maintaining their identity and self-esteem through others, whereas leaders have federal agency growing out of the awareness of who they are and the visions that drive them to achieve Diversity training companies also helps cultivate sex actships between the people of the organization. Organizational conflicts is a discord that arises when there is a diverse workforce who are incompatible, where goals, values and interest differ, which cause blocks and attempts to thwart each other work performance. Diversity training that address conflict management strategies focuses on conflict gag rule diversity awareness, sources of conflicts, job rotation, and temporary assignments. These strategies focus on the whole organization. A Top management team position, as the leader has to make sure his employees are working together as a team.Doing their share of the work, get along with people and working well with others are all part of teamwork. A leader or manager has to make sure thathis employees are not only meeting these goals, but also motivating them to go one step ahead of these goals to increase productivity. Introduction of these concepts in relation to diversity will help people from different backgrounds work together towards a common goal. Teamwork training exer cises in diversity training are important for employees who want to preliminary to a leadership position, as teamwork is one of the key things managers look at when determining leadership potential. Employees with leadership potential see team effectiveness as a leadership opportunity. They realize that they will achieve more by working through and with others, that they will get more done with the active support of colleagues.These exercises will also help to harbor good relations between people from different walks of life. Finally, leadership seminars motivate minorities to do better. In recent times, minority employees have been underestimated when it comes to handing out leadership positions. One reason for this is that some minorities do not think that they are capable of being leaders because there have been so few minority leaders in their organization. They do not go for higher positions because they think that they cannot get them. By organizing leadership seminars, minor ities can see that they are good enough to be leaders because they are not different from any other race, culture, gender or age group around them. The leadership seminars will help them learn about their own skills as well as inculcate new ones within them so that they go for their goals.CONCLUSIONLeadership is an important attribute that should be more focused on in diversity training workshops. Leadership leads to teamwork which is an important factor in an organization. Making sure that employees get along and that no one is discriminated against is a leaders job. If everyone is taught about leadership and how it works, people from different backgrounds will gain the confidence and skills required to advance within the organization. Leadership seminars will also help to inspire people and prevent a negative cultural climate from occurring between people from different backgrounds. Activities like leadership role switching and scenario leadership can help cultivate teamwork and l eadership among employees.BibliographyJones, Gareth R. and George, Jennifer M. Contemporary Management. 7th ed. McGraw-Hill Irwin, N.Y., N.Y., 2011.Sodex (2012) Sodex and Principle fiscal Group. Retrieved from http//www.sodexo.com/en/commitments/diversity-inclusion/actions/training.aspx July 20, 2012Google (2010). Google Diversity and Inclusion. Retrieved from on July 20, 2012.