Four Layers Of Diversity Paper

As time goes on, definitions of words change. In the Elizabethan era, the word shrew has been used to define ill-tempered and sharp-tongued women. Yet in present day, associating a specific gender with a word is not as important as it was in the past. The noun shrew could be used to define any human, despite their gender. In Taming of the Shrew, Katherina Minola is supposedly the shrew which the title of the play has labelled. However, when Petruchio is introduced to the play, it is easily apparent that he is a significantly more accurate depiction of a shrew. Petruchio, from Taming of the Shrew, accurately portrays a shrew because of his unpleasant characteristics and the cruel way he treats Katherina.

Three ways of gaining executive commitment to diversity are to gather data and to assess the organizations current commitment to diversity to show where and why there is a need for change. The development of diversity council can also garner executive support because it offers a way for executive members of an organization to have a dialog with other members of an organization about diversity. Systematic changes are also necessary such as hiring from a diverse roster of candidates when filling a position. (Moodian, 2009,

Module 2 - DQ 2: There is a host of cultural assessment tools available to organizational leaders. Which of these is the most useful to a novice leader? Why?

A very long debate in college sports is if the athletes should be paid. Author Jared Walch, talks about both sides of the issue, but later in the article it seems he sides with the argument that they should be paid. In the beginning of the article, he talks about why the athletes shouldn’t be paid. Walch first argues that this is all a choice for the athletes. They choose to put themselves in harms way of possible injury and not every athlete gets injured. Another argument that the author discusses is how to pay the athletes. Who pays the athletes and how do you distribute the money? The two programs to bring in the most money are football and men’s basketball. Women’s golf athletes are still college athletes. So even though they don’t make as much money, will they still be paid? Most athletes are already at school for scholarships. If you already have everything paid for by the university, what more would you need paid for? The author later goes into the morality and how paying the athletes would take away some of the entertainment of watching college athletes play. Towards the end of his article, Walch

The artifact allowed me to gain knowledge in the approaches of diversity leadership issues. Thomas (1995) offers eight basic leadership responses as an approach to diversity. The foster mutual adaption response approach, “…unequivocally endorses diversity” (Thomas, 1995, p. 251). Thomas (1995) states that under this approach, “…the parties involved accept and understand differences and diversity, recognizing full well that those realities may call for adaption on the part of all components of the whole” (p. 251). Thomas (1995) purposes a diversity framework be used to as a, “… point of departure for evolving a framework to guide managers in making decisions regarding diversity mixtures of all kinds” (p. 252). The framework processes revolve around three objectives for leadership as recognize diversity mixtures present, decide whether a response is required, and select an appropriate response or blended response (Thomas,

How do people behave? What makes us act the way we do? There are as many different answers as there are people. Each person is a unique makeup of individual characteristics which blend together to form the personality, the behavior of the person. We can identify certain broad characteristics of groups of people and apply them to individuals to get an idea of how they will behave in a given situation. This is called stereotyping and, when taken too far, will give a distorted picture of what to expect of a persons behavior. While you can never get a fully accurate picture of how someone will behave based on their demographics and characteristics, you can make certain general guesses that will point

First starting point is doing some research with what different kinds of minority or groups you will be dealing with. This will allow you to get a basic idea of what you need to focus in on. Of course, there may be others knows who are less common, but with doing this you are allowing yourself a start. Now with having an idea, a case manager may now look into each group. By doing this the case manager is able to zoom in how beliefs, typical behaviors, and or general things that allow to have a better understand of that group. Knowing the communication styles, conflict revolution, and really getting into the little detail can be very helpful (Communitytoolbox, n.d). New information is continuously being discovered and shared, so case managers can be strengthening their abilities to be successfully culturally

Cultural Competence is a complicated assimilation of education, beliefs, and experiences which would strengthen communication and efficient interaction cross-culturally. However, culture is defined as one way of life. It is not defined by race, language, food, religion, and ethics. With a job that involves constant involvement or entanglement with different culture, it is important for cultural competence. To be cultural competent is the ability to know one difference but still understands, respect, and safeguard the individual right to self-confidence, self- interpretation and status. Nevertheless, working with people of different cultural diversity might be difficult especially it differs from our own core culture. Therefore to prevent bias

Gun control is a major topic in today’s society and it is broken into many subcategories that all have different arguments and views. A few examples are The Second Amendment is not an unlimited right to own guns, more gun control laws would reduce gun deaths and more gun control leads to fewer suicides in the United States. The gun control category I am focusing on in this essay is, should teachers and students be able to carry firearms on a college campus. I chose this since I am currently attending college and this could have an effect directly on me or ASU. The idea of teachers and staff being able to carry firearms on a college campus has come up many times in the media recently due to the rise in mass shootings. Many states are now looking at this problem and voting on it. This topic is always heavily debated due to the many different sides and varying beliefs on gun control and safety. The NRA (National Rifle Association) has a heavy influence on the united states and who should be allowed gun and what legislation is passed. The gun control topic of firearms on a college campus has become politicalized and is commonly drawn into political debates and has become a political tool for winning elections. Some states have already voted and taken action on this new idea and have allowed staff to carry guns on campuses and in cars parked and locked in secure parking lots. Another major idea that is constantly brought up with campus carry and firearms on campuses

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be

Managers were concerned about knowing and understanding each and every perspective of their employee’s cultures. As they know that without studying or knowing the culture, coordination cannot be built between the employees. It is the existing perspective of managers dealing with cross-cultural management (Sultana, 2013).

"Cultural competence is defined as a set of congruent behaviors, attitudes, and policies that come together in a system, agency, or among professionals and enables that system, agency, or those professionals to work effectively in cross cultural situations (Cross et al., 1989; Issacs & Benjamin, 1991). Operationally defined, cultural competence is the integration and transformation of knowledge about individuals and groups of people into specific standard, policies, practices, and attitudes, used in appropriate cultural settings to increase the

It is high time that people learn about different cultures to have a thorough understanding of the same and thus achieve cultural competency. This is necessary for educators, healthcare givers, attorneys, organizations and all to live in a cross-cultural world without any emotional or physical conflict. Most organizations have their presence in multiple countries and have business relations with people of different cultural groups. So, for a successful business also, cultural competency is the demand.

Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.