That is, companies promote equal opportunity and value cultural differences, using the talents of all employees to gain diverse work perspectives" (Lockwood, 2005, Integration and…, ¶ 2). Racism and sexism constitute two contemporary workplace diversity challenges that may contribute to discrimination in the workplace (De Meuse, Hostager, Claire, & O'Neill, 2007)
In the article, "Leveling the playing field for workplace neutrals: A proposal for achieving racial and ethnic diversity," Hoffman and Stallworth point out that due to these biases, some commentators assert that the differences distract from the resolution process in alternative dispute resolution (ADR). Hoffman and Stallworth, albeit, disagree with this perception and argue that "more diversity provides people with more choice and more experience, especially where having more perspectives would be useful" (Hoffman & Stallworth, Conclusion section, ¶ 1)
Nancy R. Lockwood (2005), an HR content expert for the Society for Human Resource Management, relates a broad definition of diversity, pointing out that it may range from personality and work style to "all of the visible dimensions such as race, age, ethnicity or gender, to secondary influences such as religion, socioeconomics and education, to work diversities such as management and union, functional level and classification or proximity/distance to headquarters" (Lockwood, 2005, Diversity defined, ¶ 2)
& #8230;Enhanced cultural knowledge can only improve customer service. (Mehmood, 2007, ¶ 3-10) To achieve a positive level of diversity management, organizational leaders need a clear understanding of the way they define diversity, as well as what how the organization relates to the concept of being a diverse workforce
Internal diversity, Montagu explains, relates to the organization attracting and retaining the best individuals for the job, as well as developing these individuals to their maximum potential. "Failing to attract or keep the best people from any single group means operating at less than maximum efficiency" (Montagu, ¶ 4)
As Hoffman and Stallworth (2008) stress, increased diversity in today's global world presents more choice and more experience, which consequently proves particularly pertinent where the option of ore perspectives may prove useful for the organization and/or the employee. Global diversity in the workplace, according to Vallario, constitutes more than a human resources (HR) issue, is depicts a business strategy that combines "people skills and cultures that enable a range of viewpoints to challenge traditional thinking" (Vallario, ¶ 4)
Hence, conserving oil by lesser utilization to make it last longer is the focus these days. The other essential center is to discover other sources of energy that can be viable alternatives for energy requirements (What Are the Different Types of Resource Conservation? n.d)
Availing ergonomic supplies and appropriate training is among the parts that consolidate ergonomic arrangement. By assessing (or planning) the framework with ergonomic standards you can improve efficiency in production (Chris Adams, 2014)
e. Braille, sound, illustrations, large print, electronic content) (Guidelines for Producing Instructional and Other Printed Materials in Alternate Media for Persons with Disabilities, April 2000)
To me, this amounted to sexual harassment because even though there was no physical contact, the comments and gossip directed at her portrayed her in a sexual way and tarnished her image in the eyes of her colleagues. Section Two: Managing Differences Conflict is almost inevitable when people work in a team or group (Lussier, 2008)
In this case, the approach used promotes ethical decision-making, and ensures that both sides gain from the same. If consensus is the only way to reach agreement - consensus-building would be the best approach in this case (Masters & Albright, 2002)
Workplace diversity is important to employers and their employees for a number of reasons. unity in diversity image by Stasys Eidiejus from Fotolia.com
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