Dynamics Of Managing Diversity And Inclusion - Myassignmenthelp.Com

Question: Discuss about the Dynamics Of Managing Diversity And Inclusion. Answer: Perceived Unique Canadian Beliefs, Values and Attitudes At the Individual Level At an individual level, in Canada the belief system encompasses wider range of beliefs and groups. Christianity has been largest religion of Canada with Roman Catholics being more prevalent. However, Christians comprised of around 67.3 % of population. Around 23.9% people amongst the total population did not have belief in any religion (Best Mayerl, 2013). Canada being a democratic nation has value system that primarily focuses on freedom, equality and respect for individuals in the society. This also finds reflection in the Canadian Charter of Freedom and Rights and hence forms a part of the Canadian Constitution. However, at the individual level as far as attitudes is concerned, Canada tries to maintain a role of peace keeping across the world (Robinson, Shaver Wrightsman, 2013). Canadian people are too polite by nature. The people of Canada have the habit of expressing their thankfulness even when other people bump into them. At the Organizational Level However, at the organizational level they believe in multiculturalism and diversity. Canada developed into a strong nation by welcoming the immigrants (Pinder, 2014). The Canadians however believe that diversity and richness brought about by various cultures enriches the society. Thus, in the year 1971, Canada adopted multiculturalism as its official policy. At the organizational level, they value punctuality. This also considered as a sign of respect. Time is highly valued in Canada and hence every organizational member expected to arrive 5 to 10 minutes prior to the allotted time (Taras, Rowney Steel, 2013). Deadlines also considered seriously and considered equal to honoring of commitments. This also represents a sign of integrity. Canadians however possess a casual attitude be it in terms of dress code or language. The follow no strict dress code in the workplace unless that are working for a law office or bank. Clothes worn are mostly informal to casual (Moran, Abramson Moran, 2014). They also follow a norm where they address their seniors by the first name. How do they translate into Emergent Behavior? The beliefs, values and attitudes of the Canadian people help them to achieve their goals during the lifetime. This includes leading a prosperous and exciting life that has a sense of accomplishment (Krahn Galambos, 2014). This also results in an equality and feeling of goodwill and equal opportunity amongst everyone. The Canadian belief system also results in inner harmony and feeling of contentment. In addition, they also make the Canadian people ambitious, hardworking, capable, courageous, imaginative and honest. The Parts of your Identity, Values and Beliefs Similar to Canadian Values In Australia, the parts of the identity, values and beliefs that appear similar to Canadian values are egalitarianism, order and space and community orientation (Fiske, Hodge Turner, 2016). Egalitarian society referred as a society where all people considered equal. This represents a society where hierarchy is not evident. Here everyone enjoys opportunities and rights in the society regardless of age, gender, race and belief. There is also similarity in order and space where valuation is entitled to the personal space. There is avoidance of discussions related to salary, weight, religion and family life. Disruptive behavior including shouting, talking loudly, speaking out of turn is also not entertained. There is another similar aspect that relates to community where contribution made for the betterment of community. There is also huge involvement in volunteering and donation services thereby maintaining affinity and pride for their community. Parts that Appears Different In Australia, the part of identity, values and beliefs that appears to be different includes regionalism, political correctness and love for the environment. Australians as the Canadians do not always refrain from saying things that might insult or exclude marginalize people. Being politically correct however helps in spreading harmony (Moreton-Robinson, 2015). Australians do not possess a strong feeling of regionalism. Regionalism refers to the affinity of region or province. There is also the aspect of extreme environmental love amongst the Canadians that also stands apart from the Canadians. The Canadians takes pride in their bountiful and rich resources and thus have possess a greater respect for environment. Canadian people possess a nature of appreciating the nature along with undertaking necessary campaigns. They also maintain open spaces and parks and adopt policies that are friendlier towards the ambience. Patterns of Behavioral Tradition Similar or Different From Canadian Norm Australians have their own tradition, belief and values as the Aboriginals and Torres Strait Islanders have primarily inhabited them. The history of Australia has been quite turbulent and the government plays a vital role in improving the health, education, equality and employment opportunities of the Australian people (Carson Kerr, 2017). Similar to the Canadian norm, Australian values also includes freedom of individual, dignity and equal worth for everyone. In addition, they also possess freedom of association, freedom of speech, freedom of secular government and religion, support for parliamentary democracy, equality for women and men and equality of opportunity. Unlike Canadian norm, Australian dress code differs as per location and situation. However, the dress codes in workplaces depend on the environment (Barak, 2016). While office jobs require one to dress modestly, neatly and in a cleaner manner while dress requirements for construction or labor jobs include hard hats and steel cap shoes for ensuring safety. The public can however dress casually. There is another similarity that Australians with the Canadian norm and attributed to greetings and polite behavior. Australians believe in shaking the right hand as a sign of greeting. They believe in being polite while meeting a person for the first time and look straight into the eye of the person while the conversing (Jones, 2013). Like the Canadian norm, the Australians also prefer calling someone by their first name. It is also a common phenomenon amongst the Australians to make use of words like thank you, sorry or please while conversing with strangers and friends. This trait is also common for both the cultures. Importance of Managing Diversity and Its Importance across Organization Managing a diverse workforce enables an organization in harnessing pool of individuals possessing unique qualities (Kirton Greene, 2015). The combination of difference acts as a potential for growth in addition to opportunities. Diversity also helps in developing and nurturing the potential of each of the individuals. Employees across all the sectors of Canadian economy focused in the retention and attraction of a diverse workforce. Diverse workforce is beneficial in maintaining the effectiveness of an organization. Diversity helps in meeting skill shortages and challenges of related to recruitment (Dipboye Colella, 2013). A diverse workforce not only enhances retention and employee satisfaction but also helps in providing client service. It also broadens community engagement, foster innovation and helps in promoting organizational values. Impact of Belief, Identity and Values on Organizational Culture Impact of Belief, Identity and Values on Motivational Practices Organizational motivation and culture not only just influence the performance of the employee but the effectiveness, sustenance and performance of the organization. The impact of belief, identity and values has an impact on the motivational factor of the organization (Wlodkowski Ginsberg, 2017). Employees who are non-motivated generally portray dissatisfaction towards work, seem to be less committed and have more affinity to quit the organization. In addition, they develop a detachment towards work and psychologically or emotionally withdraw themselves from the organization. Here comes the need for employee motivation that helps in determining the intention of the employees Impact of Belief, Identity and Values on Leadership and Management Practices The values serve as a perpetual filter for how the leaders help in perceiving the external environment and shaping the strategic behavior, choice and organizational performance (Bolman Deal, 2017). Leadership is not only focusing on the betterment of the people but it also includes profit and loss responsibility, financial and operational performance and development of strategy. References: Barak, M. E. M. (2016).Managing diversity: Toward a globally inclusive workplace. Sage Publications. Best, H. Mayerl, J.( 2013). Values, beliefs, attitudes: an empirical study on the structure of environmental concern and recycling participation.Social Science Quarterly,94(3), pp.691-714. Bolman, L. G., Deal, T. E. (2017).Reframing organizations: Artistry, choice, and leadership. John Wiley Sons. Carson, E., Kerr, L. 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Robinson, J.P., Shaver, P.R. Wrightsman, L.S. eds. (2013).Measures of Personality and Social Psychological Attitudes: Measures of Social Psychological Attitudes(Vol. 1). Academic Press. Taras, V., Rowney, J., Steel, P. (2013). Work-related acculturation: change in individual work-related cultural values following immigration.The International Journal of Human Resource Management,24(1), 130-151. Wlodkowski, R. J., Ginsberg, M. B. (2017).Enhancing adult motivation to learn: A comprehensive guide for teaching all adults. John Wiley Sons.