Diversity in the workplace is an important social topic of the twenty-first century. Understanding and accepting diversity in the workplace is about providing a comfortable existence to everyone by recognizing that each individual is unique and respecting this difference. An important role in the regulation of relationships is played by management, which in the optimal development of events must perform a regulating and directing function. Depending on how the organization exploits the diversity of the employees will determine whether it is an asset or a liability for the company.
Assessment of Findings in Miami, Florida Office
Different people can share many important characteristics that can help them to collaborate productively in a common task using various approaches to the situation. Uniqueness can be related to the race, gender, age, class and physical ability, sexual orientation, and religious inclinations (Cletus et al., 2018). In the Miami, Florida office, diverse people interact with the average effectiveness. Competition between different ages and professions is a good solution, as they have the opportunity to learn from each other. In this case of diversity, it is important that people still maintain their individual values and mutual respect for each other, even if they act as opposing teams, combining ideas, skills, and experiences. Successful utilization of the friendly environment in the rivalry can lead to the results that people will learn to use their differences for the team when given a common challenge.
The practice of diversity acceptance can make the workplace an interesting, dynamic, and exciting place for the employees in the Miami, Florida office. When unique people from various backgrounds start working together as a team or rivals, they get a chance to exchange experiences, information, and traditions with each other. At the same time, the office is clearly not the first time faced with the issue of diversity and copes well with possible moments of disagreement. One such example is the neutral attitude of employees of different nationalities wishing to create interest in fútbol instead of football.
Conflict management is also important, and as can be seen in this case with the Miami office, complexity is already starting to emerge. An important role is played by the management of the office (Sahyaja & Rao, 2017). The leadership must be aware that there can always be a conflict, and one of their tasks is to avoid sharp contradictions and to quickly solve the possible emerging problems of diversity.
Assessment of Findings in Kansas City, Missouri Office
Implementing a structure to control the potential for complexities of diversity in the workplace will not be successful if it is not in line with the realities of life. This should be more than just a personnel policy that speaks of adherence to ethical standards. It is important to create a culture of diversity, equality, and inclusion among staff and management. At the same time, the acceptance of diversity must occur within the framework of corporate norms.
Discussion in the Kansas City, Missouri office about non-traditional orientation and special sexual preferences, personal and colleagues, is already an unacceptable representation of corporate culture. Not only is it important to have a petition to possibly ban such discussions of Kansas City, but there had to be pre-designed policies. It is important to communicate the values and policies of the organization in relation to such discussions to employees from different backgrounds.
Sexual life is a personal topic of discussion. It is a coincidence or a management oversight that personal discussion topics are raised in the Kansas City office. However, since a petition has been created and is circulating, the current situation clearly does not suit some of the company’s representatives. This is an important note, as it can aggravate the conflict in the shortest possible time in the absence of a solution to the issue.
Recommendation for Addressing the Findings to the Executive Leadership Council (ELC) for Review
At the moment, both offices are experiencing difficulties and growing conflicts. The management of both offices must itself be trained to work with the workplace diversity and eliminate possible conflicts. Additionally, the management should initiate participation for employees in training programs, workshops and other initiatives on diversity issues. The main goal for both Kansas City and Miami offices is to make the workplace a tolerant and balanced place to work within.
For the Kansas City office, the company’s diversity policies and goals must be developed and clearly defined, and the Executive Leadership Council must monitor their adherence to them on an ongoing basis. In parallel, a corporate culture should be developed that limits acceptable behavior during the presence of employees at work. Consideration should be given to diversity issues and standard community ethics.
It is important for each office to encourage the expression of personal thoughts from the representatives of diversity. This can allow to achieve maximum efficiency in developing creative solutions for the companies and create a welcoming atmosphere. A welcoming atmosphere will convey the idea of inclusiveness to the team and set an example of correct attitude to employees. At the same time, the assessment of proposals and ideas should be objective, without taking into account any factors not related to the profession.
In conclusion, diversity in the workplace is an essential part of the modern world. Variety can be presented in different existing and emerging formats. With the correct approach to working with unique representatives, a commercial or public company can achieve maximum efficiency while utilizing the best qualities and knowledge of employees from different backgrounds. For this, the correct interaction structure must be built and work policies presented.
Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges of workplace diversity in modern day organizations: A critical review. Holista – Journal of Business and Public Administration, 9(2), 35-52. Web.
Sahyaja, C., & Rao, K. S. (2017). Role of leadership in cultural diversity management-with reference to IT sector in south India. Journal of Advanced Research in Dynamical and Control Systems, 9(1), 421-431. Web.