HR and Development
Equal employment opportunity (EEO) is a phrase that proposes equal working opportunities to everyone with no biases that is grounded in race, gender, religion, disability, age and so on. On the other hand, affirmative action entails those policies that are objected towards raising the composition of women as well as minority groups within a given firm. Diversity management involves the procedure through which a customized culture is developed that attempts to manage diversity in a given setting on the ground of the existing cultural difference thus enhancing the essence of variety. In this context, it is evident that EEO and affirmative action can never co-exist concurrently. In that EEO does not create seek to favor any aspect or certain individuals as it considers everyone as equal while the affirmative action is discriminative since it only aims to increase opportunities for women and minority groups in the organizations. Thus, EEO and diversity management can exist as they are directly connected since both seek to eliminate or deter any form of discrimination.
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Key Points: Please outline in bulleted responses below the 3 or 4 key points for each reading or videos. Hobson, M. (2014). Color blind or color brave? TED. Retrieved from: https://www.ted.com/talks/mellody_hobson_color_blind_or_color_brave/transcript?language=en#t-584922 1. Acceptance diversity means recognizing all races 2. Color blindness is a learned habit 3. The solution to racial discrimination begins with awareness 4. Organization should be color brave and not color blind eHow. (2008). Human Resources: The Impact of Diversity Training. Retrieved from https://www.youtube.com/watch?v=4T6ZLlopdaY 1. Diversity training leads to positive impacts on the organization by increasing productivity and collectivism. 2. Diversity training assist employees in learning about different cultural sensitivities 3. Diversity training is part of diversity management |
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Application/conclusions: Diversity training and awareness are relevant aspect to the management of today’s workforce. In that due to globalization the modern workplace is becoming very diverse. Diversity has become as a source of knowledge sharing and increasing the productivity of organizations through the combination of skills. On the impact of diversity training, a company that has diversity managing program may have created time for its employees to have a session of training on how to appreciate different cultures. This training creates a platform for improvement in performance in the company due to sharing of different opinions. Employees from different cultural backgrounds gets to learn from one another and appreciates their differences as benefit rather than threat. It is evident that diversity awareness is the foundation of solving the ongoing discriminations (eHow, 2008). In that most individuals tend to respond negatively because they lack the needed knowledge of the essence of diversity or discrimination effects. Through the diversity programs adopted by the company, they can be encouraged and valued as an asset, therefore, improving performance. Interactions between people from different cultural backgrounds have also improved workforce through innovations and inventions of different aspect in the business world. Therefore, this concepts are useful and relevant to the modern workforce and organization that are in need of improved productivity. |
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Metacognition: My personal experience is grounded on gender based discrimination. Two years ago in the company that I was working for, a HR manager was hired following the demise of the former manager. Since the company was established no female HR or manger in that matter that had ever been employed. There the fact that a female manager was hired led to intense resistance mainly from males from different departments. The situation as so intense such that some of them threatened to resign because they would never be governed by a female. The situation resulted in physical and verbal attacks that caused so much emotional distress to the HR manager. It was rather fortunate that the company’s director and CEO supported the employment and implemented diversity training that lasted for a week stressing on the importance of inclusivity. The move solved the problem thus developing a more culturally aware workforce that appreciates diversity. |
