WEEK 6 RESPONSES
By Day 5
Read a selection of your colleagues’ posts.
Respond to two or more of your colleagues’ postings in one or more of the following ways:
- Expand on your colleague’s post by providing your experiences and observations, thereby providing additional context for how diversity can impact team performance.
- Provide additional or alternative insights to a colleague’s post as to how managers are able to lead teams with diverse composition.
- Expand on a colleague’s post by discussing he types of measures that managers can employ to promote diversity and develop individuals within a diverse work environment.
2 days ago
Lauren Sevier
RE: Week 6 – Discussion 1
Currently, I am experiencing diversity in the workplace regarding members of my team working remotely secondary to the pandemic. I have witnessed disparity between the workload of the employee in the office versus the employee working remotely. While this is a new practice for many roles at the hospital, “The modern manager needs to work with greater creativity and flexibility in today’s diverse and digitally enhanced work environment.†(Linder & Brien, 2019)
I think maximum productivity would be achieved if the workload was redistributed. Administrative day-to-day roles of the employee that is in the building are not being completed due to constant shifting priorities brought on by the Coronavirus. I believe that video meetings need to occur with the employees working remotely to discuss where the need is currently. This is a time where communication needs to be heightened. The remote employees need to feel a since of inclusivity and the employees on the front lines need to feel supported. I believe that a manager should help facilitate these discussions and outline the expectations. Unfortunately, this is an extenuating circumstance that no one expected. Moving forward, I believe we can begin establishing some formality to the “new normal.â€
References:
Linder and O’Brien. 2019, July, 2. The Global Virtual Teams Project: Learning to Manage Team Dynamics in Virtual Exhange. Retrieved from: https://eric.ed.gov/?id=ED596491
1 day ago
Jontay Blatcher-Pierce
RE: Week 6 – Discussion 1
Diversity encompasses a range of people with different races, ethnic groups, lifestyles, experiences, interests, age groups, cultures, and socioeconomic groups. An in-depth meaning would be the ability of differences to coexist within a team, resulting in mutual understanding and acceptance (Shaban, 2016). Different types of diversity pose organizational challenges that managers must address through motivation and inclusion to improve performance
Ethnic and cultural diversity involves self-identification as Hispanic, African-American, Asian, Indians, or Hawaiian. Ethic and cultural prejudice in the workplace result in misunderstandings that can lower productivity. The second type is language diversity, which affects communication flow, leading to reduced work efficiency. Generational and age diversity is the third type that creates workforce shifts and clashing perceptions that affect organizational staff transitions. Millennials appear to have a better education than the silent generation; hence, superiority arguments arise to retard organizational productivity (Shaban, 2016). Another common diversity covers respect and acceptance of other people’s differences. The aspect mainly touches socio-cultural and lifestyle differences, where a worker may face discrimination based on sexual or religious orientation. The result is low work morale that lowers organizational productivity.
Identifying and defining workplace issues form the first managerial step towards leveraging on team diversity and improving performance. Managers can analyze specific diversity issues and decide the appropriate mitigation measures. Managers also need to develop, communicate, and adhere to organizational policies. The approach would involve reviewing existing policies and adopting diversity-related initiatives, including training, developing, and implementing new relevant policies to establish a culture of acceptance within an organization (Van Wagoner, Embry, Barnes, Rivin, Reed, Hekman, & Johnson, 2019). Another applicable strategy would cover holding people accountable for their actions to ensure the effective address of non-compliance with diversity policies. Establishing a channel for reporting discrimination issues would enhance inclusion, teamwork, and active communication for better performance.
Motivational approaches to addressing diversity issues involve understanding the major employee drivers and responding to their needs rapidly. Managers can involve employees to complete communication surveys and adopt strategies of responding to each employee complaint. Additionally, managers must validate and praise employees to make them enjoy public recognition for better work morale. Setting realistic goals and work timelines should involve explaining to employees their importance in the organization (Furnham & MacRae, 2017). Moreover, creating a supportive work environment can effectively address fears of failure and drive employees towards maximum productivity. Setting a clear and inclusive vision; increasing the quality and quantity of conversations; and increasing involvement increase teamwork, commitment, and motivation for better organizational performance.
In summary, workplace diversity comes with ethnic, cultural, age, lifestyle, and language differences that managers must appropriately address to ensure excellent performance. Approaches like policy regulation, inclusivity, diversity-related initiatives, accountability, supportive environments, and praises increase employee motivation. The result is teamwork and more commitment that improves overall organizational performance.
References
Furnham, A., & MacRae, I. (2017). Motivation and performance: A guide to motivating a diverse workforce. Kogan Page Publishers.
Shaban, A. (2016). Managing and leading a diverse workforce: One of the main challenges in management. Procedia-Social and Behavioral Sciences, 230, 76-84.
Van Wagoner, P., Embry, E., Barnes, L. Y., Rivin, J. M., Reed, R., Hekman, D. R., … &Johnson, S. (2019, July). Leveraging Diversity to Enhance Inclusion Efforts for TeamProcesses and Outcomes. In Academy of Management Proceedings (Vol. 2019, No. 1, p.15302). Briarcliff Manor, NY 10510: Academy of Management.
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