Cultural Diversity In The Canadian Workplace - Free Essay Example

Sample details Pages: 6 Words: 1781 Downloads: 7 Date added: 2019/08/16 Category Society Essay Level High school Tags: Diversity In The Workplace Essay Did you like this example? Organizations are becoming more diverse and one important aspect is culture, one important reason for this multicultural environment is that more companies are augmenting their operations world wide and an important consequence of this is the immigration process. In 2016 according to the Permanent Residents Data (IRCC, 2017) Canada receives population from over 200 countries around the world, in consequence the multiculturalism in Canada has occurred due to the huge amount of immigrants coming to the country every year creating an increase in innovation and culture of inclusion, due to this multiculturality, Canada is becoming a stronger country. Nevertheless the incrementation in cultural diversity poses not only a positive impact in your company but also represents that the management team should be able to develop new strategies to manage the diverse workforce and here in Canada there are still inequity disadvantages that hasnt prevent every kind of discrimination, to impr ove this we need to know the legislation around diversity, examples of companies in the country that provide us with experience in order to make new human resources initiatives.. Don’t waste time! Our writers will create an original "Cultural Diversity In The Canadian Workplace" essay for you Create order Diversity is defined by the dissimilarities existing between individuals in any possible characteristic than can show to our own perception that another person is different from us. There are two main areas in which diversity is divided, the first one is the surface level of diversity that are characteristics that are seen in our physical features like age, gender, race and ethnicity, or visible features like physical handicap or weigh problems (anorexia or obesity) and the second area is the deep level diversity that reflects characteristics that can not be immediately seen by the bare eye like personalities, beliefs, attitudes, values, sexual orientation and religion. (Roberge, 2010). Another diversity differences in the workplace are profession, occupation, vocation and expertise. Diversity in the workplace should involve equal rights and favorable circumstances to grow in any company, management should develop strategies for people of marginalized groups to perform and contribute at the same time as people of not marginalized groups, and create equal opportunities at the different levels of the organization. Discrimination is when someone acts in a perjudicial way towards other people based on the differences that characterized that person or a group. Ethical and Legal dimensions surrounding diversity According to Dressler, Chhinzer and Cole (2014) legislation protecting the general population are human rights that in the Canada Constitution Act appeared in the Charter of Rights and Freedoms and the human right legislation. The Charter gives the following rights and freedoms to every Canadian, that are important to know to later provide a hole background for the legislation in the workplace, the first one is freedom on conscience and religion, the second one is freedom of thought that includes belief and opinion, the third one is freedom of   peaceful assembly and the last one is freedom of association. The Charter also talks about the equality rights that provides equal protection against discrimination based on race, national or ethnic origin, colour, religion, sex, age, mental or physical disability. On the other had we also have the human rights legislation, that must be wide known by CEOs and managers so they are aware of their legal obligations and responsibilities dependi ng on their jurisdiction, but something that does not change in any province is the prohibition of discrimination against all Canadians in the same range as mentioned before and also against discrimination based on sexual orientation and family status. Employers are allowed to discriminate if the job characteristics are based on a bona fide occupational requirement (BFOR) that is based the business necessities, for example, to be safe and efficient operation of the organization like if you are blind you can not apply to be an airplane pilot, two Canadian examples where they have apply BFOR is Roman Catholic schools, that their teachers to believe in the Roman Catholic Church for more adherence to the beliefs and culture of the institution and the second example is that the Royal Canadian Mounted Police asked for BFOR for the guards to be the same sex as the prisoners being guarded (Dressler, Chhinzer and Cole, 2014). However enforcement of the human rights is the responsibility of every province in Canada, but there are employers obligations that should be followed in every jurisdiction, the first one is that every company should have an anti discrimination/anti harassment policies, a safe way to complaint on this issues and training for employees to prevent this events, the second one is to have investigation and consequences after the complaints and the third ones is resolving the complaint. After this they have stipulated two solutions if discrimination is found the first one is called Systemic Remedies that involves improve the policies of the company, the complaint should be followed by legislation and prevention of future events by training the employee involved with training. The second solution is called Restitutional Remedies that involves monetary compensation for the complainant and a letter of apology. Examples of Organizations are successful with diversity or controversy example To illustrate the problem discrimination based on race, ethnicity and colour is illegal in all provinces in Canada as said before but not so long ago the British Columbia Human Rights Tribunal found out that to companies of construction had discriminated latin american workers because they were treated differently as the european employees because they were paid less for the same job, the significant low wages difference make the tribunal retribute the workers with $100,000 each. Programs and initiatives of HR to manage cultural diversity in workplace Cultural diversity management is very crucial for advantages and cut-throat competitions.   Researchers have been creating relationship among culture and behaviour for almost a century. However, complex culture diversity is still existing in these days.Culture diversity issue will be seen in the upcoming years if management would not overcome religious and cultural differences. Human Resource Administration and cross culture analysts such as Hofstede, Laurent and Schneider have endeavored both significance and impacts of culture in perspective of human resource methods and to characterize culture. It is broadly recognized that there is absence of hypothetical meticulousness and effects of social issues in the areas of Human Resource Management for example recruitment, hierarchical socialization and beneficial trainings. In late 1980s and the early 1990s, the human resource strategy enabled the adequate administration of the workers who were different from each other by demographic adjustments. In this concept, they emphasized to make atmosphere in which associates can achieve their maximum potential to pursue organizational objectives. They comprised workers who have different characteristics from one another, and theses distinctions focused on visible and hidden elements (Seymen, 2006).   Cooke and Saini (2012) said that there are various disciplines included: psychology, human science and administration and research strategies like interviews, case studies and lab examinations that marked organizational diversity becomes an issue in concepts and processes of management. Diversity management is observed as a basic component for business accomplishment in Human Resource Management. The primary goal of diversity management is to make culturally diverse organizations in which people with different cultural backgrounds can contribute and can achieve higher potential. Diversity Management is considered as a superior methodology that focuses on admiring unique workers. A diverse workforce can maximize   the development of advanced products and services, improve market share, and enhance base of clients. Managers and human resources management need to develop various fruitful approaches to make culturally open environment in the workplace. Also, Human Resources managem ent should make an open and comprehensive culture-oriented environment, in which everybody helps each other to enroll, and they can show their talents. The three variations such as communication, team building, and time are essential elements to achieve good performance from employees. Organisations can provide cultural competence ability training includes familiarity with own cultures, knowledge about other societies, tolerance states toward social contrasts to mitigate cultural difference problems. It is very important for the managers and workers to ponder why culture-oriented environment is a cutthroat advantage, and how cultural differences are beneficial for better performance. HR has regular job to improve and manage cultural differences in corporations. For instance, they can develop fun games or intelligent recreations on qualities for associates in the workplace. They should support and provide suggestions to adopt another culture and maintain their own culture at the same time. HR should build diversity-based teams because social contrast can construct significant groups (Laurent, 2005). According to Ratna, Sethi, Abrol, Gupta Agrawal (2016), it is proposed that the level of learning of a cultural environment is an directly correlated with   HR systems and practices. There is an organization named as Golden Eagle Sagar, the combination of Golden Eagle and Sagar Inc., are confronting issues after combined because of insufficient decent variety administration. It is presumed that companies can utilize two methodologies that can do a good job to manage diverse workforce for instance i.e. training to employees, managers and other employees who work with diverse groups. Investigators examined social measurements, nature of any level of blended culture and significance of humanist factors in the employees of global companies in Africa. The outcomes demonstrated how this organization could enhance its HRM rules and regulations because of perceiving local cultural dimensions in the meantime as reconsidering some difficult problems such as remuneration. There is another situation of HRM supervisor in the bank of Quebec, Canada. The management of bank involved diverse workforce by expanding ethnic groups and cultural minority portrayal and by decreasing discrimination between employees. HRM methods should be planned and executed to encourage enrollment, selection, integration and growth of cultural diversity. In China. Chinese are affecting the HRM of Italian organizations. Rewards and Challenges Culturally diverse workforce has various benefits and consequences for the organizations. The first positive impact is that workers of different cultures have different experiences, thoughts and knowledge which is beneficial to examine any stuff or problem very easily in workplace. Another is, these corporation have great opportunity to spread their business in other nations because management can know about local customs, religions, rules and regulations of other counties by gaining knowledge and information from individual workers. For example, An American company which is trying to expand their business in India can get information about Indian governmental and state levels laws, tax and insurance regulations. Information about the different cultures can reduce the expenses of organization because concerned employees and leaders have in-house trainers and practitioners, so they can save time, money and energy. Culturally diverse workers are useful for the associations to grow busi ness from office to online commercial center. Diversity is helpful to maximize organizations recognitions, approaches, techniques, projection of new item, improvement of promoting plan, production of new thoughts, outline of new activities and appraisal of developing patterns.

The Invention and Evolution of Television Essay - 781 Words

The Invention and Evolution of Television The television is an invention that without a doubt changed the world. Televisions have been available for the public to own since the early ‘40s. Like every invention the Television’s popularity started off slow. At the end of World War Two about 8,000 households owned a television. At this point in time televisions were all black and white, small, and had no more than a few channels to choose from. The programming consisted of entertainment and there was little focus on news. One of the main reasons for this was that with the technology they were not able to broadcast up to date news programs. In 1962 Telstar was launched. Telstar was the first private communications satellite, and it†¦show more content†¦This further created space for more channels and for the content to be broadcasted more clearly. With all of the technological changes in the television there were far more social changed domestically and internationally because of its invention and progression. One of the most important effects television has had on society is the way we get our news. Many people know what is going on in the world because of television. They get all of their news form it, and with out it would have little idea of what is going on in the world. The invention of television made it possible for people to actually see what was going on in the world, opposed to radio and newspaper where you can only hear and read what is happening. The fact that you could now see the news brought a bought great social change in many aspects of society. The presidential debates were now broadcasted over the television an people could now base their decision on appearance, also the Vietnam war was in a way broadcasted through television, revealing the brutality for all of society to see. Vietnam was also the first Ame rican war to bring out a great deal of protestors. This may have been due to its broadcasting over television. It is also arguable that television dictates how the majority of society acts in general. People especially kids try to emulate the way people act, dress and basically do everything. And all they are emulating is what the large corporations, which controlShow MoreRelatedJksdjk1067 Words   |  5 PagesThe Invention of Television † Student’s name: Ahmed masoud Al Reyami H00134790 Fahad Ahmed H00247616 Abdullah yaqoob Mrs.: Julie Richards The Invention of Television ------------------------------------------------- When you ask the question--who invented television, you may get a few different answers! Television was not invented by a single inventor, instead many people working together and alone over the years, contributed to the evolution of television. * In Sorbonne, France1922Read MoreIs Television Our Utopia? 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Undertaking A Project

Question: What are the various ways that we engage with our fellow teammates when undertaking a project? Answer: As a student at times class projects tends to be tiresome and complex because of the various ways that we engage with our fellow teammates when undertaking a project (Lock, 2013). Therefore, in our case during the completion of our 2A assignment at the last day of our second intensive we had somehow an inclusive setting in our group. Here, the primary aspect that we had first is that of being consistent with the teachers demands and the academic expectations that could promote learning and socialization in our group. Hence, this aspect of appropriate academic, behavioral and social skills could allow us to effectively work on our class requirements. Therefore, this aspect tended to be effective in the sense that it could recognize close relationship between our positive behavior and effective following of instruction (Markopoulos, 2009). Thus, this aspect tends to be integral since it could give us the correct engagement and appropriate curriculum whereby it allowed us to be innovati ve, motivated and have differentiated teaching practices via instructional accommodation. Still on the aspect view point in our project management the consistency aspect was quite significant in our case because of the positive behavioral support system in the group. Therefore, this greatly collaborated our support to learning and positive behavior via collaboration and commitments among the group member (Hamel et al, 2007), where we could: Agree on the unified expectations of our answers. Have a wrap around our assignment interventions It could also create a warm, safe learning environment that was significant in our project management. It made it easy to understand and address our opinions based on the project. We were also able to understand the behavior via observation and measurable terms through listing of team members characteristics. Therefore, it could promote cooperation in a unique way. Also through cooperative learning could assist us completion of our project. Technically, cooperative learning is following the instructions pertained to our projects. Hence, this aspect was such a powerful ingredient since the more the project 2A required mutual interdependence, collective problem solving and striving to a common goal the more it became better to achieve the potential brought about by cooperative learning offers (Gennaro, 1996). Cooperative learning was worth the effort in our case as it could: Provide positive results to our learning compared to individual conditions. It could also provide diversity in our learning styles which needed more time compared to direct instruction. Through the aspect of cooperation in our group we could learn different interpersonal and collaborative skills that could be significant when undertaking our future assignments. This aspect was still significant since it could produce a high level of engagement that wasnt viable in other forms. Hence, it could promote effective communication, develop relationship awareness and create motivation among groups. Lastly, this aspect was a powerful tool that could enhance several transformative goals which could build communal bonds between us, lowering levels of conflict resolution on answers developed by team members; it could also promote learning between each other and learning to be an effective team members so as to complete the project. My experience in the group when conducting class work was quite good for instance we could motivate each other when stuck in certain class works. Hence, this greatly influences my levels of motivation. Also the effective communication in the class work was quite proficient since the levels of interaction were effective since there was full engagement of team member, and they all contributed well in solving the class issues. As stated above working in teams at times tends to be complex. Therefore, a lot of difficulties could be witnessed in our group when trying to work on the project given. Hence, at times we could disagree on the basis of a number of reasons such as: Viewing things differently because of the different understanding. Such differences werent that important, since such personal differences could clash with the emotional needs of our group members and could lead to a conflict. Conflict in a group is perceived to be the interaction of two individuals or groups in a single situation, but they also see the situation at different angles. For example, different members in our groups could disagree on different levels of motivation styles, thus it was hard to come up with one concrete answer. Having different principles, styles, values, slogans and beliefs among group members was also a challenge. Therefore, it was hard to try and convince some team members that this is the correct opinion. Thus contradiction mainly leads to people wanting different things and thus conflict arises (Van Dyne, 2008). For example it was hard to determine the correct conflict sequence because of the reason mentioned above on viewpoint differentiation. It was also hard to get team members in my group on a specific opinion because of the ideological and philosophical understanding outlooks. Hence, each member had different concepts, objectives and ways in regards to reacting to the project 2A provided. As a result we could experience conflicts of ideas and it was such a challenge in our task completion. It was sometime so typical that team members could agree to disagree under certain situation of the project. Such a conflict was necessary and pleasurable for them but it could lead to difficulties in task completion (Frey et al, 2007). Force a necessary ingredient in conflict situation could also be witnessed in our group. Sometimes force is ethical or emotional, thus it could withdraw cooperation or approval. Hence, this difficulty could lower our generation of strengthening and termination of the rising conflicts. Fear on what results that we might get was also a difficulty to our group. This is because someone fears of setbacks; reprisal, disgrace or hindrance could act as factors that escalate levels of conflict in groups and difficulty in task completion. The above difficulties could jeopardize our project, and there was the need of coming up with sufficient strategy that could solve this issues. Pertained to our class studies I considered using the emotional intelligence aspect in tackling some of the emerging difficulties. Based on our class notes emotional intelligence tends to be the ability to understand and manage emotions that exist around us. Hence, it provides one with diverse skills such as being able to manage relationship among team members, influence as well as inspiring others. Every individual is known to have a certain levels of effectiveness, but emotional intelligence tends to boost this levels. The aspect of emotional intelligence in project management has been considered to be important because of the productivity, efficiency, and collaboration among team members (Phillips, 2006). The following are the ways in which I could integrate the emotional intelligence aspect is solving some of the difficulties that we face d in our group: Effective communication-emotional awareness and management is built on the foundation of being able to clearly express your thoughts. Hence, having emotional intelligence tends to increase the assertiveness of effective communication (Tsoukas et al, 2011). Thus, the aspect of effective communication could provide directions on the best strategy pertained to our project, since one is able to determine if the team members are listening towards cooperation and avoidance of conflict. Emotional management- the prior skills of emotional intelligence increase the levels of staying aware of the feelings. It also assists in understanding the next strategy in handling of such emotions. Therefore, we could reduce the fear difficulty. This is because at times the team members might rush to headlong and could lead to complexities. Therefore, keeping emotions in check tends to be vital as it ensures that each persons opinion is respected, also the decisions being selected are the best. Self awareness- emotional intelligence tends to increase our assertiveness of self awareness. Such an aspect in our team was necessary because it could help us in understanding the strengths and the challenges that may result (Porter et al, 1996). Hence, this aspect also assists in addressing challenges of response from each persons point. Therefore, because of this in future we can easily handle and address such problems and handle any future complications. We still could also assert that the self awareness issue converge peoples thinking styles and reduce their levels of disagreeing. As a result the chosen degree of thought tends to be effective in handling of our project. Lastly, the behavior that I felt wasnt good and was committed by some of our team member is that of competition. It is known that when group members compete in a group they tend to develop hostility and negative attitudes. Therefore, the winner takes all mentality is likely to be the resultant effect of this competition character. As a result of this undesirable effect of competition the likely result is that it would affect our results. Since, success of an independent party relies on the participation of another party. Such type of competition may damage the entire project of the group, and could promote anger, decreased respect and low team work (Tsoukas et al, 2011). Hence, such a factor should be greatly discouraged, and therefore to elevate such a problem I could promote some form of harmony among group members. Harmony tends to be critical in the sense that it promotes collaboration and team work between team members. References Richman, L. L., Richman, L. L. (2011).Successful project management. New York, American Management Association. Heldman, K., Mangano, V. (2011).PMP project management professional exam review guide. Indianapolis, Wiley. Hamel, J., Nicholls, T. L. (2007). Family Interventions In Domestic Violence: A Handbook Of Gender-Inclusive Theory and treatment. New York, Springer Pub. Porter, E. H., Rollins, M. L. (1996). Relationship awareness theory: manual of administration and interpretation. Carlsbad, CA, Personal Strengths Pub. Li, G. (2010). Phonological processing abilities and reading competence theory and evidence. Bern, Peter Lang. Phillips, S. R. (2006). Creating effective relationships: a basic guide to relationship awareness theory. Carlsbad, CA, Personal Strengths Pub. Tsoukas, H., Chia, R. C. H. (2011). Philosophy and organization theory. Bingley, U.K., Emerald. Project Management Institute. (2004). A guide to the project management body of knowledge (PMBOK guide). Newtown Square, Pa, Project Management Institute. Markopoulos, P., Ruyter, B. D., MACKAY, W. (2009). Awareness systems: advances in theory, methodology and design. Dordrecht, Springer. Gennaro, R. J. (1996). Consciousness and self-consciousness: a defense of the higher-order thought theory of consciousness. Amsterdam, John Benjamins Pub. Ang, S., Van Dyne, L. (2008). Handbook of cultural intelligence: theory, measurement, and applications. Armonk, N.Y., M.E. Sharpe. Sieloff, C. L., Frey, M. A., King, I. M. (2007). Middle range theory development using King's conceptual system. New York, Springer Pub. Co..