Diversity
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slideshow on the benefits of diversity; primary and secondary dimensions of diversity; assimilation and diversification
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Diversity Powerpoint
Presentation on the definition of diversity, identifying diversity, and acknowledging the benefits of diversity.
Diversity
The document discusses workplace diversity and how to manage it effectively. It defines diversity as recognizing, appreciating, and utilizing the unique talents of all individuals. It also discusses the challenges of managing a diverse workforce, such as resistance to change, interpersonal conflicts, and retention issues. However, it notes that diversity can provide benefits like new ideas, better problem solving, and an improved company image. It provides tips for managing diversity, such as embracing multiculturalism, recruiting broadly, selecting employees fairly, providing training, and being flexible. The conclusion states that diversity increases innovation if managed properly.
Diversity In The Workplace
This document summarizes key points from a Harvard Business Review article about embracing diversity in the workplace. It discusses how Marshall Goldsmith argues that differences can help build great organizations, but also create tension that leaders must understand and spread throughout an organization. It also notes that today's diverse workforce in terms of skills, lifestyles, religions, genders, and ages is a competitive advantage if an organization changes to succeed in a changing marketplace and consumer base.
diversity
This document defines diversity as differences between people in terms of characteristics like race, gender, age, religion, and disability. It discusses diversity management in recruitment, training, communication, and career management. The benefits of diversity include greater innovation, creativity, and problem-solving abilities in diverse groups. However, diversity can also lead to issues like conflict, harassment, and lower satisfaction. Managing diversity effectively presents challenges with communication, resistance to change, and implementation. The conclusion states that embracing diversity inspires high performance and allows organizations to better serve diverse customers and markets.
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This document discusses diversity and managing diversity in the workplace. It begins by defining diversity and providing examples of diverse attributes such as age, gender, religion, and disability. It then addresses challenges of diversity like biases, barriers, and stereotyping. The document emphasizes that managing diversity creates business benefits such as access to a wider talent pool, better decision-making, and improved productivity and morale. It provides tips for effective diversity management, including promoting awareness, fostering open communication, implementing fair policies, and ongoing diversity training. The overall message is that a diverse and inclusive workforce reflects the changing world and strengthens an organization.
Cultural Diversity
Cultural values form the core of cultures and can include factors like time orientation, family obligations, communication patterns, interpersonal relationships, gender, education, socioeconomic status, and religious beliefs. Cultural diversity is important for businesses and communities to not only survive but thrive, as all community members need to feel respected and utilized. A culturally diverse workplace can provide benefits like improved customer service, access to new markets, and innovative ideas from a range of viewpoints, while a lack of diversity can lead to tensions, low morale, and poorer service quality.
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This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.
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Diversity Powerpoint
Presentation on the definition of diversity, identifying diversity, and acknowledging the benefits of diversity.
Diversity
The document discusses workplace diversity and how to manage it effectively. It defines diversity as recognizing, appreciating, and utilizing the unique talents of all individuals. It also discusses the challenges of managing a diverse workforce, such as resistance to change, interpersonal conflicts, and retention issues. However, it notes that diversity can provide benefits like new ideas, better problem solving, and an improved company image. It provides tips for managing diversity, such as embracing multiculturalism, recruiting broadly, selecting employees fairly, providing training, and being flexible. The conclusion states that diversity increases innovation if managed properly.
Diversity In The Workplace
This document summarizes key points from a Harvard Business Review article about embracing diversity in the workplace. It discusses how Marshall Goldsmith argues that differences can help build great organizations, but also create tension that leaders must understand and spread throughout an organization. It also notes that today's diverse workforce in terms of skills, lifestyles, religions, genders, and ages is a competitive advantage if an organization changes to succeed in a changing marketplace and consumer base.
diversity
This document defines diversity as differences between people in terms of characteristics like race, gender, age, religion, and disability. It discusses diversity management in recruitment, training, communication, and career management. The benefits of diversity include greater innovation, creativity, and problem-solving abilities in diverse groups. However, diversity can also lead to issues like conflict, harassment, and lower satisfaction. Managing diversity effectively presents challenges with communication, resistance to change, and implementation. The conclusion states that embracing diversity inspires high performance and allows organizations to better serve diverse customers and markets.
Diversity in the workplace
This document discusses diversity and managing diversity in the workplace. It begins by defining diversity and providing examples of diverse attributes such as age, gender, religion, and disability. It then addresses challenges of diversity like biases, barriers, and stereotyping. The document emphasizes that managing diversity creates business benefits such as access to a wider talent pool, better decision-making, and improved productivity and morale. It provides tips for effective diversity management, including promoting awareness, fostering open communication, implementing fair policies, and ongoing diversity training. The overall message is that a diverse and inclusive workforce reflects the changing world and strengthens an organization.
Cultural Diversity
Cultural values form the core of cultures and can include factors like time orientation, family obligations, communication patterns, interpersonal relationships, gender, education, socioeconomic status, and religious beliefs. Cultural diversity is important for businesses and communities to not only survive but thrive, as all community members need to feel respected and utilized. A culturally diverse workplace can provide benefits like improved customer service, access to new markets, and innovative ideas from a range of viewpoints, while a lack of diversity can lead to tensions, low morale, and poorer service quality.
Diversity Awareness in the Workplace
This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.
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- However, greater socializing across cultures may foster understanding and collaboration over time. Bringing people together casually in low-pressure settings could help break down barriers.
- Rather than taking unilateral action, the employee should discuss observations respectfully with coworkers and managers to get input and buy-in. A top-down diversity initiative may be more effective than individual efforts.
- The work environment appears functional as is. Forcing integration risks undermining that if coworkers feel pressures on their personal lives and friendships. Voluntary participation is
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The Home Depot introduced its Multiculturalism Initiative to promote an inclusive work environment. It aims to embrace diversity and ensure all associates feel valued. The initiative involves assessing the company's current diversity efforts, identifying gaps like increasing diverse hiring and flexibility, and developing a strategic plan. This includes programs to promote diversity, provide work-life balance, and prevent harassment. Progress will be evaluated using job satisfaction surveys, business scorecards, and analytics to revise the plan and ensure it achieves the goal of an inclusive environment where all associates can contribute fully.
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Discussion InstructionPrior to beginning work on this discussion.docx
Discussion Instruction
Prior to beginning work on this discussion, review the illustration of 10 clusters of world culture below according to GLOBE in Northouse (2018).
Choose one of the 10 clusters and identify key elements a leader needs to understand to be effective in leading an organization in that country cluster
Clusters of World Cultures
GLOBE researchers divided the data from the 62 countries they studied into regional clusters.1 These clusters provided a convenient way to analyze the similarities and differences between cultural groups (clusters) and to make meaningful generalizations about culture and leadership.
To create regional clusters, GLOBE researchers used prior research (e.g., Ronen & Shenkar, 1985), common language, geography, religion, and historical accounts. Based on these factors, they grouped countries into 10 distinct clusters: Anglo, Germanic Europe, Latin Europe, Sub-Saharan Africa, Eastern Europe, Middle East, Confucian Asia, Southern Asia, Latin America, and Nordic Europe (Figure 16.1). These 10 regional clusters are the groupings that were used in all of the GLOBE studies.
To test whether the clusters, or groups of countries, were valid, researchers did a statistical analysis of questionnaire data collected from individuals in each of the clusters. Their results indicated that the scores of respondents within a cluster correlated with one another but were unrelated to the scores of respondents in different clusters. From these findings, they concluded that each cluster was unique. In sum, these regional clusters represented a valid and reliable way to differentiate countries of the world into 10 distinct groups.
Figure 16.1 Country Clusters According to GLOBE
Source: From Culture, Leadership, and Organizations: The GLOBE Study of 62 Societies, by R. J. House, P. J. Hanges, M. Javidan, P. W. Dorfman, and V. Gupta (Eds.). Copyright 2004 by SAGE Publications, Inc. Reprinted with permission.
However, further research has pointed out that there are limitations to the clusters developed by the GLOBE studies (Brewer & Venaik, 2014). For example, India, which falls into the regional cluster of Southern Asia, has been found to have nine distinct subcultural regions, some of whose values are in contradiction to others (Dheer, Lenartowicz, & Peterson, 2015).
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In an effort to characterize the regional clusters, GLOBE researchers analyzed data from each of the regions using the dimensions of culture described earlier. Table 16.1 provides a classification of the cultural clusters in regard to how they scored on each cultural dimension. In the table, the nine cultural dimensions are listed in the left-hand column; the high-score and low-score regional clusters are provided in the next two columns. These are the regional clusters that were significantly higher or lower on particular dimensions than other regions. From these data, several observations can be made about the characteristics of these re ...
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Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
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Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
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Diversity
- 2. Diversity refers to those human qualities that are different from our own and outside the groups to which we belong, yet are present in other individuals and groups. nagaRAJU
- 3. 1 2 3 4 Differentiate between assimilation and pluralism nagaRAJU
- 5. nagaRAJU Find differences between you and another participant
- 6. nagaRAJU 1. One step to the right 2. One step to the left
- 7. nagaRAJU
- 9. nagaRAJU Race Gender Two Categories
- 11. nagaRAJU 1. new ideas and opinions 2. increased team morale and motivation 3. more enthusiastic and active members 4. collaborative environment 5. increased membership and retention 6. new projects and ways of doing things 7. new resources 8. acceptance of change 9. pluralistic environment
- 12. nagaRAJU
- 13. nagaRAJU What kind of culture existed in the Land of Penguins? (conformity, sameness, resistance to change, assimilation) How did their organizational culture affect the others? (unappreciated, didn’t feel valued, demotivated, frustrated) What were the disadvantages of the organization? (sacrificed creativity, lost productivity, advantage of individual skills not taken) Did the Land of Penguins embrace diversity? (yes, no)
- 14. nagaRAJU How much did the penguins benefit from the diverse talents and skills of other birds? What were the advantages of the Land of Penguins organization? (stability, everyone knew what was expected) Penguins practised a form of diversity called “assimilation.”
- 17. nagaRAJU Does you club restrict membership to intentionally exclude any dimension of diversity?
- 18. nagaRAJU
- 19. nagaRAJU
- 20. 1 2 3 4 Differentiate between assimilation and pluralism nagaRAJU
Notas do Editor
- Do you believe that leadership skills are in born, or acquired? Have you been a lion longer than 4 years? Are you older than 40? Which do you like? Coffee or tea? Which skills are more important for a leader – communication skills or conflict resolution skills? Are you a creative thinker? Though we may be similar to one another in some ways, we may be very different from one another in other ways. A group of similar people can represent diverse opinions, thoughts, ideas, genders, ages, races, and appearances. This diversity can encourage new perspectives, ideas, and ways of doing things that we might not have considered before.