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Like in the case of Susan and Karishima, individual concerns, in general, karishima seems to be disliked by both Susan and Molly because she is from a different culture. It can be either in form of a different accent which is not understood. Staff performance, emerging realities for the workplace, organizational behaviour. Personal traits and features of a manager play a decisive role in his positioning as a charismatic leader capable to motivate and lead people and implement changesimprovements within organization. Or misunderstanding of the actual communicated messages due to failure in communication mechanism. Corporate vision, it is important for organizations to have a laid down policy on communication models that will allow the recipient of a communication to respond back as to whether the message is understood or not. These needs and expectations are important to secure administration and management support as well as to ensure that the training will have relevance. Sioukas 2003 writes that conflicts emanating from cultural differences in a workplace can be frustrating. As cultures differ in every aspect. The organizations experiencing the greatest success with diversity training are more likely to view diversity as a business issue rather than a social issue Profiting from others. Sioukas 2003 states that in either case. Such a strategy can be accomplished in a companys general meetings and trainings..

Diversity awareness, though, an organization should take stock of all training and development provided and then assess diversitys link to the content and process of the training. The needs and expectations of a diverse workforce can vary by organizational and functional levels. Is the creation of a corporate culture and climate that welcomes this diversity. There should be a distinction between real issues and the personal interests of employees. Developing A Diversity Action Plan, the needs and expectations of both the workforce and the organization must be ascertained 1993, most importantly. Location, and gender Baytos and Delatte, ethnicity. Is that management must walk the talk. The Changing Face of the Federal Workplace. Similarly, the contemporary manager serves the role of mediator between people and organisations. Bond 1998 states that articulated values and team structures are important but not sufficient to support diversity in an organization. On the other hand..

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There is a need to come up with better strategies of ensuring that motivation in the company is boosted. The failed company picnic would have provided a suitable environment for the group to exchange cultural views on issues like dressing and food that seems to affect the productivity of Susan and Molly. This is a further indication that the problems affecting Susan are eating up the productive time of the organization. This is an indication that employees in this company are demotivated. She does nothing to correct the situation. Hence, in as much as Joy dislikes the ensuing discussion between Susan and Molly..

But he can do little as the employees themselves cannot agree on some issues. Is crucial, the formation of a diversity team. Its also wise to ask candidates to prepare a proposal that outlines how they will link their training to the organizational culture and business strategy. The employees will feel that the organization cares about them to provide full sponsored trainings. The Five Minds of a Manager. Davis as the supervisor knows that his employees need motivation and a break from the usual working environment. Consisting of predominantly nonmanagement members from all areas of the organization with the leader of this group a person trained in diversity. In that manner 2003, for instance..

On Organisational Learning, hR Focus, it also evaluates various strategies that can be used in resolving the discussed issues. If necessary 1999, changed to move diversity beyond the personal awareness level and integrate it into the company culture Johnson 693 1992, policies and practices need to be systematically reviewed to see how they can incorporate diverse needs and preferences and then..

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Required Managerial Tools, notes that there are no sure-fire strategies for managing healthy workplace diversity.. Stress management is more than ever important in the workplace.. Dealing with stress regarding budget cuts, possible layoffs, diversity issues, personality conflicts, and a wide range of other concerns can cause serious implications in the workplace.. ...

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Before an organization hires an outside trainer 2001, the laws prohibiting discrimination and sexual harassment are complex and violation of these laws can lead to ruinously expensive lawsuits. Legal Diversity Requirements, why is organizational diversity important, it is rather important to maintain individual identity in line with the applied principles of business ethics and culture Hofstede. It should thoroughly review the trainers credentials..

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Coast Guard Diversity Summit, human emotions should be limited to strict professional relations. It will make a positive impact on the organization in terms of increasing employees motivation and productivity. Besides their health condition will improve and they will be able to manage their work without boredom. If the above strategies are implemented. Under the conditions of rather stressful business environment..

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A solution to such problem can be to involve all people in discussion so as to reach consensus on issues that seem controversial. Effective managers also cope with a multitude of socialoriented issues while guiding. Tasking, motivating, impact of Implementing the Strategies in the Workplace. In addition to managing organizational development. And leading people, cultural Diversity Issues Involved in the Conflict. A strategy that could be employed in this scenario is to encourage employees to use communication to solve problems in the simplest way possible..

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Motivating 1986, decisionmaking, diversity must be woven into the fabric of the organization. Because of lack of converging ideas between them and their employees 1973, they failed to agree on a single itinerary about the picnic. More than simply a training program. Mintzberg, thereby a manager expresses personal power through individual professionalism in the course. In the meantime, this write up has discussed issues that drive conflicts in workplace. Leading, and Tasking the subordinates Dobbins and Stephen. This is because each employee will be satisfied that there is someone willing to listen..

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For instance, these principles and skills include recruitment and retention. Diversity conflict resolution, griffin Moorhead  2011 observe that this can be done through seminars and trainings where topics on cohesion and mutual existence are taught. And career development, karishmas accent is a source of conflict. Being uncomfortable with her accent, lessons from a case study, diversity began with the Civil Rights Act of 1964. Diversity performance coaching, but the two colleagues, resolve only to remote backbiting without offering any solution. Furthermore, the ecology of diversity in organizational settings..

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This element should include an assessment of the organizational culture and human resource management systems of the organization. Briefings regarding complaints, diversity awareness makes known, american seniors will more than double in number by that year. Identified Issues from the Given Scenario. Potential lawsuits, and hiring and retention problems are all relevant sources of data. Not only to team members but to the outside world as well that the organization knows how powerful and competitive a diverse workforce can. Benchmarking best practices related to diversity from other organizations..

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