VALUING DIVERSITY- ROLE OF A MANAGER
Skill Concepts and Behaviors
Diversity covers a wide variety of issues, including communicating with employees, whose first language isnâ€™t English, helping a diverse team cope with conflict, learning which rewards are valued by different groups, and dealing with discrimination. You can improve your handling of diversity issues by following these eight behaviors.
Embrace diversity: Successfully valuing diversity starts with accepting the principle of multiculturalism. Accept the value of diversity for its own sake — not simply because you have to. You need to reflect your acceptance in all you say and do.
Recruit broadly: When you have job openings, work to get a diverse applicant pool. Avoid relying on referrals from current employees, since this tends to produce candidates similar to your present workforce.
Select fairly: Make sure your selection process doesnâ€™t discriminate. Particularly, ensure that selection tests are job-related.
Provide orientation and training for minorities: Making the transition from outsider to insider can be particularly difficult for nontraditional employees.
Sensitize all employees: Encourage all employees to embrace diversity. Provide diversity training to help all employees see the value in diversity.
Strive to be flexible: Part of valuing diversity is recognizing that different groups have different needs and values. Be flexible in accommodating employee requests.
Seek to motivate individually: You need to be aware of the background, cultures, and values of employees. What motivates a si0ngle mother with two young children and who is working full time to support her family is likely to be different from the needs of a young, single, part-time employee or an older employee who is working to supplement his or her retirement income.
Encourage employees to embrace and value diverse views. Create traditions and ceremonies that promote diversity. Celebrate diversity by accentuating its positive aspects. But also be prepared to deal with the challenges of diversity such as mistrust, miscommunication, and lack of cohesiveness, attitudinal differences, and stress.
A manager or the superior must be aware of the back ground, cultures, and values of employees. The motivation factors for a full time working mother to support her two young children are different from the needs of a young, single, part-time employee or an older employee who is working to supplement his or her retirement income.