Compare And Contrast Two Examples Of Workplace Orientation
This sociological analysis paper will analyze the case of Monica Harwell, who is a female of African-American origin working at the Con Edison electrical utility company. She faced discrimination from her colleagues because of the color of her skin and the fact that she was a woman. Nevertheless, despite her qualifications and her hard work to the extent of even going back to school to better her career, which made her more qualified than most of her colleagues, Monica Harwell faced a lot of discrimination amongst her work mates, her case was so severe that she would even go urinating in the woods while at work, other colleagues would speak behind her back just to make sure that she does not progress in her career, she is even reported saying
It seems that in order to have the particular location to embrace the cosmopolitan
The same is true for African American individuals in the work force. The workforce claims to give everyone a fair and equal hand, but often times African Americans are given the short end of the stick. This lack of opportunity leads me to question the structural conditions that have created cultural patterns that reinforce disadvantage. The structural issues of inequality in the workforce lead many individuals to have a stigma towards African American individuals. This stigma taint’s society’s view towards this group and allows them to make judgements on other aspects of their lives.
Legal and cultural changes over the past forty years resulted in numbers of women and people of color into companies’ professional and managerial ranks. Despite these remarkable advances made in the United States world of business, the political correct side of things is a double edged sword. “While it has helped many traditionally underrepresented employees to experience their workplace as more inclusive, the PC rule book can hinder employees’ ability to develop effective relationships across potentially divisive group differences. Companies need to equip workers with skills—not rules—for building these relationships” (Davidson). Essentially, a company cannot mandate a high-quality relationship as successfully as one that is formed through discussion and learning tools rather than laws.
There is diversity when it comes to race, age, and education. For example, my manager is a lady of color, and my assistant manager is Hispanic. All the employees ages ranges from 45 to 23 to 19, and more ages in between. Finally, our education is different. I am the only one in college while the rest of the employees were finished after high school.
In short, Cosmopolitanism is a belief in which all are accepted, no matter how similar or different one is from another. Appiah is very passionate about sharing these ideal for she believes that they can change and solve many problems in the world today. Appiah fits the ideals of passive acceptance because he
From my perspective, different theoretical orientations are beneficial for different types of populations. I do not believe one theory fits all, as everyone has different attachment, and developmental levels. In the duration of the graduate program, I have been exposed to various theoretical approaches such as attachment theory, cognitive-behavioral therapy (CBT), psychodynamic, person-centered therapy, acceptance commitment therapy (ACT), and a few others. However, I have encountered cognitive-behavioral therapy (CBT), acceptance commitment therapy (ACT), and play therapy to be favorable when treating children/adolescents.
Using ethos to motivate the African American people to never stop working hard no matter that they face. Starting with the fact that African Americans would only help America reach even higher feats he white man would still oppressed them,“the
Using ethos to motivate the African American people to never stop working hard no matter that they face. Starting with the fact that African Americans would only help America reach even higher feats he white man would still oppressed them,“the
The race-cognizant strategy has turned into a self-supporting power in the cutting-edge working environment. Where organizations once complied with a worldview of "consistency," in which they embraced governmental policy regarding minorities in society to fulfill another legitimate system, they presently observe the guideline of "variety," which supports race cognizance as an end in itself. If civil rights philosophy is the food that colleges and organizations provide for their understudies and representatives, variety is presently the air that they inhale, the arrangement of underestimated suspicions without which woke thoughts would be disregarded (Lehman, 2021). Conclusion Racism has caused a negative impact on the community over the ages.
“The worker needs to be respectful of a client’s thoughts and feelings when they speak of past and present encounters and not judge the validity of whether these feelings are warranted” (Graham, Sorenson, Hayes- Skelton, n.d). As a result, a worker would need to have an understating that colorism is one that runs generations old and comparatively deep. Almost all African Americans have been influenced or shaped by this division in one way or another.
A study indicates that dark-skinned African Americans face a distinct disadvantage when applying for jobs. Matthew Harrison, a doctoral student at UGA undertook the first significant study of "colorism" in the workplace. He found that a light-skinned black male can have only a bachelor's degree and typical work experience and still be preferred over a dark-skinned black male with an M.B.A. and past managerial positions, simply because expectations of the light-skinned black male are much higher, and he doesn't appear as “menacing' as the darker-skinned male applicant.” This finding is possibly due to the common belief that fair-skinned blacks probably have more similarities with whites than do dark-skinned blacks, which in turn makes whites feel more comfortable around them. (Harrison
- Ways in which diversity can impact on work and work relationships - The similarities and differences that exist between you and your work community may have an impact on your work. Everyone around you will have similarities and differences, there is a reason we are all individual people, we are all different and have something different to offer. Culture plays an important part in shaping a person’s behaviour. Cultural values and beliefs provide a framework for people to make assumptions about and respond to their situations and or circumstances. Culture also strongly influences perceptions and expectations.
At the same time, this book joins others in the rejection of a cosmopolitan interpretation of national identity and nationalism. Miller bases his rejection on the grounds that cosmopolitanism is self-defeating and requires equal access to cultural opportunities,
Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part
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