Cultural Diversity Competence

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Cultural Diversity Competence

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Cultural Diversity Competence

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Questions:
1.Reflect on any Social and Cultural Perspectives and biases that could potentially impact on the services provided to Brad. What strategies can you put in place to overcome these perspectives and biases?

2.Reflect on how limitations in your self- awareness and social awareness may impact on the service you provide Brad? Identify how you can work with these limitations to ensure Brad receives the service that he needs.

3.What Positive actions could you take to engage with Brad?

Answers:

1.The ATSI culture of Australia refers to the Aboriginal and Torres Strait Islander community, which consists of people with a traditionally patterned way of behavior. It includes belief, land, language, spirituality, ways of living and also working, relationships, identity and artistic expression. Brad, who belongs to this community, faces biasness on social and cultural perspectives, at his workplace.
REFLECTION: Firstly, the management’s discrimination and prejudice, which includes negative behaviors or attitudes and stereotyping, will harm his working relationships and morale. Secondly, ineffective communication, language, culture and perceptual barrier leads to confusion, low morale and lack of team work in the workplace. Thirdly, employees “we have always done it in this way” mentality needs to be changed as it hampers progress and silences new views and ideas.
STRATEGY: Organizational managers should promote diversity in the leadership positions. Diversity trainings must take place on a monthly basis and it should be used to shape the company’s diversity. Managers should organize employee satisfaction survey as it will provide comprehensive reporting and arrange social gatherings and business meetings, where all the employees must participate which may help them to feel free and communicate their ideas and experience. It helps in building successful workplace diversity in the organization’s policies. Moreover, employees like Brad, can take legal actions and file a complaint against the organization, if they face workplace diversity.

2.There are several limitations in the self and social awareness which may have an impact on Brad, who had faced the management’s discrimination and prejudice. The management’s and associate’s negative behaviors and attitudes that include stereotyping, discrimination and prejudice would harm his working relationships and morale (Hogan 2012). Ineffective communication leads to confusion, low morale and lack of team work in the workplace. Moreover, employees have a mindset which is “we have always done it in this way”, this mentality needs to be changed as it may hamper his progress, new views and ideas. Employees who may not want to accept the social and cultural change at their workplace would demotivate him to a huge extent (Sohmen 2013).
Respecting differences of every individual, like Brad, proves to be beneficial at the workplace. It creates competitiveness and increases work productivity as well. Managing diversity benefits the associates by creating safe and fair environment where each and every employee has the access to opportunities as well as challenges (Price, 2012). Proper management tools must be applied in a diversified workplace to educate the employees about diversity and the issues related to it, including rules and regulations. Moreover, Brad can take legal actions if he feels that the management is being partial to him (Santos, Soares and Carvalho 2012).
3.The effectiveness of team work depends on how the team members are working to achieve a common goal. Good team members know how to maintain peace and harmony. Brad must be given the opportunity to work with teams and his participation needs to be encouraged. He must be given the opportunity to speak and share his views and opinions regarding the company’s benefits (Roth and Markova 2012). Moreover, when any official ceremonies or events are held, he must be informed beforehand so that he doesn’t feel left out. Brad can take legal actions if he feels that the management is having negative attitude or biasness towards him (West 2012).

References
Hogan, M., 2012. The four skills of cultural diversity competence. Cengage Learning.
Price, K., 2012. A brief history of Aboriginal and Torres Strait Islander education in Australia. Aboriginal and Torres Strait Islander education: An introduction for the teaching profession, pp.1-20.
Roth, L.M. and Markova, T., 2012. Essentials for Great Teams: Trust, Diversity, Communication… and Joy. The Journal of the American Board of Family Medicine, 25(2), pp.146-148.
Santos, V.R., Soares, A.L. and Carvalho, J.Á., 2012. Knowledge sharing barriers in complex research and development projects: an exploratory study on the perceptions of project managers. Knowledge and Process Management, 19(1), pp.27-38.
Sohmen, V.S., 2013. Leadership and teamwork: Two sides of the same coin. Journal of Information Technology and Economic Development, 4(2), p.1.
West, M.A., 2012. Effective teamwork: Practical lessons from organizational research. John Wiley & Sons.

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