Diversity Climate in Organization

Diversity climate is defined as “organizational” members’ attitudes and perceptions toward people from cultural groups other than there own. Further as we progress toward increasing profits for times of uncertainties. Leaders in organizations must explore the concepts of social identity differences these attitudes and perceptions are manifested in the practices and behaviors of individuals in the organization. Design a model with methods and procedures for analyzing diversity and how you would implement the results in a cultural diversity training program.

Organizations must first learn to value culture as we associate often from social circles, backgrounds, or cultures, making the need for quality our first objective. Many equate diversity with demographics, such as race, sex age, and economic class, or with the tolerance of perspectives different from one’s own. However, extended toward a boarder perspective diversity also defines the individual characteristics of people to include the way they perform a particular task in the workplace. Because of the beginning steps of diversity one can learn to put up with differences of points of view therefore, we learn the distinct perspectives of individual in various groups can bring to the table. Diversity instills an understanding by which differences become meaningful and thereby, developing the ability to incorporate the values of others in a cultural driven environment.

Human capital and social capital as mentioned in our text are referred to as the potential of the individual contribution ( Kinicki, A and Kreitner R 2009). Whereas, the social capital refers to the potential to establish strong relationships, communication and working in teams as an effort to reach a common goal. That being said, organizations can use “crisis for opportunities. In today’s complex economic times groups are pooling together to establish some creative means of support for the organization. People are our organizations strongest assets. When we establish an effort to employ strong, competent people our business will continue to survive.

One possible concept to use when analyzing diversity, a means to ensure the success of the diversity plan is to provide diverse training to members of management and staff. These tactics typically celebrate the success amongst the differences of employees. Many organizations have these programs in place. Management and staff members are typically required to participate, during these times social networking can take place. In addition, to these programs incentives develop high potential minorities on a management level. Leadership skill can be assessed within about three to six months to expose those individuals with exceptional creative talent skills. Recruitment efforts are recognized by many members of management as a tool to achieve workplace diversity strategies. Recruiting qualified minorities as well as women is a significant step in supporting workplace diversity. When a company offer a mentoring program, this is essential to retaining talented minorities and women for any organization.

Companies have a duty to implement the results of a cultural diversity program by developing and maintain effective diversity initiatives. Another significant aspect is accountability. Effective assessment tools can be utilized to measure and evaluate a company diversity team. Set up benchmarks in an effort to target outcomes of the organizations diverse targets. Company committees have set up diversity training teams which consist of members of management, division managers, and business resource teams which represent the broad list of minority groups. Networking serves as a solid foundation which helps to foster diversity initiatives.

To conclude this topic on “diversity climate” according to an article entitled Service quality for service climate. The topic of service climate has been a topic of interest in a variety of fields of discipline (Schneider, D. Chung, B. and Yusko, K. 1993). A democratic form of leadership style produces a more productive and effective environment. Once we learn that cooperation among others is a necessity, less stress foster creative social climate each of which yield a set of conditions productive to the workplace. The creation of climate requires the attention of practices and procedures. The more the practice the more the organization can emphasize service quality .

Reference

Kinicki, A., & Kreitner, R. (2009). Organizational behavior: Key concepts, skills and best practices

(custom 4th ed.). New York: McGraw-Hill Irwin. ISBN: 978007732966

Schneider, B. Chung, B. and Yusko, K. (1993). Service Climate for Service Quality. Current directions

In Psychological Science, Vol. 2, p. 197-200 Retrieved April 18, 2009, EBSCO host.