1.

1.

2.

Minds On
Culture (What cultures are present in your group?)
Commitment(to a higher cause, purpose, other)
Responsibility(accept your role)
Accountability(give and take critique)
Integrity(gap between say and do)
Respect(each others ideas and team members as an individual)
Trust(self,others,manager)
Leadership(everyone's work)
Courage/Compassion
Service(sacrifice/suffering)
Humility(others get credit, gratitude and thankfulness)

Social(What religions are present in your group?)

1.
Christianity
2.
Hinduism
3.
Sikhism
Family
1.

Activity

Multiculturalism (Garima)

A multicultural workforce is one in which a wide range of cultural differences exist among the
employees in the organization.
Multiculturalism in the workplace can create a sense of cultural awareness among workers.
Employees who are exposed to others' ideas and points of view will learn to think outside the
box when faced with a problem.
Companies that have a culturally diverse workforce may benefit from such diversity because
they create a workforce with a larger social network than just one ethnic group.
Businesses that offers goods and services that appeal to several ethnic groups are more likely to
benefit from a multicultural workforce whose members can communicate with people in those
ethnic groups.

Benefits of Workplace Diversity

Increased adaptability
Organizations employing a diverse workforce can supply a greater variety of solutions to
problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds
bring individual talents and experiences in suggesting ideas that are flexible in adapting to
fluctuating markets and customer demands.
Broader service range
A diverse collection of skills and experiences (e.g. languages, cultural understanding) allows a
company to provide service to customers on a global basis.
Variety of viewpoints
A diverse workforce that feels comfortable communicating varying points of view provides a

larger pool of ideas and experiences. The organization can draw from that pool to meet business
strategy needs and the needs of customers more effectively.
More effective execution
Companies that encourage diversity in the workplace inspire all of their employees to perform to
their highest ability. Company-wide strategies can then be executed; resulting in higher
productivity, profit, and return on investment.

Organizational Subcultures (Pavan)

In order to successfully manage an organization, leaders must be able to create and maintain
effective cultures and subcultures. Without a proper understanding of the different levels of
cultures that exist within the organization, it may prove difficult to successfully implement new
strategies or plans.A company will have different departments and different skills are need for
each department to function well. The production department hires people that have
manufacturing and engineering skills, the sales department hires sales people, the finance
department hires economics and finance types, research development hires technical specialists
and so on. Everyone is a part of one social corporate culture but there are subcultures that
differentiate people from their skills or the way they think and so they excel in their specific line
of work.Each individual subculture has its own unique set of characteristics making it
distinguishable from the other subcultures, but together, they still operate as a whole striving for
the same overall goals. This helps a business because it organizes the tasks and the people that
are doing each task have their own responsibilityand at the end of the day everyone is working
for the same goal and this can only help the business be organized, effective, efficient and a
stable organization because everyone has a purpose and that purpose is as important as anyone
elses.

Sexism and Racism (Levi)

Occupational sexism (also calledsexism in the work placeandemployment sexism) refers to

anydiscriminatorypractices, statements, actions, etc. based on a person'ssexthat are present or
occur in a place ofemployment.
Occupational racism is treating individuals differently in their employment because of their
race, color, or ethnic origin. If you have been rejected for employment, fired or otherwise
harmed in your employment because of your race, then you may have suffered race
discrimination.
How Sexism and Racism hinders a business?
High-profile discrimination settlements have cost large corporations hundreds of millions of
dollars. While a small business is unlikely to be forced to pay an amount that extreme,
discrimination can still have a significant impact on the bottom line. The financial effects of
discrimination go way beyond cash liabilities -- the impact on internal workforce productivity,
the ability to retain and recruit staff, and even the perception among customers can all be
negatively affected by discriminatory practices. Discriminatory practices affect the job
satisfaction of all employees -- not just those who are discriminated against. Promotions, bonuses
and benefits should be awarded based upon the candidate's qualifications and performance on the
job. If an employee consistently sees promotions being given on the basis of gender, race, age or
other discriminatory factors, his drive to advance within the organization or perform to the best
of his ability is negatively affected. Staff who observe regular discrimination are more likely to
leave the business, increasing your turnover levels.Discriminatory practices affect your

company's reputation within the community it serves. Discrimination may affect clients directly
if your company provides inferior service to a certain group of people based upon particular
demographic criteria, such as race.
Discrimination is also illegal. State regulations may also provide direction for employers on the
prevention of discrimination. Responding to a discrimination complaint is time-consuming for
managers. Because small businesses may not have someone on staff who is experienced in these
issues, it can also mean hiring an attorney to investigate and draft the response -- directly
affecting the bottom line even if the charge itself is ultimately dismissed.

Managing Diversity (Luxna)

What does it mean?

The basic concept of managing diversity accepts that the workforce consists of a diverse
population of people. The diversity consists of visible and non-visible differences which include,
gender, ethnicity, disability, sexuality, age and religion. It is founded on the principle that
harnessing these differences will create a more productive environment in which everybody feels
valued, where their talents are being fully used, and in which organisational goals are met.

How can it hinder business?

Managers can help guide diversity and inclusion in organizations, from hiring practices to
communication and career development practices.Because of the challenges individuals
sometimes have in incorporatingdiverseperspectives ingroup settings, it is important that
managers manage diversity in the workplace. A manager can help guide these differences to the
benefitofinnovationandinclusionin theorganization
Stereotypes may affect theperformanceof ateam, limiting employees' contributions to the areas
are seen as typical to persons in the given stereotypical category. To address this issue, managers
can mixteams, monitor all members' progress, and allow individuals to self-select forroles.
Diversity training is another way that managers and other employees can manage diversity in the
workplace. Diversity training has the purpose of increasing participants'cultureawareness,
knowledge, and skills.

Challenges

Communication- Perceptual, cultural and language barriers need to be overcome for diversity
programs to succeed. Ineffective communication of key objectives results in confusion, lack of
teamwork, and low morale.
Resistance to change- There are always employees who will refuse to accept the fact that the
social and cultural makeup of their workplace is changing. The weve always done it this way
mentality silences new ideas and inhibits progress.
Implementation of diversity in the workplace policies- This can be the overriding challenge to
all diversity advocates. Armed with the results of employee assessments and research data, they
must build and implement a customized strategy to maximize the effects of diversity in the
workplace for their particular organization.
Successful Management of Diversity in the Workplace- Diversity training alone is not
sufficient for your organizations diversity management plan. A strategy must be created and
implemented to create a culture of diversity that permeates every department and function of the
organization.
Link

http://www.forbes.com/sites/glennllopis/2011/06/13/diversity-management-is-the-key-togrowth-make-it-authentic/

Reflection

After going through this lesson, I have better learned how to avoid conflicts in the workplace. I
realise that I have to adapt to different people but also treat them the same. I must be equal,
and avoid discrimination. If I was a manager, I would avoid discrimination through race, sex or
age. We learned that discrimination can cost a business a lot of money. I have never personally
seen a case of discrimination at a work place, but I can imagine what a big deal it would be.
Many people are sensitive over their race and sex, and avoiding conflicts that surround these
topics would greatly benefit a business. I learned that discriminatory practices affect your
company's reputation within the community it serves. Discrimination may affect clients directly
if your company provides inferior service to a certain group of people based upon particular
demographic criteria, such as race.