Tiêu đề Cultural Diversity At Workplace Course Material (2).pdf ✅

EBENEZER GROUP OF INSTITUTIONS EBENEZER MANAGEMENT COLLEGE VI SEMESTER B.COM COURSE TITLE: CULTURAL DIVERSITY AT WORKPLACE [AS PER NEP SYLLABUS] BENGALURU NORTH UNIVERSITY COMPILED BY DEPARTMENT OF COMMERCE
SYLLABUS Module: 1 – INTRODUCTION TO DIVERSITY Introduction to Cultural and Workforce Diversity in Organizations, Evolution of Diversity Management, Overview of Diversity, Advantages of Diversity, Identifying Characteristics of Diversity, Scope - Challenges and Issues in Diversity Management, Understanding the Nature of Diversity – Cultural Diversity – Global Organizations- Global Diversity, Myths about Cultural Diversity. Module: 2 – EXPLORING DIFFERENCES Introduction -Exploring our and Others' Differences including Sources of our Identity. Difference and Power: Concepts of Prejudice, Discrimination, Dehumanization and Oppression, Strategies for Managing Diversity, Diversity Management System, Technology and Managing Diversity. Module: 3 – VISIONS OF DIVERSITY AND CROSS-CULTURAL MANAGEMENT Models and Visions of Diversity in Society and Organizations: Justice, Fairness, and Group and Individual Differences. Cross-Cultural Management: Meaning and Concepts, Elements, Cultural Values and International Management, Cross – Cultural Negotiations Frameworks in Cross-Cultural Management: Kluckhohn and Strodtbeck Framework, Hofstede’s Cultural Dimensions, Trompenaars and Hampden-Turner's Model, Schwartz Value Survey, GLOBE Study. Module: 4 – SKILLS AND COMPETENCIES Skills and Competencies for Multicultural Teams and Workplaces/ Organizational Assessment and Change for Diversity and Inclusion, Culture and Diversity Intelligence, Communication Roadblocks, Leading Global Virtual Teams, Organisational Equity and Team Inclusion, MBI Model. Module: 5 – RECENT TRENDS IN DIVERSITY MANAGEMENT Emerging Workforce Trends–True Inclusion and Tokenism, Multigenerational Workforce, Dual-career Couples–Cultural Issues in International working on Work-life Balance–Managing Multi-cultural Teams: Issues and Challenges, Unconscious Bias, Data and Diversity, Diversity Leadership, DEI Measures and their Impact. Global Demographic Trends: Mental Health and Workforce Diversity, Hybrid Working and Diversity & Inclusion Dilemmas, Psychological Safety.
Module: 1 INTRODUCTION TO DIVERSITY INTRODUCTION Cultural and workforce diversity refers to the variety of backgrounds, experiences, perspectives, and characteristics present within a workplace or community. It encompasses differences in race, ethnicity, gender, age, sexual orientation, religion, nationality, socioeconomic status, abilities, and more. Embracing diversity fosters innovation, creativity, and collaboration, leading to a more inclusive and dynamic environment where individuals feel valued and respected for their unique contributions. Additionally, it promotes fairness, equality, and understanding among team members, ultimately driving organizational success and societal progress. Cultural and workforce diversity within an organization refers to the range of backgrounds, experiences, and perspectives that employees bring to the workplace. This diversity can encompass factors such as race, ethnicity, gender, age, sexual orientation, religion, nationality, socioeconomic status, and abilities. Embracing diversity in the workplace fosters innovation, creativity, and collaboration, as individuals with different viewpoints and experiences contribute unique ideas and approaches to problem-solving. Moreover, a diverse workforce reflects the communities and customers that the organization serves, enhancing its ability to understand and meet the needs of a global and diverse market. By creating an inclusive environment where all employees feel valued and respected, organizations can attract top talent, improve employee morale and retention, and ultimately achieve better business outcomes.
The evolution of diversity management has gone through several phases over the years: 1. Early Awareness: In the mid-20th century, there was a growing recognition of the need for fairness and equality in the workplace, particularly regarding race and gender. This period saw the implementation of anti-discrimination laws and policies aimed at promoting equal opportunity. 2. Compliance and Legal Frameworks: In the 1970s and 1980s, diversity management became more structured with the introduction of affirmative action programs and other legal requirements to address discrimination and promote diversity in hiring and promotion practices. 3. Integration and Inclusion: By the 1990s, organizations began to focus more on creating inclusive cultures where all employees felt valued and respected. Diversity training programs and initiatives aimed at fostering understanding and respect for different perspectives became more common. 4. Business Imperative: In the 2000s and beyond, diversity management evolved to be seen as a strategic business imperative rather than just a legal or ethical obligation. Research began to demonstrate the business case for diversity, showing that diverse teams lead to better decision- making, innovation, and financial performance. 5.Globalization and Intersectionality: With increasing globalization, diversity management expanded to consider not only race and gender but also factors such as nationality, culture, religion, sexual orientation, and socioeconomic background. There was also a growing recognition of intersectionality, acknowledging that individuals may experience multiple forms of discrimination simultaneously. 6. Holistic Approach: Today, leading organizations take a holistic approach to diversity management, integrating diversity and inclusion into all aspects of their business strategy. This includes not only recruiting and hiring diverse talent but also creating inclusive policies, fostering diverse leadership, and actively addressing unconscious bias and systemic barriers to equality. Overall, the evolution of diversity management reflects society's changing attitudes towards diversity and the recognition that embracing diversity is not only the right thing to do but also essential for organizational success in an increasingly diverse and interconnected world.