Managing Diversity Unit 4 (2 Question)

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QUESTION 1

The blending of cultures is becoming increasingly prevalent as individuals of different races or cultures intermarry. As a manager, how would you address an individual’s cultural needs that are broad-based across several different cultures? Also, how would you address integration into the organizational culture to prevent any misconceptions in the workplace?
Your response must be at least 500 words in length.

QUESTION 2

Fig Technologies has acquired a network services firm that has several Native American workers. The events team in the local office is putting together the calendar of events for the next year. How do you educate, inform, and assimilate Native American culture and traditions into a self-described White Anglo-Saxon Protestant workplace environment?
Your response must be at least 500 words in length.

Bell, M. P. (2017). Diversity in organizations (3rd ed.). Boston, MA: Cengage Learning.

BSL 4000, Managing Diversity in Organizations 1

Course Learning Outcomes for Unit IV

Upon completion of this unit, students should be able to:

1. Summarize how changes in the demographic makeup of the U.S. population affect fair treatment of
people with different ethnicities.
1.1 Describe the integration of different ethnicities and cultures in the workplace.
1.2 Contrast the perceptions of workers with acceptance of different ethnicities.

4. Analyze thought processes related to stereotyping, prejudice, and discrimination.

4.1 Explain the implementation of diverse cultures in the workplace and its impact on organizational
perceptions and performances.

Course/Unit
Learning Outcomes

Learning Activity

1.1
Unit Lesson
Chapter 8
Unit IV Assessment

1.2
Unit Lesson
Chapter 8
Unit IV Assessment

4.1
Unit Lesson
Chapter 8
Unit IV Assessment

Reading Assignment

Chapter 8: Native Americans and Multi-Racial Group Members, pp. 226-242

Unit Lesson

Prejudice and Discrimination

A teenage girl walks into a privately owned coffee bar. Within a few minutes, several people are in line behind
her. Her turn comes, and the barista passes right over her and helps the customer behind her. She realizes
the place is busy and does not say anything at first. The barista continues to help the people behind her in
line. Nobody stands up for the girl. The other patrons receive their orders. After several customers after her
are helped, the teenage girl asks the barista to take her order. The barista ignores her. The other baristas
making drinks observe what is going on and say nothing. She tries again to get the barista to take her order.
The barista ignores her. She exits the line. As she looks around, she is the only person whose appearance
looks to be of her heritage in the coffee bar. A sign over the register states: “We reserve the right to refuse
service to anyone.” She gets several sideways glances as she walks out of the shop.

Discrimination and prejudice come in all shapes and sizes. Bias and separation are available in all colors,
genders, and cultures. Misperceptions, assumptions, and justifications can be faulty. How we choose to
understand those who appear or behave differently will have a greater impact on ourselves and those
around us.

An infant does not innately hate or judge others at birth. The infant will learn through his or her senses what
is acceptable. As the child grows, he or she will learn based on experiences and social influencers. These
influencers will be parents, relatives, and care providers. The young child will learn through observation of

UNIT IV STUDY GUIDE

Prejudice and Discrimination

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those who are part of his or her community and society. The child will learn how to treat others or what will
be expected from media. From these outlets, the individual will begin to formulate his or her own model
of beliefs.

Children will form opinions and insights based on those around them. Their teachers, after-school caregivers,
and coaches shape their thinking. If we hold someone up as if they are of greater value than ourselves, we
will emulate this person’s life. If we do not know people or what they are like, we will compare them to what
we know (Heck & Krueger, 2016). It is from this comparison that we will form our perception.

The person born after 1945 in the United States does not know what a World War is like—other than what he
or she reads or studies. The young person born in late 2001 or later only knows a world after the events of
9/11. He or she only knows the United States in the War on Terror. The individual born in a small village that
is remote to general society in Korea will only know this way of life. He or she may be told that those living in
cities are out to hurt or cheat people. The individual from the country will bring this perspective and be prone
to be suspect of anyone from the city.

The child living in rural parts of the South in the 1950s and 60s may not have known that people who are not
White are of equal value. Unless taught there was a difference, these children would assume they were
equal. Many times, parents or influential adults of these children would demonstrate a segregated behavior of
inequality. When individuals were questioned as to why they thought this way, their response would often be
that it was the way they were raised. If it was good enough for them, it is good enough for their children. The
world has shifted the paradigm from 60 years ago. Society, community, and business are viewed very
differently regarding treatment of people with diverse backgrounds.

The uniqueness of that which brings new perspective can either unify or divide us. Those willing to challenge
old paradigms will add to the potential for greater opportunity for all that will risk, step out, and step up (Heck
& Krueger, 2016). Those who hold to old ways of thinking will hold to their core foundations, maintaining a line
of expectancy.

Consider this story:

A middle-aged couple was driving through a little community. They stopped in front of a small store where
some older locals were standing. The husband asked the men what the community was like. One of the older
men asked, “What is it like where you are from?” The husband replied, “The people were great. I loved the
people around us. Everyone was friendly. We were sorry we had to leave.” The older man replied, “You would
like it here. Everyone is friendly. We help each other. This is truly a wonderful place to live.” The couple
thanked the man and drove off. An hour later, another couple is driving through the small community and
stops to ask the older local men what the community is like. The older man asked, “What was it like where
you came from?” The husband replied, “It was horrible. The people were mean and self-centered. The wrong
kind of people moved in and destroyed the community. We could not wait to leave.” The older man stated,
“You may as well keep driving; this community is also filled with those kinds of people.”

The story illustrates that we are impacted and influenced by our perceptions of those around us. As young
children, if we are not exposed to people of different nationalities, cultures, or religions, then our sphere of
understanding is that of which we know. If the influencers who have a solid impact on our thinking show bias
or prejudice, we may not know it because we will understand this as normal behavior until that understanding
and perception are challenged.

Media and advocacy groups speak of diversity and inclusion or synthesis of culture, race, and religion.
Society talks of bringing people together, yet the same message that unites us is driving us apart. Those who
were raised around many varied cultures and personalities will be established in adjusting to increased
inclusion and change. Even these individuals may have their own bias based on previous learning and
experience. The individual that grew up in an environment of sameness may see inclusion differently. It would
be easy to judge what appears to be a simple life of sameness. The reality might be that a community can
also see people by their position or personality rather than color, religion, or race.

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Discrimination is often cited as a racial issue. The truth is, discrimination is a form of division based on far
more. Some areas of prejudice are rich and poor, well-educated and less-educated, rural and metropolitan,
and even inner city and suburban. Judgement is rendered based on each and every one of these areas (Heck
& Krueger, 2016). How we respond to others in these different areas will vary based on understanding,
perception, and past experience.

The different areas shared will carry a value—either high or low. Add to this race, culture, and religion, and
the issues are further exacerbated. Further issues arise when we consider if we are competing or working
with team members who are dissimilar from us, and there is a predetermined interpretation of the other team
members based on this perspective. The professional matter can quickly become very personal.

All organizations, large or small, have an environment, working culture, and understanding (whether spoken
or unspoken) regarding how things exist. When this understanding is challenged by changes in process, team
members, or stakeholders, there will be resistance to the perceived source of change (Bell, 2017). The
individual who can bring innovation and creativity to a team may be seen as a troublemaker because of his or
her radical ideas and background (Yen, 2005).

The lesson has been more of a sociology tutorial than directly related to business based on a surface review.
As we contemplate the deeper learning and meta-message, we can see the value here concerning how each
individual brings bias, prejudice, and discrimination based on what he or she knows. Discrimination and
prejudice are not the root of hate and inequality in business or society. Because an individual loves Ford and
would not purchase a Chevrolet, this does not mean he or she hates Chevy. There may well be respect for
the Chevy even though he or she is partial to the Ford. Some individuals may prefer city life and think less of
those in the suburbs or in rural areas. They may have an understanding of these individuals who live a very
different life than what the others know. They choose the city while others would not ever consider the city
because they see city people as something other than country people or suburbanites. The straight, White,
Anglo-Saxon male Protestant who grew up in Los Angeles, California, may have difficulty understanding the

Marchers participate in an affirmative action demonstration.
(Joseluis89, 2013)

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perspective of the Caribbean-born atheist female living in St. Barts and vice versa. Both may be gurus at
software development or sales, but they come from different places and experiences.

To quote a scene from Harry Potter and the Chamber of Secrets, Hermione, a wizard who did not come from
a wizard family, is called a filthy mud blood by Draco (Rowling, 1999). He is referring to her being less of a
wizard because of her non-wizard bloodline. Hagrid, in a scene soon after this, explains there is hardly
anyone who is not some degree of muggle and mud blood. The scene demonstrates a situation we see today
in society and in the workplace. Can we tell the bloodline of any person by just looking at the individual? The
lines are increasingly blurred. Nationality is not determined solely by color. An individual born in the United
States could be dark skinned, light skinned, or somewhere in between. An individual born in South Africa
could be dark skinned, light skinned, or somewhere in between. A very light-skinned individual may have a
heritage of Hispanic, Portuguese, and Chinese on one side of the family while the other side is English,
Dutch, and Syrian. Families who are third generation U.S. citizens may still celebrate the holidays of their
ancestry even though they have been in the United States for generations.

Discrimination and prejudice serve a purpose in society and organizations, but organizations must not be left
unchecked without learning or understanding an ever-changing paradigm of inclusion, assimilation, and
advancement of building a stronger society (Bell, 2017). Change and continuing adjustment to work climate,
population, and technology require greater insight, study, and acceptance.

References

Bell, M. P. (2017). Diversity in organizations (3rd ed.). Boston, MA: Cengage Learning.

Heck, P. R., & Krueger, J. I. (2016). Social perception of self-enhancement bias and error. Social Psychology,

47, 327-339. doi:10.1027/1864-9335/a000287

Joseluis89. (2013, February 12). Affirmative action supreme court demonstration 2003 [Photograph].

Retrieved from
https://commons.wikimedia.org/wiki/File:Affirmative_Action_supreme_court_demonstration_2003

Rowling, J. K. (1999). Harry Potter and the chamber of secrets. New York, NY: Scholastic.

Yen, H. (2005, December 8). Poll: Bias at work for 1 in 6. CBS News. Retrieved from

http://www.cbsnews.com/news/poll-bias-at-work-for-1-in-6/