Cultural Bias In The Workplace

One cultural bias this author would like to share with the reader is about tattoos. This involves any individual who decides to wear a tattoo. For this writer, it is very difficult to see tattoos as an art. During her childhood, she was indoctrinated with the idea that whenever there is a person with a tattoo, this individual must either be a delinquent or a gang member who contributes little or nothing to society. This bias has created difficulty in communicating with these type of individuals because, right away, a wall of prejudice is built. This wall does not allow or gives the opportunity to really know the person for who they are. To further illustrate the latter and put it in simple terms, try visualize the following narrative: Imagine …show more content…
You can use many positive tactics to help manage conflict. Communication that involves active listening and emotional awareness promotes resolution on both sides of conflict. When you utilize tools that make others feel heard and reduce the impact of emotions, you create an environment more conducive to effective conflict management (Grey, 2016, para. …show more content…
Sometimes, it is very hard to get along with a new co-worker, especially when this individual is one’s supervisor who is new to his position, and who also lacks the necessary experience required for the role. To put in perspective, this author will provide an example pertinent to a situation dealing with lack of active listening. As scholars have concluded, active listening is a way of listening and responding to another person that improves mutual understanding. There was an instance when an admissions supervisor, in a nursing home, was undergoing a required training upon being hired for the respective position. The administrator of the facility provided the admissions supervisor all the necessary tools in order for him to be successful in his endeavors. Regrettably, instead of the admissions supervisor paying attention to details and trying to get all the information needed, he constantly had the habit of interrupting the associates who were at the time training him, not letting them finish what they were trying to communicate or explain. Consequently, most of the time, this individual tends to make assumptions and conclusion that are completely inaccurate. Getting back to the story, the admissions supervisor was eventually told by the facility administrator that he needed to be able to listen. At that point, the administrator became very frustrated and