Workplace Diversity Paper

1439 Words 6 Pages
As the information system has changed the world of business and growth is seen beyond the borders of the United States. “Perhaps the most significant source of change affecting many organizations today is the increasing globalization of organization and management.” (Griffin & Moorhead, 2014, p. 32). There is a great deal of learning from different diverse group such as different culture, women, education background, etc. which provides an opportunity to learn from different points of view and broaden your strengths and knowledge as a person. I absolutely agree with Kerby & Burns (2012, para. 2) that “A diverse workforce combines workers from different backgrounds and experiences that together breed a more creative, innovative,
…show more content…
“A McKinsey & Company study, for example, found that the increase in women’s overall share of labor in the United States—women went from holding 37 percent of all jobs to 47 percent over the past 40 years—has accounted for about a quarter of current GDP” (Kerby & Burns, 2012, para. 3). A different racial and ethnic backgrounds, women, and consumers who are gay or transgender can be target consumer specific product that can helps businesses increase their market share.
Business will have a competitive advantage to adapt to diversity as Census data suggest by 2050 there will be no racial or ethnic majority in the United States. Diversity is a key aspect of entrepreneurialism in the United States. According to Census Bureau, 22.1% people of color and 28.8% women own U.S. business. The economy will foster if businesses commit to meeting the needs of diverse communities as workers and consumers help boost
…show more content…
Stereotypes and prejudices fails to recognize individual talents and leads those employees to lose self-esteem and possibly have lower levels of job satisfaction and performance. Managers play a key role in recognizing diversity in the organizations and once that fail could face an unhappy, disillusioned, and underutilized workforce (Griffin & Moorehead, 2014).
Emotional Intelligence
Daniel Goleman’s claims that emotional intelligence matters more that IQ to be successful in the workforce. “Emotional intelligence or EQ, is the extent to which people are self –aware, can manage their emotions, can motivate themselves, express empathy for others and possess social skills.” (Griffin & Moorehead, 2014, p. 68).
According to Deleon (2015) and Merkey (2010) discuss the five main component of emotional intelligent are Self-awareness, Self-management, Motivation, Empathy, and Social-awareness. Self-awareness is the ability to read emotions and recognize their impact and using gut feelings to guide decisions. If a person has a healthy sense of self-awareness, person can understands their own strengths and weaknesses, as well as how their actions affect others. A person who is self-aware is usually better able to handle and learn from constructive

Related Documents