importance of a diverse workforce and is successful; the best chance employees will see the importance also and accept it and promote it (Dauber, 2013). Along with diversity, an organization needs to consider ethical implications, when working and making decisions with a group of diverse people. There are some cultural diversity issues that can rise to ethical issues, that managers and employees need to acknowledge and resolve (Lindblad, 2011). One ethical issue can be religious differences. There can be times when an employee's religious beliefs can not be the same as the organization's policies. For example, an organization may have a policy that they do not discriminate against employees, customers, of different sexual orientation.
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Also in some countries, they believe that men and woman who are not related, should not look at each other in the eyes, and interact socially or professionally (Lindblad, 2011). This is something that management should take into consideration when developing cultural diversity training. Another ethical implication can be the hiring process. If an organization wishes to have a diverse organization, it must hire from a diverse pool. They must hire based on the most qualified and not on race, gender, age, or national origin (Lindbad, 2011). If they don’t this can bring up some ethical issues, along with the company being in violation of Equal Employment Opportunity guidelines. Diversity training can be standardized for all locations in a global organization. When creating and designing a standardized training, first managers and Human Resource Management needs to define their motives and what they want to achieve with creating a diversity training program, and in what ways will diversity training benefit the organization (Kreitz, 2007). Companies should lay out what its policy is on cultural diversity and what is acceptable and …show more content…
They can do this by evaluating its culture for e-learning, so it is not a barrier, which is organizations e-learning readiness (Kopp, 2014). Some of the obstacles are employees unwilling to change. Employees usually don’t see the benefit of e-learning for them or the organization. That is why companies need to get buy-in before implementing training. Another barrier can be employees might not be used to self-paced learning, especially employees from other countries. The organization needs to make sure the course is designed well and addresses measurable goals or employees will not see the need to take the training (Zaineb, 2016). The company should also let all employees know that the training is going to be launched on this date, and when the training should be completed before implementing the training. This will allow the employees to get in the mindset that training is coming, and can work the training into their schedules to complete the training on time. Then the company should have all upper-level leadership, and managers complete the training first. This will have two benefits for the company, one it allows management to see if the objectives were met and provide feedback to human resources, and let them know if anything needs to change or not. They can act as the beta test group before releasing the full training program to all employees.
Also in some countries, they believe that men and woman who are not related, should not look at each other in the eyes, and interact socially or professionally (Lindblad, 2011). This is something that management should take into consideration when developing cultural diversity training. Another ethical implication can be the hiring process. If an organization wishes to have a diverse organization, it must hire from a diverse pool. They must hire based on the most qualified and not on race, gender, age, or national origin (Lindbad, 2011). If they don’t this can bring up some ethical issues, along with the company being in violation of Equal Employment Opportunity guidelines. Diversity training can be standardized for all locations in a global organization. When creating and designing a standardized training, first managers and Human Resource Management needs to define their motives and what they want to achieve with creating a diversity training program, and in what ways will diversity training benefit the organization (Kreitz, 2007). Companies should lay out what its policy is on cultural diversity and what is acceptable and …show more content…
They can do this by evaluating its culture for e-learning, so it is not a barrier, which is organizations e-learning readiness (Kopp, 2014). Some of the obstacles are employees unwilling to change. Employees usually don’t see the benefit of e-learning for them or the organization. That is why companies need to get buy-in before implementing training. Another barrier can be employees might not be used to self-paced learning, especially employees from other countries. The organization needs to make sure the course is designed well and addresses measurable goals or employees will not see the need to take the training (Zaineb, 2016). The company should also let all employees know that the training is going to be launched on this date, and when the training should be completed before implementing the training. This will allow the employees to get in the mindset that training is coming, and can work the training into their schedules to complete the training on time. Then the company should have all upper-level leadership, and managers complete the training first. This will have two benefits for the company, one it allows management to see if the objectives were met and provide feedback to human resources, and let them know if anything needs to change or not. They can act as the beta test group before releasing the full training program to all employees.