Question
Organizational Management
1)As
a concerned employee, how would you deal with negative attitudes towards
diversity within your workplace? What training programs could you suggest to
improve employee acceptance?
2.
According to Escartín-Solanelles (2010), mobbing has a negative
impact on people. As a supervisor of an organization, if one of your employees
notifies you that he is being a victim of workplace harassment or mobbing, what
actions/steps would you take for the evaluation, diagnosis and intervention of
the case?
Expert Solution
As a concerned employee, I
would educate my colleagues on the importance of diversity to alleviate the
negative attitude. It is essential to train staff members on the different
cultures present in the workplace and the positive aspects that others could
appreciate and admire (Genkova & Schreiber, 2022). I would create awareness
to enable them to appreciate the different cultures in the workplace. I would
suggest a diversity training program to create awareness about various types of
groups in society. The training should enhance interpersonal communication
among the employees in the workplace. Employees should also be taught different
communication skills to help appreciate diversity and create a positive working
environment (Alhejji & Garavan, 2013). Therefore, the training program
should include the unique concepts of every social group and their importance
in the workplace.
As a supervisor, if an
employee reports bullying in the workplace by a colleague, I would first gather
the relevant information about the harassment and the bullying of the employee.
After evaluating the findings, I would call the victim and the abuser to hear
their story. I would have alternate choices to apply to ensure fairness in the
hearing. I would evaluate whether the victim of harassment shows any negative influences
of the mobbing. I would discuss my findings with both parties to enhance fairness
(Bauer & Erdogan, 2012). Although one party might not support the findings,
I would have to decide to solve the problem. One approach to intervention I
would take is to relocate the accused to a different team to control their
interaction with the victim. I would also inform the employee of the risks of
harassing a colleague.
References
Alhaji
H & Garavan T (2013). A Review of
Diversity Training Programmes in Organizations: Context, Design, and
Outcomes
Bauer T & Erdogan B
(2012). Conflict and Negotiations
Organizational Behavior. Flatworld Knowledge. Lardbucket.org.
Genova
P & Schreiber H (2022). Diversity
Attitudes and Sensitivity of Employees and Leaders in the German STEM-sector Available:
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9443934/
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