Discrimination and harassment in the workplace prohibit growth within organizations, c

Discrimination paper


Discrimination and harassment in the workplace prohibit growth within organizations, creating problems of social inequality (Tolbert & Castilla, 2017). Effective leaders must consider implementing change management strategies to eliminate and minimize unethical issues inherited through culture norms in society. Organizations can eliminate unethical situations by making revisions to improve policies and procedures, ensuring effectiveness and feasibility (Goksoy, 2016). Managers are encouraged to take strategic approaches to define the beauty of incorporating diversity into the workplace. Effective leadership skills consist of observing critical patterns in the workplace that contribute to a toxic work environment. Overall, one must consider taking innovative and systematic approaches to change traditional practices that influence bias behavior. One may conclude, an innovative approach to incorporate ethics trainings is an effective strategy for constructing cultural sensitivity in the workplace. Strategic planning is important for minimizing risks, these threats may not be visible, monitoring policies becomes important for finding threats and developing the solution to break barriers. Discrimination is a contributing barrier within a diverse work environment. influenced perceptions are commonly based upon prejudices. An effective plan to eliminate discrimination must be effective in minimizing bias practices in the workplace. Some bias practices are inherited through cultural norms, these norms are practices developed through social groups. The separation of social groups play a role in on the influence of bias perceptions, which prohibited one’s ability to acknowledge other cultures. Creating a policy change for overcoming diversity challenges is important, as a leader one is obligated to tackle issues of sort that prohibit the production of business. Diversity can offer the benefit of building network outside of cultural and social norms. Authentic leaders are challenged to demonstrate the importance of cultural knowledge and the role it plays in advancing and motivating employees to be open to welcoming different practices for gaining and growing successfully.

Discrimination & Harassment: An Overview

Discrimination in the workplace is illegal and unethical, often creating barriers and bridges that are based upon stereotypes. Discrimination can impact the production of organizations internally and externally. Some internal risks create stress, interfering with the performance of the employees and making it challengings to fulfill goals accordingly. External barriers also play a role on consumer goods and services. Internal and external impacts can create risks, these risk can contribute to actions that are unlawful. Most common workplace discrimination offenses consist of age, gender, and race. Age discrimination is a biased attack against elders employees who are seniors and potential job seekers. Elder employees are overlooked or mistreated and considered the least favorable and valuable assets in the workforce over anyone younger in age. Discrimination by race often compares women to men on a scale. In most cases women are getting less pay, women are not considered the best prospect for a position in a company that may desire a male employee. Gender discrimination is unfair, and closing the gap is detrimental in eliminating those gender biases that assume one sex is more suitable over the other and capable of performing particular labor jobs (Kanze, Huang, Conley & Higgins, 2018). Race discrimination occurs often in the workplace, usually when one person of another race places stereotypes and limitations on the other, often treated poorly, the other race is usually prohibited from receiving equal opportunities within the workplace.One may conclude discrimination does not profit any gain, but rather losses for organizations if there is not evidence of working cohesively to combat challenges. Overall, diversity training is important tool for combating discrimination and fulfilling methods that keep stakeholders open to accepting changes that promote growth and authentic leadership.

Effective & Feasible Strategies for improving : Policy Changes

An entire organization does not change until each member has changed (Hall & Hord,2014). Monitoring changes in the workplace is necessary for resolving issues for the benefit or organizing accountability. Measures for creating an ethical work environment must be clear and align with the values and mission of the company. Effective changes are important for ensuring that supervisors and subordinates are capable and understand the value integrity. Leaders should be capable of guiding others to overcome challenges within an diverse environment. Effective leaders are willing to incorporate principles of change that engage stakeholders, these changes are effective in shifting behaviors in the workplace that are contrary to the vision and mission of the organization. A diverse work environment is more common with the assistance of modern innovations and trainings developed to enhance the core of the organization. Unethical practices are still prevalent within diverse environments. Stakeholders should be attentive to establishing a strategic plan that destroy misperceptions based upon age, gender, and race(Hirsh & youngjoo,2017). Building teams and diverse groups are important, diverse teams have an opportunity to learn background information about every team member. Teams serve profitable solutions for cohesively closing the gap to growing and unethical practices in the workforce. Diverse trainings should engage and motivate everyone. One may considering revising traditional policies and practices that are most beneficial for welcoming diversity and eliminating risky unethical situations. Discrimination in the workplace has destroyed businesses, conflict and barriers allowed social norms to destroying work relationships. Overall, developing an intervention is beneficial, interventions can open a platform to address discrimination. Profitable interventions help stakeholders determine what is wrong and what could be done to resolve issues.

Conclusion Stakeholders play a leading role in change management, implementing a systematic approach is important to establishing an effective quality treatment policy initiative ( Mele, 2014). Strong policy treatments begin monitoring policy issues and finding a suitable solutions for eliminating discrimination in the workplace. Diversity benefit the production of the organizations, incorporating diverse trainings is profitable for the workforce. Effective leaders are provided the opportunities create dynamic diverse teams that can share knowledge growing network of must consider changing policies by monitoring issues that rise and hinder companies from growing internally and externally. Important interventions and training helps minimize one’s resistance to welcoming diversity. Stakeholders can minimize resistance to change (Hall & Hord, 2015). The passionate leader is eager to change management initiatives to improve the organization internally and externally. Change management allow supervisors to observe and evaluate policies, implementing changes in policies can minimize and eliminate situations influenced by discrimination and harassment. Overall, One may consider culture sensitivity trainings are important, trainings offer assistance and direction that guide changes improve the culture of organizations, eliminating bias perceptions and views. Managers must have a passion to implement strategies for making necessary revisions to demonstrating and attracting individuals of good moral character. Global leaders are strong influencers who are transformational and transactional, leading organizations to succeeding. Strong policies are beneficial in removing that contribute to social inequality.

References Tolbert, P., & Castilla, E. (2017). Editorial Essay: Introduction to a special issue on inequality in the workplace (“What Works?”). ILR Review, 70(1), 3–15. https://doiorg.ezproxylocal.library.nova.edu/10.1177/0019793916675336

Goksoy, A. (2016). Organizational change management strategies in modern business, (1st ed.).

Hershey, PA: IGI Global

Melé, D. (2014). “Human Quality Treatment”: Five Organizational Levels. Journal of Business Ethics, 120(4), 457–471. https://doiorg.ezproxylocal.library.nova.edu/10.1007/s10551-013-1999-1

Hall, G. E. & Hord, S. M. (2015). Implementing change: patterns, principles, and potholes, (4th

ed.). Upper Saddle River, NJ: Pearson

Kanze, D., Huang, L, Conley. M., & Higgins, E. (2018). We ask men to win and women not to lose:

Closing the gender gap in startup funding. Academy of Management Journal, 61(2), 586614. https://doi-org.ezproxylocal.library.nova.edu/10.5465/amj.2016.1215

Hirsh, E., & Youngjoo, C. (2017). Mandating Change: The impact of court-ordered policy changes on managerial diversity. ILR Review, 70(1), 42–72. https://doiorg.ezproxylocal.library.nova.edu/10.1177/0019793916668880


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