[First Name Last Name]
Globalization and rapid advancement of technology have significantly altered our ways of communication and our workplaces. Additionally, it has reduced the national borders and has increased the integrations of cultures too. This is resulting in progressively more diverse workplaces. The trends in composition and size of the workforce, as well as, the pace of economic, social and cultural globalization is consistently posting several implications for the future of our workplaces. One most significant effect is the increasing diversity and assorted workforce. Modern workplaces these days represent a picture of a melting pot, which is filled with people from several different ethnic, religious, cultural and racial backgrounds. This requires business organizations to learn in order to communicate effectively with the diverse workforce, and to adopt guidelines and policies that are encouraging and non-discriminatory for the diverse workforce.
The implication for the changing world within communication and workplace are the adaptation of diversity management approach and multicultural communication to avoid workplace conflicts which may lead to abating work performance of the individuals, as well as, the productivity and profitability of the organization (Harvey & Allard, 2015). In order to cope up the situation, it is required to prepare both i.e. our communities, as well as, our workplaces. As far as the communities are concerned, one needs to adapt a cultural sensitive attitude that facilitates us to accept the increasing diversity. Cultural sensitivity helps an individual to respect the cultural, social, religious, ethnical, moral, and ethical value of every distinctive individual. This will induce people with dignified opinion and patience for other people and their individualities. Similarly, we need to adopt multicultural management tactics, diverse organizational culture, and values that should encourage cultural openness at the workplace. This will allow use to foster the diversity at the workplace while providing people non-discriminated chances of performance and progress (Kirton & Greene, 2015).
The diversity for strategy and inclusion must be based on five major principles. These include recognition, fairness, behavior assessment, interaction encouragement, and thoughtful hiring. Recognition will allow acknowledging and respecting individual differences among people. Celebrating and appreciating these individualities can result in greater productivity of an individual as well as for business. It is also necessary to act fairly and uniformly to encourage harmony and peace at work. The only way to embolden fairness is to respect differences. Similarly, it is necessary to evaluate how and individual behaves or interacts with his/her peers. Therefore, it is necessary to review their attitudes and behavior toward another employee (specifically towards the one who belong to a different cultural background).
The business organization should adopt workplace setting that encourages interaction among diversified employees in order to melt down the wall of differences between them while reassuring open communication. Lastly, the core of all this is the thoughtful hiring. The organizations should adopt non-discriminatory recruitment and selection policies that encourage offering equal opportunity and fair work practices (Harvey & Allard, 2015).
Work Cited
Harvey, C. P., & Allard, M. Understanding and managing diversity. Pearson. 2015. Web. August 8, 2016.
Kirton, G., & Greene, A. M. The dynamics of managing diversity: A critical approach. Routledge. 2015. Web. August 8, 2016
