Diversity in the Workplace - 5680 Words

SURFACE LEVEL DIVERSITY, DEEP LEVEL DIVERSITY, AND ORGANIZATIONAL COMPETITIVENESS ABSTRACT Surface level diversity is the mixture of people who differentiate by sex, race or ethnicity, and the observably physically disabled. These differences typically cannot be changed and are easy to measure because they are visual. Deep level diversity are differences such as personality and attitudes that can be communicated through verbal and nonverbal behaviors. Diversity can be affiliated with socio-economic factors such as education, profession, job function, and social class. These three components of diversity affect how individuals operate in the workplace. Diversity can channel a sense of competitiveness, which has pros and cons. The†¦show more content†¦This article will discuss the different implications of surface level diversity and deep level diversity, inclusion, effects of competitiveness , and managers ability to efficiently direct an organization to success using those factors. Surface/Deep Level Diversity Diversity research traditionally has focused on the relation between â€Å"surface-level† diversity (demographic differences among employees, such as gender, age, or race) and the level of corporate performance (Harrison, Price, and Bell 1998; Harrison et al. 2002). Deep-level diversity may refer to attributes not easily observed, including technological and educational abilities, socio-economic background, knowledge, skills, values, attitudes, beliefs, and personality (Milliken and Martins 1996; Harrison et al. 1998). In today’s society it is said that deep level diversity now holds more of an influence of how we perform in the workplace because of internal traits. Deep-level diversity refers to differences among team members’ psychological characteristics, including personalities, values, and attitudes (Harrison, 1998). Information about these factors is communicated through verbal and nonverbal behavior patterns and is only learned through extended, individualized interactions and information gathering. Deep-level diversity may influence verbal and nonverbal modes of communication and the way in which peopleShow MoreRelatedDiversity In The Workplace. . Diversity In The Workplace990 Words   |  4 PagesDiversity in the Workplace Diversity in the workplace is imperative even though some commentators argue that too much diversity can be negative. Diversity can lead to staff feeling ‘threatened or even annoyed by persons with views and backgrounds different from their own’ (Barsoux, Strebel and Manzoni, 2010). Instead of inclusivity, diversity can end up causing conflicts, as some staff are reluctant in changing their viewpoints and are less adaptable to change. 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The mobility in human resource trend is emerging within the competitive market that requires more strategic role on account of human resource management. Organizations may fall in dire consequences of outplaying by other competitors in strategic employment. Nowadays, workforceRead MoreDiversity in the Workplace1096 Words   |  5 PagesRunning head: DIVERSITY IN THE WORKPLACE Diversity in the Workplace Amber Barger ORG536 – Contemporary Business Writing and Communication Colorado State University –Global Campus Dr. Phillip Jackson November 26, 2013 DIVERSITY IN THE WORKPLACE As companies start to regain their footing after the recent economic downturn, 2 factors such as the rising number of immigrants, mergers of large corporations, the popular use of temporary workers and the increasing globalization of business,Read MoreDiversity in the Workplace714 Words   |  3 PagesDiversity in the Workplace Introduction Workplaces are becoming increasingly diverse, and this is a dynamic that is causing some tension between and among employees. What are the positives and negatives of diversity in the workplace? America is a place with a great diversity of cultures, but sometimes in the workplace cultural values can clash and this paper discusses the why and how of those issues. The Literature Why are workplaces becoming more diverse, and why does diversity in a companyRead MoreDiversity in the Workplace1465 Words   |  6 Pagesï » ¿ Diversity in the Workplace As stated in our book, workplace diversity is defined as â€Å"diversity at work means having a workface comprised of two or more groups of employees with various racial, ethic, gender, cultural, national origin, handicap, age, and religious backgrounds†. There are many positives and also negatives of diversity in the workplace. Some of the negatives from workplace diversity are stereotyping, discrimination, tokenism, ethnocentrism, and also gender- role stereotypes. Some

Teaching Plan Free Essays

CLINICAL TEACHING PLAN Name: Course and Year: BSN 3-A Class Schedule: Monday, Tuesday Wednesday Instructor: Date of Submission: Oct. , 2011 A) Description of Learners The learners are BSN Level 3 students. The average age range is from 18- 20 years old, single and full- time students. We will write a custom essay sample on Teaching Plan or any similar topic only for you Order Now Enrolled and registered in the said college school. The new curriculum requires them to report three days in school and three days in the clinical area for their RLE or practicum requirements following the 3/3 plan. Their exposure to the Clinical Area will enable them to practice their skills in the art and practice of rendering appropriate nursing care and intervention. To apply, practice, and enhance of what they learn in school during the return demonstration session. To help their patients become independent in health care and/ or maintenance and rehabilitation, whatever the case may be. To teach patients regarding in health teaching on how tom prevent illness and how to promote health. B) Focus of Clinical Experience Nursing care of clients who are confined in Pedia Ward who have different cases. Most belong to the lower income level. C) Setting The Pedia Ward is located beside the Nurse’s Station. It has a 10 bed capacity. D) Briefing or Orientation a) Discuss and explain the learning objectives of the RLE in the Pedia Ward. b) Discuss the requirements and specific activities during the duty hour. c) Receive the endorsement from the outgoing shift. d) Explain the nature of the evaluation and grading system as follows: i. Psychomotor: 50% * Assessment 10% * Planning and Implementation 30% Evaluation 10% ii. Affective: Attitude/ Professionalism 20% * Is neat and well- groomed 5% * Observes punctuality in all activities 5% * Is reliable, dependable and resourceful 5% * Shows composure in handling emergency/ Crisis situations 5% iii. Cognitive: Cognitive Knowledge 30% TOTAL: 100% SCHEDULE OF ACTIVITIES FIRST WEEK TIME| 1| 2| 3| :00- 8:00| Devotional (RTMDH)| Devotional (RTMDH)| Devotional (RTMDH)| 8:00- 9:00| Receive Endorsement| Receive Endorsement/| Receive Endorsement| 9:00- 10:00| Ward Orientation and Rounds| Bedside care/ Preparation of medication | Bedside care/preparation of medication| 10:00-10:30| First batch (5students)| 10:30-11:00| Second batch (6 students)| 11:00-12:00| Vital signs taking/Measuring of intake and output/Charting and Graphing| Vital signs taking / Measuring of input and output/Giving of medication| Vital signs taking/ Giving of medication/ Charting and Graphing| 12:00-1:30| Reporting| Group Discussion| Evaluation f Week Performance| 2:00- 3:30| Endorsement| Endorsement| Endorsement| 3:30- 4:00| Travel time| Travel time| Travel time| Days TIME| 4| 5| 6| 7:00- 8:00| Devotional (RTMDH)| Devotional (RTMDH)| Devotional (RTMDH)| 8:00- 9:00| Receive Endorsement/ Rounds| Receive Endorsement/ Rounds| Receive Endorsement/ Rounds| 9:00- 10:00| Bedside Care/Preparation of Medications | Bedside Care/Preparation of Medications / CBG| Bedside Care/Preparation of Medications | 10:00-10:30| First batch (6 students)| 0:30-11:00| Second bat ch (5 students)| 11:00-12:00| Vital signs taking/ Giving of Medications/ Charting and Graphing| Vital signs taking/Giving of Medication/ Charting and Graphing| Vital signs taking/ Charting and Graphing| 12:00-1:00| Measuring of intake and output | Short Quiz | Measuring of intake and output | 1:00-2:002:00-3:30 | Reporting | Reporting | Reporting | 3:30- 4:00| Travel time| Travel time| Travel time| SECOND WEEK Days THIRD WEEK Days TIME| 7| 8| 9| :00- 8:00| Devotional (RTMDH)| Devotional (RTMDH)| Devotional (RTMDH)| 8:00- 9:00| Receive Endorsement/ Rounds| Receive Endorsement/ Rounds| Receive Endorsement/ Rounds| 9:00- 10:00| Bedside care/ Health Teachings/ Preparation of Medications | Bedside care/ Procedural activities / Preparation of Medications | Bedside care/ Procedural activities/ Preparation of medication| 10:00-10:30| First batch (6 students)| 10:30-11:00| Second batch (5 students)| 1:00-12:00| Vital signs taking/CBG| Vital signs taking/ Giving of medication| Vital signs tak ing/ Giving of medication| 12:00-1:00| measuring of intake and output/Graphing/Charting| Measuring of intake and output Graphing/Charting| Measuring of intake and output/ Graphing/Charting | 1:00-2:002:00-3:30| ReportingEndorsement | ReportingEndorsement | Reporting/evaluationEndorsement | 3:30- 4:00| Travel time| Travel time| Travel time| FOURTH WEEK TIME| 10| 11| 12| 7:00- 8:00| Devotional (RTMDH)| Devotional (RTMDH)| Devotional (RTMDH)| 8:00- 9:00| Receive Endorsement/ Rounds| Receive Endorsement/ Rounds| Receive Endorsement| 9:00- 10:00| Preparation of Medication | Preparation of Medication | Rounds| 10:00-10:30| First batch (5 students)| 10:30-11:00| Second batch (6 students)| 1:00-12:00| Vital signs taking/ Giving medication/CBG| Vital signs taking/ Giving of medication/ Measuring of input and output/CBG| Vital signs taking| 12:00-1:001:00-2:00| Measuring of Intake and Output/ Graphing/ChartingGroup Discussion | Case Study Presentation/ Evaluation of NCP and Drug listPost- test | Final Evaluation of Over- all Performance Distribution of Final grades| 2:00- 3:30| Endorsement| Endorsement| Endorsement| 3:30- 4:00| Travel time| Travel time| Travel time| Days (HEALTH EDUCATION) Submitted by: Mary Angeli P. Balomit BSN 3-A Submitted to: Mrs. Carla Guilaran (Teacher) How to cite Teaching Plan, Papers

Students Discrimination in Employment free essay sample

The Seventh Secretary-General of the United Nations Kofi Annan (2006) once said that â€Å"Gender equality is more than a goal in itself. It is a precondition for meeting the challenge of reducing poverty, promoting sustainable development and building good governance. † However, despite this and all of the actions done by the LGBT (Lesbian, Gay, Bisexual and Transgender) groups, gender discrimination is still visible in our country especially in the sectors of employment, education and society. It is evident in the recent years that the number of LGBTs in these sectors has been increasing and many of them have already experienced gender inequality. These result to different consequences in the life of LGBT individuals. That is why our study decided to focus on these three sectors. This paper will disclose facts about the stands and opinions of the concerned LGBTs that will help the government to see this problem and address to it immediately. We believe that the government should do actions to minimize, if not eliminate, the above-mentioned discrimination issue in the different sectors of the country because they are the most capable to do so. Background Gender equality has always been an issue in the Philippines. Lesbian, Gay, Bisexual, and Transgender (LGBT) are experiencing various kinds of discrimination in different sectors of society; however, the government is still not exerting much effort to solve this problem. That is because the people in the government do not comprehend the gravity of the matter, leaving them with the thought that there is no serious problem regarding sexual-orientation discrimination. Reasons why discrimination against LGBT in the country still exists include lack of legislation that protects them from discrimination of multiple reasons, such as gender identity, sexual orientation and Filipino traditions, beliefs and values (Alcantara, Batac, Canlas, Fernando, and Garcia, 2013). Religion is the primary basis of Filipino’s practices and traditions, thus, most of them consider LGBT as immoral and sinful. Since 1999, many Discrimination Bills have been filed in congress by the legislators, however, until now, there is no single bill that protects the LGBT from gender discrimination has enacted into a law. Consequently, LGBT individuals still experiencing unjust treatment from other parties, and are constantly deprived of equal rights in many aspects of humanity. This study will focus on discrimination against the LGBT in three aspects – employment, education and community. It will provide responses from the involved individuals that will help the government address the problems regarding this issue. Body (1st main pt) The government should do actions to minimize, if not eliminate, gender discrimination as we cannot deny the fact that many Filipino LGBT College students are experiencing different types of discrimination especially in employment, education, and society. There are companies in the country that block the promotion of LGBT employees, and worse is that they do not even hire LGBT individuals as they believe that homosexuality denotes weakness and immorality. In fact, 15 to 43 percent of gays experienced different kinds of harassment and inequality in employment (Burns and Krehely, 2011). Furthermore, based on a 2008 study of the Williams Institute on Sexual Orientation and Gender Identity Law, â€Å"27 percent of lesbian, gay, or bisexual workers had been harassed or discriminated against at work on the basis of their sexual orientation† (Badgett and Mallory, 2012). Moreover, the General Social Survey (GSS), â€Å"show [sic] that over one in four LGBT employees report discriminatory treatment in the workplace in past the five years, and over one-third are not out to anyone at work† (Mallory and Sears, 2011). Likewise, according to Pizer, Mallory, Sears, and Hunter (2012), â€Å"millions of lesbian, gay, bisexual and transgender (LGBT) workers remain vulnerable to employment discrimination absent further federal protections against sexual orientation and gender identity discrimination†. Miss Pao Alcantara (personal communication, November 15, 2013), a member of the organization of LGBT students from the University of the Philippines, told us through an interview that: It is really difficult to be an LGBT  individual in the Philippines. For one, it’s really hard to come out as an LGBT because of the fear that our families won’t accept us, or people will judge us because of our sexual orientation and gender identity. We also see discrimination everywhere, from the companies not accepting transgender applicants, or firing employees who do homosexual acts†¦. For now, it’s really difficult. But I hope that it will change through time. Recent studies reveal that more big companies abroad are now accepting LGBT in their companies. Discrimination among these LGBT is diminishing in other countries. They can get promoted and are given greater work responsibilities based on their abilities (Hewlett Sumberg, 2011). According to a 1996 Newsweek magazine poll cited by Fitch (1997), a majority of American voters and even successful companies are conformed in the equality for gays and lesbians in the workplace. Likewise, Human Rights Campaign studies revealed that more than 300 employers are also giving benefit to the LGBT employees and are supporting their groups. Furthermore, different organizations such as Servicemember LegalDefense Network, The Gay, Lesbian Straight Teachers Network, and the Interfaith Working Group are working together to advocate the anti-discrimination. However, in our country, LGBT employees still experiencing unfair treatment from their employers and co-workers. In fact, Ms. Pao shared a story where she had experienced discrimination at work: Another happened in a government agency where I took my internship last summer. During the interview, the interviewer from the HR of that agency told me that I passed all the qualifications but he will not accept me if I continue dressing up as a woman. He wanted me to wear men’s slacks and men’s shoes and men’s polo even though I am not comfortable wearing those things. (P. Alcantara, personal communication, November 15, 2013) People say that the LGBT does not need to be protected from discrimination in employment because it is the discretion of the employer which applicant is to hire. Conversely, the basis for hiring and promotion should be purely based on merits, credentials and ability of the applicants and employees. In fact, we should all respect every individual as pinoy politics (2013) mentioned in his article that the LGBT should never be deprived of equal rights and governmental and societal support because they, as well, are human beings who are giving the same types of contributions to the country. Also, Alcantara (personal communication, November 15, 2013) mentioned in her interview that â€Å"in employment, our sexual orientation and gender identity should not be a factor. Employers should look at our credentials, or our qualifications, not on our sexual orientation. It has nothing to do with our performance at work†. Due to this, experts and young people call for increased respect for the Human Rights of Lesbian, Gay, Bisexual, and Transgender (LGBT) people in Asia. According to the Embassy of the United States (2013), â€Å"LGBT activists emphasized the importance of enacting anti-discrimination laws, particularly in education, health, employment [emphasis mine], family affairs, media, community and politics in a public discussion convened by the United Nations Development Programme, United States Agency for International Development and its Regional Development Mission for Asia, and UP†. Body (2nd main pt) As college students, LGBT students are already surrounded with people who already fully express their own opinion and feelings. For them it is inevitable for other people to express their own opinion for or against LGBTs. It is also common for schools and colleges to have stereotypes within them. From the cool jocks to the nice girls, the LGBT are mostly categorized at the bottom of the social pyramid. The people who think badly of these LGBTs can be called â€Å"homophobes,† which is described by Webster (2013) as a person who hates homosexuals badly. These homophobes makes the LGBTs feel unsafe, in addition to the fact that mostly there are no any laws or school policies that protect their rights. Hence, the government should do actions to help these students feel safe and free from any kind of discrimination in their education. Yet, some people believe that LGBT does not need to be protected from discrimination in education because discrimination does not exist in the first place. On the contrary, the surveys conducted by AAMCs Group on Student Affairs (GSA) and Organization of Student Representatives (OSR) found that discrimination in education had an undeniable existence. Furthermore, according to Burns and Krehely (2011), â€Å"studies show that anywhere from 15 percent to 43 percent of gay people have experienced some form of discrimination and harassment at the workplace. Moreover, a staggering 90 percent of transgender workers report some form of harassment or mistreatment on the job†. As a matter of fact, due to the fear of rejection and being bullied, some youths do not come out of their closet, making them remain as a closet LGBT. Moreover, some big and popular colleges and universities in the Philippines also committing gender discrimination. According to Alcantara et al. , (2013), â€Å"the Philippine Normal University in Manila barred effeminate gay students from having long hair, applying make-up, or wearing earrings inside the campus†¦. † (p. 3). Likewise, â€Å"In San Beda College in Manila, masculinity tests used to be imposed on presumably gay students. Students can? t [sic] enrol if they fail the arbitrary test† which indicates their â€Å"perception of masculinity† (Bagas, 2008). Consequently, many gay students are trying to hide their sexual orientation to enter the said College. Moreover, some teachers made their gay students stand in front of the class just because they were acting as a girl (Alcantara et al. , 2013). Transgender individuals were even â€Å"made to leave the classroom or threatened [emphasis mine] with being barred from graduating† because of their sexual orientation (Alcantara et al. , 2013, p. 4). Another case was about Perci Cendana, the first openly gay chairperson of the University Council (USC) of UP, who experienced homophobic propaganda with phrases like: â€Å"Perci Kadiri and Bading wag iboto† during the campaign period. These circumstances indicate that gender discrimination in education is getting worse. Body (3rd main pt) Also, discrimination against LGBT college students in the country from violent community should be solved by the government. We observe that many LGBT individuals were not allowed to enter some establishments in the country due to policies on â€Å"dress codes†. Health institutions also treating the LGBT unfairly and less important, and offers them limited access to their services. Likewise, LGBT people experience discrimination from police and military institutes by not allowing them to join their institutions because of the existence of their policies which are biased against the LGBT (Alcantara et al. , 2013). As a matter of fact, some LGBT members mentioned that being â€Å"gay† is not really fun â€Å"in the Philippines† (Ribaya, 2013). Research shows that LGBT people have â€Å"reduced access to medical care† wherein they are waiting longer than heterosexual people when seeking treatment, and they are also â€Å"less well screened for health conditions† than those of straight individuals (Better Health Channel, 2011). Some of the issues they face according to Better Health Channel (2011) include: â€Å"The majority of gay men and lesbians have had experience of homophobic health professionals†, â€Å"Gay men and lesbians may experience difficulties communicating with medical professionals because of the fear that they may need to ‘come out’ during the consultation and risk receiving less favourable [sic] treatment as a result†, â€Å"The right to provide ‘medical consent’ may be refused to same sex partners, in spite of the fact that it is now illegal to do so†, â€Å"Gay men and lesbians may be reluctant to have their sexuality recorded in their histories due to the fear that others may gain access to their records†, and â€Å"Reduced access to services leads to reduced levels of screening in gay and lesbian populations. This is likely to account for the higher levels of some cancers in these groups†. Although almost all of health insti tutions claim that they treat everyone the same, it is clear and obvious that LGBT individuals still experiencing unjust treatments in this specific sector of society. â€Å"Sometimes health professionals chase them [LGBT people] away unknowingly† (Moyer, 2011). â€Å"Gay and lesbian people do not need special medical treatment, but they do need treatment that is fair and appropriate† (Better Health Channel, 2011). Furthermore, recently studies show that LGBT in the armed forces â€Å"were forced to keep their sexuality a secret or risk being discharged—a risk that would become a certainty if attempting to marry a person of the same sex† (Cray and Miller, 2013). For some reasons, Marisol Castillo Aragones, a representative of Lagunas 3rd District, said that there should police desks that will protect the LGBT people since the rate of â€Å"human rights violations† on LGBTs are significantly increasing (Ancheta 2013). In fact, the ProGay Philippines gave a report to the UN Human Rights Council However, people say that that they have also the right on how they want to treat everyone, including LGBT individuals. LGBTs are not superior to have special treatments, and heterosexual people have their own opinion, thoughts and beliefs that needed to be respect as well. Then again, the LGBTs are humans as well and they should be treated equally as heterosexual persons. Human rights apply to them as well, as Theodore Roosevelt once said â€Å"No man is above the law, and no man is below it†. Conclusion: LGBT people, even at this generation, are still experiencing different types of discrimination due to their sexual orientation. We may observe that in different sectors of society: education, employment and community. The surveys and interview the researchers conducted indicate that LGBTs are not satisfied with how the government responds with their grievances and complaints about the discrimination issue against them. After so many years of struggling and fighting to pass the Anti-Discrimination Law, the government still do nothing to materialize the law. The approval of the said law will certainly minimize, or even root off, the inequality between homosexual and heterosexual people. According to Articlebase (2011), â€Å"hundreds of thousands of transgender, lesbians and gay men are victims of discrimination in hiring policies, wage levels, benefits and other workplace benefits†. Moreover, the problem regarding to the issue is so â€Å"so pervasive that the victims are not even painfully aware that they suffer inequalities in quality of life and legal benefits†. However, there is still a hope for these people to attain equality and fair treatment. According to ProGay Philippines (2011), â€Å"a bill filed in the House of Representatives in 2010 aims to correct these inequities and provide hope to some eight million lesbian, gay, bisexual, and transgender (LGBT) Filipinos†. Furthermore, â€Å"Anti-Discrimination Bill† will provide the society, including LGBT Filipinos, â€Å"at large the legal definition of discrimination on the basis of sexual orientation and gender identity, or SOGI for short† (ProGay Philippines, 2011). Moreover, Senator Loren Legarda (2011) said in the Senate of the Philippines that: This measure [Anti-Discrimination Bill] will lessen, if not eliminate, cases of discrimination in the Philippine society as it penalizes acts of discrimination, profiling, violence, and all forms of intolerance in employment, education, delivery of goods, facilities and services, accommodation, transportation, media, in search and investigatory activities, and in political, civil, cultural and social life on the basis of ethnicity, race, religion or belief, sex, gender, sexual orientation, gender identity, language, disability and other status. Moreover, the said measure seeks to impart to Filipino youth the importance and value of respect to the â€Å"identity, affiliation, status and preferences of other people†¦ from primary to tertiary levels, discussions on discriminations based on ethnicity, race, religion or belief, sex, gender, sexual orientation, gender identity, language, disability, or other status† (Senate of the Philippines, 2011).