When I think of diversity training in the workplace, I see Chinese, Korean, Whites and Blacks working together for a greater cause; but in order to reach that goal someone had to try something different, like embracing the Chinese holiday and exposing the other workers to their way of life.
Corporations and government agencies should offer diversity training in the workplace because this type of training is designed to increase cultural awareness which could promote a healthier work environment. On the other hand, diversity training, if not handle properly could be the worst thing for any corporation.
We can develop diversity training that fosters mutual respect by first educating all employees on different cultures; creating work groups with employees from different backgrounds; and by offering incentives to keep them motivated, so when things get weary both sides will be willing to work it out instead of insulting one another.Some practical ways to develop workplaces undivided by gender and race-ethnicity: (1) don’t discriminate employees by dividing into groups based on their gender and/or race-ethnicity; (2) provide classes and training in other languages; and (3) create a rotating schedule for employees to work with someone with a different cultural background, given each employee the opportunity to learn each other’s job.
Functionalists might say that functionalism in the corporate world is filled with bureaucracies. There are different levels of bureaucracies: clear cut levels – “assignments flowing downward and accountability flowing upward” (Henslin 2013, p. 133) ; division of labor – each employee is assigned a specific task and all the task of all the workers are coordinated to accomplish the organizations goals; written rules – rules to promote efficiency in the organization; written communication and records – designed to keep all informed of the inner workings of the organizations via emails; and impersonality and replaceability – “It is the office that is important, not the individual who holds the office. You work for the organization, not for the replaceable person who heads some post in the organization.” (Henslin 2013, p. 134)
The conflict theory of diversity training teaches how the dysfunctions of bureaucracy play a major role in how corporations and government agencies official bends and manipulate the system. Because some officials were able to climb the corporate latter so quickly, and given the authority to make decisions regarding hiring, firing, promoting, etc., they make bad decisions. Their decisioning making is influenced by their personal opinions of others and not from a business perspective, for example, by refusing to give someone a promotion because she is an African-American, that’s against the law. By tying her paperwork up in a lot of red-tape, this official violated one of the five characteristics of bureaucracies, “impersonality and replaceability –It is the office that is important, not the individual who holds the office. You work for the organization, not for the replaceable person who heads some post in the organization.” (Henslin 2013, p. 134)
A symbolic interactionalist might say that diversity training in corporations and government agencies symbolizes how employers govern their employees by giving them the opportunity for self-improvement and advancement. Also, creates a better work environment for all without fear of prejudice.
All in all, I think diversity training in corporations and government agencies is a good thing because it promotes growth and positivity. By giving the employees an opportunity to have on the job training, they benefit as well as the organization. Also, the employees become more knowledgeable about how the organization operates; as well as earning the respect for each other’s job.
Henslin, J. M. (2013). Essentials of Sociology: A Down-to-Earth Approach, 10th ed. Boston: Pearson.
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