Organizational Behavior History and Diversity in the Workplace

Organizational Behavior History and Diversity in the Workplace/Self-Assessment – Emotional IntelligenceQ1One of the critical implications is that staff members from all backgrounds bring their unique perspectives, ideas, and experiences to bear, resulting in adaptable and successful companies.SynopsisLaunching the Power of Diversity offers a simple method for developing a shared vocabulary across teams and organizations that , fosters trust in people and systems, encourages innovation, and aids in the sustainability of diversity. Many organizations and groups are currently dealing with complex issues on a global scale, including cultural, social, and environmental concerns. Mass migration, climate change, and human rights issues transcend country boundaries and sociodemographic categories. We need the ability to effectively communicate across the divides that may otherwise separate us from solving these complicated difficulties. The systematic approach is relevant and transferable to various contexts, including the workplace, inter-professional settings, varied industries and cultures, and corporate, governmental, and non-profit organizations. The Diversity Icebreaker program, designed in the book, has been used effectively in 70 countries with 250,000 participants. It demonstrates how to do so and offers a fresh perspective on diversity across diverse boundaries, fostering unity and trust while opening up new channels for communication.
I believe that having a varied staff enables businesses to make the to succeed. We’re expected to and innovation; you can’t do that without diversity. Everything is included, including ethnicity, geography, and gender.Q. 2Results in table 4.1 (characteristics of job satisfaction) reveal that an employees relation with coworkers reduced by 1 in 2016 over one year. This issue needs thorough improvement, which involves opening communications where the coworkers decide on their preferred communication strategy. You should listen and analyze critically what your coworkers say before making conclusions. On the other hand, self-assessment revealed numerous achievements as flexible exponentially. In table 4.1, the number of working hours increased from 58 to 67% between 2015 and 2016.I agree with the results where the employees’ interaction was reduced. Communication issues can significantly affect how the employees link with each other. Misinformation is widespread in this scenario leading to poor interactions. Appropriate measures such as boosting flexibility and encouraging positive interactions can help solve this issue.ReferencesEkelund, B. (2019). Unleashing the Power of Diversity: How to Open Minds for Good. Lumen Plus. Retrieved from, https://eds.p.ebscohost.com/eds/detail/detail?vid=1

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