Cocultures in the Workplace Amber Katheryn Anne Jensen
Co-cultures in the Workplace Amber Katheryn Anne Jensen
Introduction
Understanding the Issue
Diversity and Ethical issues Diversity in a workplace is inevitable. In order for a company to thrive you have to learn how to be ethical in treating others, even though they are different then you
Different cultures Low context culture • Rule oriented, people play by external rules • More knowledge is codified, public, external, and accessible. • Sequencing, separation--of time, of space, of activities, of relationships • More interpersonal connections of shorter duration • Knowledge is more often transferable • Task-centered. Decisions and activities focus around what needs to be done, division of responsibilities.
Different cultures continued • Less verbally explicit communication, less written/formal information • More internalized understandings of what is communicated • Multiple cross-cutting ties and intersections with others • Long term relationships • Strong boundaries- who is accepted as belonging vs who is considered an "outsider" • Knowledge is situational, relational. • Decisions and activities focus around personal face-to-face relationships, often around a central person who has authority.
Discrimination in the Work Place Employment discrimination, far from being obsolete, and may occur quite frequently. It exists as a fact of life. Being prejudice insults human dignity and victimizes others. The economic consequences can follow discrimination and have an impact on our bigger and better future.
Federal laws preventing workplace discrimination Federal law states that you cannot discriminate anyone based on; race, color, disability, religion, national origin, or sex. It is unlawful to harass a person because of his or her national origin. Harassment can include, for example, offensive or derogatory remarks about a person’s national origin, accent or ethnicity. Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). An employer may not base an employment decision on an employee’s foreign accent, unless the accent seriously interferes with the employee’s job performance.
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Conclusion
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