Managing Diversity & Equal Opportunity Essay Example | Topics and Well Written Essays - 2000 words

Managing Diversity & Equal Opportunity - Essay Example Provide a list of actions you would need to take as a manager to resolve this issue and also justify your answer. Introduction: Diversity is concerned with recognizing and valuing difference in cultures and ethnicities in the broadest sense. The thing that matters here is to create a working culture and related practices that recognize, respect, value and harness differences for the benefit of the organization as well as the individuals. Trust is an equal opportunities employer, which means that it is the Trust’s policy that there should be no discrimination, harassment, unfair treatment or victimization of any employee, job applicant, customer, provider of services or member of the public, neither directly nor indirectly on the grounds of race, nationality, gender, gender reassignment, marital or family status. Equality means creating a fairer society where everyone can participate and each individual has the opportunity to fulfill his or her potential. It is backed by legisl ations designed to address unfair discrimination based on membership of a particular group. Body: As an HR manager it is my responsibility and so I have the right to stop and prevent harassment and discrimination. Some of the ways in which I can fulfill my task is as follows: Supporting management by developing center policy and procedures for preventing and stopping ill and unfair treatment. Educating staff, particularly through induction and retraining, including specialized training for line managers. Helping the management to establish avenues of assistance at all duty stations for staff members who have experienced harassment or discrimination. Providing direct support and guidance to people involved in such issues Providing guidance to committees investigating harassment and discrimination complaints. Under the current situation, I have come to notice that in the organization some employees in my department are indeed upset, and I have found the reason to be an employee who is racially offensive towards individuals of non-white ethnic origins and discriminated as well as harasses them. As an HR manager, I am responsible for eradicating discrimination and harassment, which is the key to establishing a work place of dignity. To facilitate such an environment, I will ensure that All new appointees, including contractors and consultants, particularly, line managers and supervisors have relevant policies explained to them as part of their induction, early at the time of appointment. Appropriate retraining is given to the workforce from time to time, staffs are reinforced to understand the purpose, ramifications and implications for sustaining a workplace of dignity. Line managers receive specialized training on harassment and discrimination issues as they are the first line of defense and, therefore, must be made thoroughly aware of harassment and discrimination issues. They must act as role models, be alert to the emergence of such mistreatment problems in t heir workgroup and be aware of their responsibilities as they are empowered to act expeditiously and appropriately. It is my duty to solve this problem and as a solution, I would brief the alleged employee to stop his discrimination and to concentrate on the work assigned to him. If he still fails to understand the need to treat his colleagues with respect and

Measures of Personality Research Essay Example | Topics and Well Written Essays - 1500 words

Measures of Personality Research - Essay Example Appreciating the fact that human behavior falls into certain personality types and groups makes us less judgmental when observing someone's behaviour (Renee 1998). We see behavior that's quite in contrast to our own actually follows a pattern exhibited by many people of that type. Understanding these differences enables us to communicate in more efficient ways when we know another's personality type. Two important personality indicators in widespread use are the Meyer-Briggs Type Index and the Minnesota Multiphasic Personality Inventory. The Meyers-Briggs Type Index or MBTI is a personality test indicating an individual's personality preferences or type of personality he or she is, for example whether the person is largely extroverted or introverted, whether thought or intuition dominates the mental processes. The results of this test offers indications as to which work situations an employee might be best suited, and if they are in conflict or in harmony. The MBTI was developed by Katherine Briggs and her daughter Isabel Myers in the 1920's and published in 1975 having undergone stringent testing for validity and reliability. The method is based on Swiss psychologist Carl Jung, who talked of personality types in his book Psychological Types (Quenk 1999) Although the MBTI has been around since 1956, it wasn't until 1975 that it became available to all qualified professionals who could administer the test and since then over 30 million people have taken part in it. It is now one of the most widely used personality test tools with an annual use of about 2 million people (Quenk 1999). The MBTI gives individuals a greater understanding of themselves. The different indicators of personality show that people communicate and decide upon things differently. The various personality type preferences can sway experiences, learning, life choices and the things that motivate people. It is a framework for gaining insights into the personality of others and also our own. Since the tool of use is a self-report questionnaire, it is not actually a test since there are no right or wrong answers, but acts as an indicator looking at normal behavior. Rather than identifying skills, abilities, competencies, the indicator scrutinizes preferences. The indicator does not favor some personality traits over others and each is considered to have its own merits. The MBTI is a useful tool to build teams in a workplace, act as a career guidance for students or job seekers and provide a gauge for leadership qualities. The MBTI consists of 4 scales of opposite preferences or dichotomies (Quenk 1999). 1) The manner in which we channel personal energy can be either through Extraversion or Introversion. E or I. Extroverts channel their energies outwards. They show a keen interest in the people and things and receive energy from communicating and interacting with others. Introverts channel their energies inwardly and show greater interests in thoughts and reflective ideas. 2) The manner in which we absorb external information can be through Sensing or iNtution. S or N. Individuals who show tendencies towards sensing, favor absorbing information from the five senses of sight, sound, smell, touch and taste. They