Managing Diversity Des Moines Essay - 1,596 words

... (Rowe 79). A comprehensive 1993 study of U. S. workers' attitudes bears out Rowe's assertions. The first installment of a planned quadrennial survey, the privately funded National Study of the Changing Workforce found that perceptions of discrimination take a heavy toll on job performance.


More than one-fifth of minority workers reported they had been discriminated against by their current employers. Those beliefs correlated with a higher tendency to feel "burned out, " a reduced willingness to take initiative on the job and a greater likelihood of planning to change jobs. (NSCW 1993). From an external perspective, a diverse workforce can also provide a distinct competitive advantage for a firm and enhance its success in today's increasingly global marketplace. "Conversely, if you don't understand the nuances of different cultures, you may be inadvertently slighting potential customers and missing out on new markets, " notes Rowe. "Your lack of understanding can also affect existing relationships. Diversity is both a customer service and a business development issue. " (Rowe 83). This message was emphatically driven home when a Maryland biotechnology firm, seeking to relocate, recently rejected Des Moines, Iowa, for being too homogeneous. Iowa had offered the company $ 25 million in incentives.


As it turned out, however, money wasn't everything. Company officials on a scouting trip realized that almost all the faces they saw in Iowa were white and decided to turn down the generous offer. The failed deal cost the state 250 new jobs and potentially millions of dollars, graphically illustrating the powerful economic ramifications of the nation's diversifying work force. (Reagan 19). "We were really wooing them, " recalls Michael Reagan, president of the Greater Des Moines Chamber of Commerce, regretfully. "But then somebody in their group said, 'I think we may be uncomfortable here. We " re used to all kinds of different people. '" (Reagan 17).


Far too often in the past, Reagan acknowledges, visiting business leaders were greeted by a team of white men, a mistake he vows will not be repeated. Firms that have already recognized the value of a diverse work force and made a sincere effort to maximize its contributions have learned that changing hiring policies will not in and of itself ensure success. A strong commitment from company leaders is also critical. "The correct question today is not 'How are we doing on race relations?' or 'Are we promoting enough minority people and women?' Rather, it is 'Given the diverse work force weve got, are we getting the productivity, does it work as smoothly, and is morale as high, as if every person in the company was the same sex, race and nationality?' " posits Rowe. What the small business owner must do is create an environment where no one is advantaged or disadvantaged, an environment where 'we' is everyone and in which people feel their contributions are valued. "When you seek to attract talented employees of diverse backgrounds, one of their considerations will be whether your firm offers a reasonable opportunity to develop to their fullest potential, " Rowe emphasizes. Another lesson to learn is the importance of communication and a willingness to listen to what employees have to say. Communication is an essential part of managing diversity.


People often don't realize how their actions or words will be taken, It usually takes a specific incident to bring this home. Creating an open atmosphere in which people feel free to raise issues without fear of reprisal is an important first step, and it doesn't cost anything. Anita Rowe also suggests examining whether employers are cutting themselves off from listening to employees. "Do you know what your employees' needs are?" she asks. "Is two-way dialogue taking place? If you see negative issues, don't ignore them. Sit down with employees and discuss how 'we' will work them out.


If you empower staff members to be part of the solution, they will feel valued and that they have a tangible stake in the company. " Rowe also urges sensitivity to cultural differences, both internally Drawing on personal experience it is possible to recall several important issues and situations related of diversity in the workplace. A bank manager, in a bank that I used to work for, was helping a customer fill out account forms, . He was joking and laughing in an attempt to make the man feel comfortable. When the customer returned home, he called the manager's supervisor to complain. In the customer's country, conducting business is considered very serious. He thought the manager was being disrespectful with his levity.


Business owners and managers must be aware of cultural differences and how they affect customer service, as well as learn how to communicate and work with people of diverse backgrounds. Sensitivity is the key, emphasizes Rowe. "Recognize that your interpretation of a behavior isn't universal and for another person it may mean something else entirely. (Rowe 119). She adds, "I'm not suggesting that you have to change things to ac ...................................................................................................................................................................................................................................................................................................................................................................

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Essay Tags: managing diversity, work force, history channel, cultural differences, des moines

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