ASSIGNMENT代写

Human Resource Assignment 代写:多元文化主义

2019-09-22 23:40

在上述三种方法中,全包容的多元文化主义在让非少数群体和少数群体都感觉自己被纳入职场时,似乎效果最好。尽管如此,这种方法还需要继续进行测试,因为它是一种相当新的方法,而且很少有研究能证明其积极作用。到目前为止,还没有发现这种方法的负面影响,但重要的是要继续挑战我们的理论,以便使它们更好。我对这种方法的一个担忧是,它改变了许多人用来确定谁是多样化的传统概念。“多样化的人口被定义为传统上处于研究和服务不足的非主流社会系统中的人”(Henderson, 1998)。将这一定义改为包括白人可能会导致强烈认同这一特定多样性定义的人产生负面情绪。白人感到被多样性排斥/威胁这一简单的事实表明,他们中的许多人将这一定义作为对世界卫生组织多样性的一种建构。这一定义让白人感到被排斥,因为他们处于主导的社会体系中,没有受到研究或服务。Human Resource Assignment 代写:多元文化主义将白人纳入多元化的定义中,可能会使少数民族对其传统的多元化信仰产生一种威胁感,并认同他们的信仰。他们可能认为这是对他们多样化的自我认同的侵犯,并可能以消极的态度或怨恨作出反应。我对这种方法的另一个担忧是,它的简单性可能不足以让带有强烈偏见和刻板印象的人理解。多样性倡议的目的是强调个体差异、种族间的合作、信任、尊重、包容等等。仅仅让员工感到自己被包括在计划之中,并不意味着他们也会做出同样的努力来接纳其他人。这并不意味着他们会努力摆脱过去的刻板印象和偏见。尽管包容性的多元文化方法已被证明是一种积极的措施,但重要的是继续以各种方式测试这种方法,以消除对这种方法的任何担忧。
Human Resource Assignment 代写:多元文化主义
Out of the three approaches described above, all-inclusive multiculturalism seems to have the best outcomes when making non-minorities and minorities both feel included in the workplace. Though, this approach needs to continue to be tested as it is a fairly new approach and there are few studies to prove the positive effects. As of now there have been no negative effects of this approach found but it is important to be continue to challenge our theories in order to make them better. One concern I see with this approach is that it changes the traditional concept that many people use to identify who is diverse. “Diverse populations are defined as people in the non-dominant social system who have been traditionally under research and under served”  (Henderson, 1998). Changing this definition to include whites may lead to negative feelings from people who strongly identify with this specific definition of diversity. The simple fact that whites feel excluded/ threated by diversity shows that many of them use this definition as a construct for who is diverse. This definition makes whites feel excluded due to the fact that they are in the dominant social system and they have not been under research or under served. Including whites into the definition of diversity may lead to minorities feeling a sense of threat on their traditional belief of diversity and identification with their belief. They may see it as an invasion on their self-identity of being diverse and may react with negative attitudes or resentment. Another concern I have with this approach is that its simplicity may not be enough to get through to the people with strong bias and stereotypes. The purposes of diversity initiatives are to highlight individual differences, inter race collaboration, trust, respect, inclusion, and more. Simply making an employee feel included in the initiative does not mean that they are going to make the same effort to include others. It does not mean that they will make the effort to rid of their pervious stereotypes and bias. Though the all inclusive multi cultural approach has been proven to be a positive measure, it is important to continue to test this approach in various ways in order to eliminate any concerns with the approach.