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Experiencing OB Assignment Directions
Experiencing OB Assignment Directions
Name;
Institution:
Analysis of the Policy that was changed at Work
I was two months into my marketing internship at Company X (name withheld), when our manager announced, via an internal memo, that we would all be working Saturdays for the next five weeks until the new product the company was producing was launched into the market. The Marketing Department had a lot of work to do to create an overarching image of the new product and to reach out to customers, prospects, and investors, for this new product to gain traction even before it hit the stores. This major policy change affected everyone in the department except for the Chief Marketing Officer and the managers. My fellow colleagues and I felt that this decision was lacking in fairness since we were not involved in making it. All we wanted was engagement in the decision-making process especially on matters that directly concerned us. “Studies suggest that fostering engagement in employees, has a significant impact on the corporate bottom line” CITATION Org12 l 1033 (Organizational Behavior, 2012). Employee engagement is a tool mainly regarded as “managing discretionary effort that is when employees have choices they are likely to act in a manner that that furthers the organization’s interests.”
Elements of Fairness Present during that Process
The elements of fairness that were present were that we were allowed to express our views and feelings (although this happened very late in the procedure), this procedure upheld ethical and moral standards, we were treated with dignity, we were treated in a polite manner, the manager refrained from improper remarks and comments, and we were able to appeal the outcomes arrived at by this procedure.
Elements of Fairness absent during that Process
The elements of fairness that were absent in this procedure were that there lacked candid communications before the application of this policy and the policy was not explained thoroughly it was simply enacted.
Elements of Fairness that are Difficult to implement as a Manager
Yes, there are elements of fairness that are difficult to implement such as allowing all subordinates to express their views and feelings during policies that need to be made quickly. Some managers may also find it difficult to criticize and discipline poor performing employees and this may result in the demotivation of good employees who may feel that their hard work is not appreciated. This need for affiliation by a manager may result in unfair behavior. Managers who are high in need for achievement may be compelled to micromanage their subordinates and be overbearing CITATION Org12 l 1033 (Organizational Behavior, 2012). These managers are likely to praise results and unfairly disregard tasks approached in a different manner from what they expect.
Was the outcome influenced by fairness?
Yes, the outcome was influenced by fairness. Finally, we were able to air our grievances about working on Saturdays. Those who could not attend work because of religious reasons or other responsibilities, like myself, were allowed to work overtime during weekdays to complete the work apportioned to us on Saturdays.
The relation between Fairness and Motivation
Fairness is related to employee motivation. According to equity theory, employees are motivated when they perceive reward distribution as fair, and vice versa. The perception of justice is shaped by making a comparison between their inputs and outcomes and the inputs and outcomes of a referent CITATION Org12 l 1033 (Organizational Behavior, 2012). Equity theory suggests that procedural and interactional types of fairness affect the motivation of an employee. Procedural justice is the degree to which fair decision-making procedures are used to arrive at a certain decision while interactional justice refers to the degree to which people are treated with respect, kindness, and dignity in interpersonal interactions.
References
BIBLIOGRAPHY Organizational Behavior. (2012). Washington: Saylor Academy.
Diversity and Inclusivity in Retention
Diversity and Inclusivity in Retention
Student’s Name
Institution of Affiliation
Scholarly Writing About Recruitment and Retention of Diverse Board Members
According to the National Council of Non-Profits, equity, diversity, and inclusion matter for non-profit organizations. The council for non-profits stands with other organizations to advocate and uphold equity and justice while at the same time denouncing cases of racism, exclusion, and intolerance. Embracing diversity, inclusion, and equity as organizational values is one of the best ways for organizations to make positive outcomes flourish. Based on this, the council urges each of the non-profit organizations to continue articulating their own values and letting the same values guide them. Besides, organizations are requested to use the board meetings and staff meetings to advocate equity and diversity values while at the same time examining their effectiveness in the organization (Deloitte 2015).
According to the article, ensuring diversity in an organization can result in many benefits that include initiating actions, while in other organizations, inclusivity and diversity have been essential in boosting the quality of decision-making (Lorenzo, 2017). Besides, a diverse workplace is known to encourage people to become more creative, more diligent, and hardworking. In addition, recent studies have indicated that employing more diverse staff in an organization can help in fostering enhanced motivation among the employees. Another benefit of diversity and inclusion in an organization is that when employees, donors, board members along with other stakeholders who help shape the organization values and activities, a unique perspective is introduced into the non-profit organization, which is beneficial in that it influences how the organization approaches its mission in a more inclusive and innovative manner.
For example, LOAM is a non-profit organization that operates in Louisiana, Oklahoma, Arkansas, and Missouri, working to improve educational outcomes and access for underprivileged students in rural communities. All three regions that the organization works in, are characterized by a diverse population regarding the socioeconomic organization, culture, and ethnicity. Based on this, LOAM’s mission objective needs to be in line with what they do, and this can only be achieved by hiring a diverse workforce to help balance the inclusivity of all the said groups. When this is done, the objectives of the organization will be easily fulfilled. In the case of LOAM, the organization has a very diverse client base and relatively diverse staff. By this, it means that the organization’s leadership does not reflect the diversity of the client it serves, an aspect that has been attributed to poor retention for employees. Based on this, LOAM needs to take some drastic measures to improve employee retention in the company to help solve the problem of diversity and inclusion, which will eventually help oversee the mission objectives achieved in a more inclusive and innovative manner.
Steps LOAM Should Take to Address Retention and Diversity Challenges
When employees from different backgrounds are allowed to flourish in an organization, the non-profit organization benefits from diverse skills, ideas, and engagement. Besides, the retention rate among the employees is also perceived to rise, which is what LOAM lacks. Based on this, there are various recommendations that can be used by LOAM to help enhance their diversity and also their retention rate of the employees.
One of the recommendations is educating the leaders who sit on the board. The organization’s executives and managers are instrumental in the diversity and inclusion efforts, as, at the end of the day, it is the leaders who are at the frontline with the organization’s employees (Jain-Link, Kennedy and Bourgeois, 2020). The experiences of the leaders with the employees play a crucial role in retention in that it dictates whether it will make or break the diversity and inclusion initiatives set by the organization. One of the key fields that leaders of an organization need to be trained on includes training on unconscious bias, which occurs when employees make judgements regarding people based on race, gender, and other stereotyping factors without realizing that they are doing it.
Unconscious bias may be one of the problems that LOAM is facing in that most of the employees hired are stereotyped based on their age, gender, and even race. Based on this, it makes them uncomfortable to extend their stay in the organization, and this compels them to make an early retirement decision. Taking on this, even if the organization has hired a diversified workforce, it would not be able to keep them happy (Gurchiek, 2018). Training the employees on the unconscious bias helps make them aware of this form of bias and helps in driving home the significance of modeling inclusive behaviors, including engaging in active listening and encouraging other employees’ points of view during such activities as performance reviews and meetings, and other interactions.
After training the employees regarding the identification and elimination of unconscious bias in the workplace, organizations should perform periodic evaluations for its employees to ensure that the managers and other executives have opportunities to learn how to better manage diverse workgroups (Gurchiek, 2018). Real-life talks about handling a diverse workforce should be among the topics that should be highly encouraged to the managers as they are involved in the supervision of employees of all types, including those with disabilities. After conducting training and evaluation, leaders in an organization such as LOAM should commit themselves towards diversity and inclusivity as the organization cannot achieve this milestone by itself. Even when policies are developed, it is the duty of the leaders in the organization as well as the employees to implement them. When this happens, diversity and inclusivity in an organization’s workforce will be achieved, and so the objectives as well will be attained in an innovative manner (Lorenzo et al., 2018). It is also important that the managers and employees be responsible for their respective departments’ environment as stereotyping begins in the departments before it grows to the larger organization. A conducive departmental working environment can help welcome new employees and make them feel at home, which will eventually help retain more employees.
Another recommendation that LOAM can adopt in its bid to retain a diversified workforce is the celebration of the employees’ differences. In a diverse organization, one of the best ways to show that the employees’ backgrounds and traditions are respected is to invite the employees into celebrations aimed at sharing experiences and cultures in the workplace. For example, LOAM may take their newly hired employees from the four regions it is actively involved in an event meant to celebrate and showcase what their cultures offer, such as food desserts, which is a great way of appreciating diversity. Every employee from a different background may feel unwanted if they are not allowed to practice their personal beliefs such as religion and also fashion. The two are sensitive when it comes to a population’s culture, and therefore it is important for a diverse conscious organization to provide room to accommodate such differences. Doing this is a way of appreciating the employees, which makes them feel at home. They develop a sense of belonging as they perceive that their welfare as diverse populations in the workforce is taken care of, which increase the retention rates of a diversified workforce.
In conclusion, I feel that the above strategies, which include training the employees and managers of unconscious bias and celebrating the employees’ diversity by retaining their traditions, are some of the best ways that LOAM as a non-profit organization should use in improving diversity and retention.
References
Why diversity, equity, and inclusion matter for nonprofits. (n.d.). Council of Nonprofits. Retrieved from: https://www.councilofnonprofits.org/tools-resources/why-diversity-equity-and-inclusion-matter-nonprofitsDeloitte. (2015). Diversity in the Boardroom: Perspectives and Practice. Deloitte. Retrieved from: https://www.bloomberg.com/news/articles/2020-01-24/goldman-rule-adds-to-death-knell-of-the-all-white-male-boardLorenzo, R. (2017, October). How diversity makes teams more innovative [Video]. TED Conferences. Retrieved from: https://www.ted.com/talks/rocio_lorenzo_how_diversity_makes_teams_more_innovative/discussion#t-8113
Lorenzo, R., Voigt, N., Tsuasaka, M., and Abouzahr, K. (2018, January 23). How Diverse Leadership Teams Boost Innovation. BCG. Retrieved from: https://www.bcg.com/en-us/publications/2018/how-diverse-leadership-teams-boost-innovation.aspxGurchiek, K. (2018, March 19). 6 Steps for Building an Inclusive Workplace. SHRM.Retrieved from: https://www.shrm.org/hr-today/news/hr-magazine/0418/pages/6-steps-for-building-an-inclusive-workplace.aspx
Jain-Link, P., Kennedy, J. T., and Bourgeois, T. (2020, January 13). 5 Strategies for Creating an Inclusive Workplace. Harvard Business Review. Retrieved from: http://search.ebscohost.com/login.aspx?direct=true&AuthType=ip,sso&db=bth&AN=141428245&site=ehost-live&scope=site&custid=s8428489
Diverge Political Ideologies
Name
Professor
Course
Date
Diverge Political Ideologies
Diverse political ideologies amidst men and women normally arise for diverse social issues that are fundamental top the empowerment and wellbeing. The factors that define the difference are political leadership, economics, education and healthcare.
Men and women normally hold diverse political ideologies due the underlying social issues that differ significantly. Women tend to lean towards the Democrats whilst men are mostly the Republicans and this is commonly known as the gender gap. Democrats mainly focus on the social or the corresponding modern liberalism that foster enhancement of the social and economic issues whilst at the same time guaranteeing individual freedom. Moreover, Democrat party is exemplified on the variety of the principles covering government, money matters, education, healthcare and foreign policy that favor women (Adams, 46-89). The political ideologies difference amidst women and men mainly comes in the social democracy that normally advocates peaceful alteration from the capitalism to the corresponding socialism with the prevailing representative democracy encompassing collective bargaining and public services. Nevertheless, men mainly focus on the capitalism.
Men and women differ more on the matters that pertain to the social issues that foster on political leadership, economics, education and healthcare. Women normally believe on the economic empowerment, education and good healthcare for their children and nation at large. Therefore, they mainly look for the parties that can foster better political leadership of the women, advance economy, education of their offspring and offer them with better healthcare services. Conversely, men ascendancy of the politics, culture of development of political edifice and political parties normally obstruct women’s political involvement. Frequently men conquered political parties possess male point of view on the underlying issues of the national significance that disheartens women’s since their perspective is frequently disregarded thus not redirected within the political parties (Adams, 96-119). Moreover, women are normally not designated at the locus of power in the party structure since there are gender prejudices of the underlying masculine leadership. This is due to the ancient struggle with the prevailing women’s errands. Politics is steadily becoming commercialized and massive cash is required in the participation in the politics and corresponding women lack such money accessibility and possession of the fecund resource thereby limiting their scope of political works. Thus, gender status quo is normally maintained via low resource allocation to the underlying women’s human advancement by the prevailing state, society and the family as depicted within the social indicators. Social indicators depict degrees of the gender disparities within the education, occupation and tenure of the industrious resources within the public political realm.
Political differences amidst men and women is commonly depicted educational groups since most of the women are not highly learned thus not economically empowered as elite as compared to the corresponding men. The reasons that results to the gender gap within the political opinions are maintained gender status quo that results to low resource allocation to the underlying women’s human advancement by the prevailing state, society and the family as depicted within the social indicators. Moreover, social indicators depict degrees of the gender disparities within the education, occupation and tenure of the industrious resources within the public political realm (Adams, 46-89).
Work Cited
Adams, Ian. Political Ideology Today. Manchester: Manchester University Press, 2001. Print.