Course Number: SOCS350
Collaborating for a culturally diverse workforce seems to be somewhat challenging for organizations today. However, as our nation becomes more diverse, according to Spratt (2012), over 50% of the United States population grew because of an increase in the Hispanic population, along with the Asian population growth rate being faster than any other racial group in the United States during 2000 and 2010. Given these facts, it can be clearly stated that our current workforce has indeed become more diverse than it was in the prior century (Bell, 2007). It is therefore, imperative for ...view middle of the document...
Organizations that embrace diversity gain competitive advantage amongst organizations that do not. In order for organizations to be successful culturally diverse entities, they have to educate their managers who are the front line operators, on becoming culturally competent. The emphasis on continuous educational programs that embrace diversity should be mandated. According to Hood, (2010) attainment of cultural competence is an ongoing process that requires the elimination of ethnocentrism (belief that one’s culture is better than anyone else’s) and unconditionally accepting cultural diversity, unless the outcome towards an individual will yield negative (p. 277). The first step for professionals to gain cultural competence is for these individuals to examine their own “personal values, beliefs, biases and prejudices” (Hood, 2010, p.280). Prejudice is a rigid, negative attitude presented towards a particular group of people (Devry University, 2013). The perfect example of understanding and embracing diversity is with the ball and sock experiment. I must say that this was challenging for me in the beginning, given the fact that I am right handed. Just the simple task of turning the pages in a book seemed to be a bit awkward, however as the hours went by I embraced diversity and was able function...