Companies have realized the value in acquiring a

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Companies have realized the value in acquiring adiverse workforce.Organizations have a developed policy, procedures, programs, processes, and haveincorporate certain values, beliefs, assumptions, and customs within adhering to their missionand vision statements. Organizational cultures largely echo mainstream culture in its sense oftime orientation, perception, and use of time. An organizational culture may not lend itself tocultural competence, so that is where skill building plays a role within the company. A culturallycompetent organization brings together knowledge about different groups of people andtransforms it into standards, policies, and practices that make everything work.Cultural competence is non-threatening as it acknowledges and validates who people are.By focusing on the organization's culture, it removes the need to place blame and assume guilt.Since becoming culturally competent focuses on the “how-to” of aligning policies and practiceswith goals, everyone is involved in the process.These regulatory policies define everything from design and development to purchasingand quality event management. They are extensive, but in general, they’re very much in syncwith one another. Companies often look at these regulations and try to “check a box.” They’rejust trying to get through an audit or appease an inspector. They don’t adopt the standards as bestbusiness practices because they are compliance focused. This organizational view may lead acompany down the wrong path when trying to build team cohesion and a pleasant workenvironment.If a company adopts these practices as part of a good business practice, they will be wellon their way to be a quality professional and/or leading a quality organization. compliance-focused individuals look at quality as being the quality department’s responsibility. They look at
ASSIGNMENT 16the impediment to doing the job rather than the value they can add to an organization. They wantto check the appropriate boxes and forms from an audit perspective.Compliance-based diversity management is mandated by law in order to regulate theworkplace environment and the Employment Equity Act. Compliance-based diversitymanagement aims at increasing the representation of one or more previously excluded groups.The Employment Equity Act prohibits discrimination by all employers and requires designatedemployers to implement affirmative action measures by means of employment equity plans.In my current career path, our company is 100% diverse, our employees are multiculturaland diverse in many ways: ethnicity, sex, religious background, they speak many languages, andall bring new ideas to our company. All our employees come from different areas of the UnitedStates and even other countries if they are legal residents of the United States. They all want toserve in an all-volunteer work force. Serving in Europe and working with NATO Allies solidifies

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Term
Fall
Professor
N/A
Tags
Human Resource Management, Strategic Human Resource Management

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