Human Resources Management (HRM)

Final Paper
The purpose of the Final Paper is for you to culminate the learning achieved in the course by describing your understanding and application of knowledge in the field of employee training through the analysis of a scenario related to the creation of a training course.

The focus of the Final Paper

In the course, you have examined several areas of employee training. For this paper, you will be applying this knowledge by examining the creation of a cultural diversity training course.

Imagine that you are in training and development for a global organization. You have been tasked with the creation of a cultural diversity training course that all employees will be required to take. Before designing the course, you must consider the ethical and cultural issues of the task.

In an eight- to ten-page paper (excluding the title and reference pages), you must address the following:

Examine any legal implications in creating a training course that discusses culture. Identify what laws and regulations should be considered.
Explain how the demographic diversity of your employees affects discussions of cultural diversity.
Examine which ethical implications should be considered.
Examine if training can be standardized for all locations in a global organization. Analyze what media is best suited for training in a global setting.
Provide recommendations for implementing the training course.
Paper requirements

Must be eight to ten pages in length (excluding the title page, references page, exhibits, etc.) and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a cover page:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must include an introductory paragraph with a clearly stated thesis or topic.
Must address the topic of the paper with critical thought.
Must end with a conclusion that reaffirms your thesis.
Must document all sources in APA style as outlined in the Ashford Writing Center.
Must use at least five scholarly sources in addition to the text.
Must include, on the final page, a Reference List that is completed according to APA style as outlined in the approved style guide.
Carefully review the Grading Rubric (Links to an external site.)for the criteria that will be used to evaluate your assignment.

ANSWER

 

Employee Training: Cultural Diversity Course

Diversity training is a continuous process that teaches workers how to deal with people from various backgrounds. The overall aim of the training is to foster a healthy working atmosphere. Diversity training aims to enhance cultural understanding, knowledge, and communication among participants. In organizations, cultural diversity is a desirable attribute. People from different cultures may share information about a wide variety of problems they might be dealing with in the workplace because of cultural diversity.

Conversely, if diversity is not adequately handled in the workplace, it may create havoc with unimaginable consequences. For example, having workers from various cultural backgrounds, ethnic and religions can be beneficial to an organization. The exchange of cultural practices would improve cooperation, among other things, allowing for more rapid growth and development of the organization. The Cultural Diversity Training Program is designed to support organizations by assisting in preventing civil rights abuses, increasing the participation of various ideological groups, and encouraging team collaboration (Alhejji et al., 2016). This program aims to help employees understand and accept differences among colleagues to establish a positive work atmosphere.

A cultural diversity training program essentially reflects the ability to teach workers about diversity. This course also focuses on raising awareness among employees, imparting information, and teaching them how to tolerate coworkers’ differences. This course covers some important topics in training, such as workplace sexual harassment, sexism, and protection. This course also helps an employer in deciding the appropriate individual recruit as a supervisor, who would be responsible for carrying out concrete employment decisions or coordinating workers’ everyday work activities.

Cultural Diversity

This training program promotes cultural diversity to ensure a balanced institution. A company recognizes the importance of cultural differences in effective business relationships (Hall & Theriot, 2016). As a result, it is essential for workers who complete this curriculum to begin working in a diverse environment.

Importance of Cultural Diversity

In the workplace, employees should understand and appreciate cultural differences. As a result, a company should incorporate this aspect into its organizational framework to accommodate workers with various backgrounds, problem-solving abilities, and ingenuity. This institution’s training further focuses on assisting workers from diverse backgrounds in recognizing and accepting one another’s differences while working together to achieve the company’s objectives. This course guides managers on communicating with workers from diverse backgrounds by stressing cultural understanding and encouraging empathy. Religious values, gender, and race relations are examples of cultural differences (Bouncken et al., 2016). They also take into account variations in sexuality and geographical position when getting someone in.

As a result, the course teaches staff how to accept and appreciate their coworkers’ religious backgrounds without being intimidated. Christians, for example, are required to honor Muslims and other religions among their coworkers. The program aims to educate workers that no religion is preferable to another. Workers are also warned not to discriminate against employees from various geographical areas as part of this training course. As a result, all workers, regardless of their nationality, are forced to behave as if they were members of the same family. Every employee should feel free to join organizations that practice and incorporate this program. The curriculum also focuses on combating racial discrimination by instructing staff on interacting with people of various races.

Workers should be trained to be all equal in terms of logic and job production, regardless of skin color. Employees are often given assistance in dealing with people from diverse backgrounds by being taught their cultures, which allows them to share a wide range of viewpoints in that language. Such an organization also has a standardized diversity training section for executives as part of a development and learning framework to ensure that managers are adequately trained to deal with diversity issues (Hall & Theriot, 2016). Managers, for instance, should be prepared with sufficient information on how to handle organizational disputes.

Workplace Discrimination Laws

To ensure a safe working atmosphere for employees, the training company adheres to labor laws and other regulations. The course also established laws designed to teach workers how to handle their colleagues respectfully regardless of their race, gender, religious values, and perhaps other differences. According to Frijns, Dodd, and Cimerova (2016), both workers are expected to follow the laws that have been passed. As a result, any worker who violates these laws must face disciplinary action by the law’s requirements

Objectives of the Training

This training fundamentally produces a curriculum that can result in meaningful progress in the organization. This training will result in the organization’s growth and success, both in employee engagement and income. Among these goals, the trainings are intended to teach workers the nature of diversity, bring to their attention a broad range of what diversity entails, and educate them about how to act in the workplace. Workers should be aware that diversity in the workplace is perceived from various backgrounds, including the staff members’ ethnicity, language differences, religious convictions, and other distinguishing characteristics. Employees are supposed to set aside their differences and concentrate on completing their duties without worrying about them (Alhejji et al., 2016). Workers, for example, ought to be able to learn about other people’s cultures and concentrate on the positive aspects of those societies.

Primary and Secondary Dimensions of Diversity

This training curriculum focuses on individual variations, including certain personalities and work/learning/decision-making behaviors found at a workplace. Worker variations include all types of variations related to an individual or his colleagues and race and gender. This training examines three dimensions of diversity, which reflect the types of variations found at work. This dimension also aids an employee’s perception of one another (Kamales & Knorr, 2019).

The Primary Dimension

This course discusses how the primary dimension can impact employee-coworker relationships in the workplace. Everyone’s life experiences usually form the primary dimension. That is, where we have been born and how we have been raised and other characteristics instilled in us as infants. These past interactions shape how we perceive others today and how we communicate with our colleagues (Bouncken et al., 2016). Each moment of growth teaches us virtues and vices, which we then copy into our current lives. These previous experiences also affect how we interact with others, including our colleagues. As a result, past conduct is still in conflict with our current standards.

Secondary Dimensions

This program focuses on integrating a secondary dimension and exploring how it impacts an employee’s workplace actions. The secondary dimension is overall patterns that are imitated as an adult. These are usually the product of an individual’s life choices, which he makes over time. For example, an individual may choose to change some of the life core values he has been guided by. It may become a routine after many years of training, and others who come into contact with him may notice it. When the same person works in the same place for a long time, his coworkers will begin to notice his differences (Frijns, Dodd & Cimerova, 2016). Finally, if the observed person’s conduct is unsatisfactory, it is necessary to devise a strategy such as this one to correct the issue.

There are also other facets of life to remember to prevent workplace problems while engaging with colleagues. Several of them have been examined in this program, which includes:

• Language and communications: The course’s emphasis is on how individuals can express themselves regardless of the language they utilize to do so. Many individuals are introverts who find it hard to connect even though there is a pressing need for these. As a result, this course focuses on such people’s actions by providing comprehensive education on exchanging knowledge beneficial to a company’s development. The curriculum demonstrates that individuals should also be trained in multiple languages to communicate as well effectively. Effective communication is a rare ability that can be offered to anyone willing to learn it. As a result, the course focuses on teaching staff how to effectively connect (Alhejji et al., 2016).
• Appearance and dress: This course also aids in the recommendation of appropriate office attire. Employees in a bank, for example, must be dressed smartly inappropriate attire. This dress code is quite important in a bank since bankers interact with clients regularly, be conscious of their dress, and clothing and general appearance speak volumes.
• Food and eating habits: Workers should take into account the food that workers consume at work. This program also emphasizes informing workers about the types of food they can eat based on their assigned tasks (Bouncken et al., 2016). An individual loading and heavy unloading goods in a warehouse, for instance, should consume vitamin-rich foods.
• Time and Time-consciousness: The official reporting and living time at work are also defined in this course. Time is one of the most critical aspects of the company, so this program defines its most appropriate daily routine: 8.00 am-5.00 pm (maximum time spent in the firm). Also, there are rest at 10:00 am and 1:00 pm.
• Sense of space: This course also informs a worker of the directions that should be followed while pulling trolleys. A corporation’s blueprint also displays specific paths and system operating spaces (Hall & Theriot, 2016).

Cultural Diversity in a Global Setting

Workers from different backgrounds contribute their insights, perspectives, and perceptions to the table, resulting in more resilient and successful companies than those that do not invest in diversity. According to a survey, corporations with more diverse management teams had 19 percent higher sales due to creativity. This finding is critical for tech firms, start-ups, and sectors that depend on innovation to succeed (Frijns, Dodd & Cimerova, 2016). It demonstrates that diversity is more than a desirable metric; it is an essential component of a productive enterprise. The ability to handle a multicultural workplace will be crucial to its long-term sustainability and growth as it aims to become a multinational corporation. Global organizations incorporating diversity management strategies is significant due to evolving demographics, globalization of industry, and the pursuit of increasing competitiveness. The ability to handle a diverse workforce will be crucial to its long-term sustainability and growth as it aims to become a multinational corporation. It is essential to begin this training course and explore the full scope of a diverse world by implementing a rigorous diversity program with senior leadership’s complete support. Diversity is a delicate topic that, if not treated correctly, can be harmful to a global organization (Alhejji et al., 2016). The global workforce is undergoing a cultural shift, and those companies that move quickly will be at the forefront of the global business climate.

A suitable medium for making global cultural diversity successful in a global setting is developing an understanding of diversity and inclusion training. Developing a simple, comprehensive description of the institution’s diversity and inclusion training course should encompass the first step (Kamales & Knorr, 2019). A standardized diversity and inclusion training course teaches workers how to engage professionally and positively in the global setting while eliminating prejudice and discrimination based on gender, nationality, race, sexual orientation, age, faith, physical and mental capacity, and socioeconomic factors.

Benefits of Workforce Diversity and Inclusion

This training program outlines a significant advantage in creating a diverse and inclusive workforce. Three concrete advantages are provided by diversity and inclusion at a company that has incorporated this course. These advantages include:

1. Serving the community and being socially responsible

A corporation that has incorporated this course has effectively increased society’s diversity and inclusion. This benefit means that an organization has accomplished its cultural diversity and inclusion by hiring various deprived members of society. It employs 60 percent males and 40 percent females in various positions throughout the business. Physically disabled employees make up 5% of the workforce, and they are assigned basic tasks such as washing and turning on and off the lights in the workplace (Frijns, Dodd & Cimerova, 2016). The company employees have made a significant contribution to society by raising the living standards of the people. Besides, the organization has supported vulnerable but talented children in the city by paying their secondary and university tuition fees.

1. Increasing Innovation

Over the corporation’s diversity gaps, this course has significantly improved creativity. First, workers should be trained to avoid imposing stereotypes and biases on people of different races and backgrounds since these individuals carry a range of abilities, expertise, and innovations from their respective countries. The course focuses on putting this experience and expertise into practice so that a company’s products can add more value. This information is also required to be distributed with other staff to boost employee technology standards (Bouncken et al., 2016). As a result, the organization intends to bring in specialists from other countries to train workers and provide them with cutting-edge technology.

• Getting a return on Investment

This course aims to teach the organization how to accept diversity by recruiting people from various backgrounds. A company’s reputation is measured by its ability to hire workers from various backgrounds that can provide them with the best service possible. This curriculum has offered improved retention and recruiting programs that workers can maintain either working or considering working for the organization. As defined in this course, retention and recruiting programs should keep the competent employees in the business who are anticipated to receive the requisite expertise (Kamales & Knorr, 2019). In exchange, such workers should be well compensated to attract them and to motivate them to perform.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Alhejji, H., Garavan, T., Carbery, R., O’Brien, F., & McGuire, D. (2016). Diversity training program outcomes: A systematic review. Human Resource Development Quarterly, 27(1), 95-149.

Bouncken, R., Brem, A., & Kraus, S. (2016). Multicultural teams as sources for creativity and innovation: The role of cultural diversity on team performance. International Journal of Innovation Management, 20(01), 1650012.

Frijns, B., Dodd, O., & Cimerova, H. (2016). The impact of cultural diversity in corporate boards on firm performance. Journal of Corporate Finance, 41, 521-541.

Hall, J. C., & Theriot, M. T. (2016). Developing multicultural awareness, knowledge, and skills: Diversity training make a difference? Multicultural Perspectives, 18(1), 35-41.

Kamales, N., & Knorr, H. (2019). Leaders with Managing Cultural Diversity and Communication. Asia Pacific Journal of Religions and Cultures, 3(1), 63-72.