WORKPLACE DIVERSITY <ul><li>Presented by: </li></ul><ul><li>Pamela J. Randolph, MS Philander Smith College  </li></ul>
Workplace Diversity Defined <ul><li>The unique background and variable differences of employees which collectively impact ...
Differences Family Neighborhoods Business/ Workplace Community School Politics Religion Peers
<ul><li>Hinder Productivity </li></ul><ul><li>Create Conflicts </li></ul><ul><li>Lead to Communications Gap </li></ul>Pote...
<ul><li>Improve Work Systems and Processes </li></ul><ul><li>Become more Creative and Innovative </li></ul><ul><li>Increas...
<ul><li>Awareness means the recognition of what is important to you as an individual and your: </li></ul>Self Awareness Va...
<ul><li>Societal Traditions </li></ul><ul><li>Organizational Norms </li></ul><ul><li>Stereotyping </li></ul><ul><li>Prejud...
<ul><li>1. Recognize and Understand the Differences </li></ul><ul><li>2. Create the Appropriate Message </li></ul><ul><li>...
<ul><li>*What do I know about the person, especially motivators </li></ul><ul><li>*How will the person respond to the comm...
<ul><li>*Explanation of the situation </li></ul><ul><li>*Explanation as to why the current state is no longer acceptable o...
<ul><li>*Decide the overall tone of your delivery </li></ul><ul><li>*Set date and time for communicating the message </li>...
<ul><li>*Has the person really accepted your position </li></ul><ul><li>*Has the person been influenced by you personally ...
Conflict Resolution Styles Avoider Cooperator Competitor Adapter
<ul><li>*Acknowledge that conflict exists </li></ul><ul><li>*Identify the “Real” conflict </li></ul><ul><li>*Hear all poin...
Pamela J. Randolph  <ul><li>Pamela is a Licensed International Certified Alcohol & Drug Counselor registered (LADAC ICADC ...
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Pp For Diversity Randolph

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Pp For Diversity Randolph

  1. 1. WORKPLACE DIVERSITY <ul><li>Presented by: </li></ul><ul><li>Pamela J. Randolph, MS Philander Smith College </li></ul>
  2. 2. Workplace Diversity Defined <ul><li>The unique background and variable differences of employees which collectively impact organizational effectiveness </li></ul>
  3. 3. Differences Family Neighborhoods Business/ Workplace Community School Politics Religion Peers
  4. 4. <ul><li>Hinder Productivity </li></ul><ul><li>Create Conflicts </li></ul><ul><li>Lead to Communications Gap </li></ul>Potential Downsides of Diverse Organizations
  5. 5. <ul><li>Improve Work Systems and Processes </li></ul><ul><li>Become more Creative and Innovative </li></ul><ul><li>Increase Employee Satisfaction </li></ul><ul><li>Build Diversity Awareness </li></ul>Potential Opportunities of Diverse Organizations
  6. 6. <ul><li>Awareness means the recognition of what is important to you as an individual and your: </li></ul>Self Awareness Values Perceptions Expectations
  7. 7. <ul><li>Societal Traditions </li></ul><ul><li>Organizational Norms </li></ul><ul><li>Stereotyping </li></ul><ul><li>Prejudice </li></ul>Potential Obstacles to a Diverse Workplace
  8. 8. <ul><li>1. Recognize and Understand the Differences </li></ul><ul><li>2. Create the Appropriate Message </li></ul><ul><li>3. Deliver the Message </li></ul><ul><li>4. Obtain the Feedback </li></ul>The Diversity Communication Planner
  9. 9. <ul><li>*What do I know about the person, especially motivators </li></ul><ul><li>*How will the person respond to the communication </li></ul><ul><li>*What questions might this person ask, and why are those questions important </li></ul>Recognize and Understand the Differences
  10. 10. <ul><li>*Explanation of the situation </li></ul><ul><li>*Explanation as to why the current state is no longer acceptable or adequate </li></ul><ul><li>*Provide the WIIFM </li></ul><ul><li>*Discussion of what specifically must change </li></ul><ul><li>*Emphasize your support </li></ul><ul><li>*Address specific concerns </li></ul>Create the Appropriate Message to Communicate
  11. 11. <ul><li>*Decide the overall tone of your delivery </li></ul><ul><li>*Set date and time for communicating the message </li></ul><ul><li>*Determine the approach that the other person will be most comfortable with </li></ul>Deliver the Message
  12. 12. <ul><li>*Has the person really accepted your position </li></ul><ul><li>*Has the person been influenced by you personally or by the rewards, consequences, or both </li></ul>Obtain the Feedback
  13. 13. Conflict Resolution Styles Avoider Cooperator Competitor Adapter
  14. 14. <ul><li>*Acknowledge that conflict exists </li></ul><ul><li>*Identify the “Real” conflict </li></ul><ul><li>*Hear all points </li></ul><ul><li>*Together explore ways to resolve conflict </li></ul><ul><li>*Gain agreement and responsibility </li></ul><ul><li>*Follow-up and review </li></ul>Steps to Conflict Resolution
  15. 15. Pamela J. Randolph <ul><li>Pamela is a Licensed International Certified Alcohol & Drug Counselor registered (LADAC ICADC ICCDPD GCDF OWDS) with the Arkansas Certification Board of Alcohol & Drug Abuse Counselors as well as a College Professor/Field Trainer. Professional degrees were received from the following schools including a Bachelor of Arts degree from Philander Smith College (Home Economics/Sociology/Business Administration), Master of Science (Addiction Studies and Counseling) degree from the University of Arkansas at Pine Bluff, and this great girl is currently pursuing a PhD degree from Texas Woman's University (Family Studies with an emphasis in Adolescent Counseling. </li></ul><ul><li>  </li></ul>

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