Managing and Promoting Diversity-Free-Samples-Myassignmenthelp.com

Questions: 1.After viewing the Organizations policy and procedures discuss one contribution to improve the workplace diversity. 2.Describe how the Organisation uses Communication Strategies to meet the diverse needs of the clients and co-workers and reflect on the effectiveness. 3.In consultation with stakeholders including people from key target groups develop and document one diversity strategy and discuss how you have advocated to the organisation to be implemented into their policy and procedure. 4.Evaluate the outcome of the workplace strategy you devised and report on the outcome. Answers: 1.Morrison Lodge has an organizational policy and procedure, which contributes largely to workplace diversity. The policy emphasizes the importance of respecting a persons individual way of life, belief system, culture and views. The policy in various areas has touched on this. The Morrison board of management has acknowledged the need of having people with a range of diverse skills as their board members as this will enable them to govern the community based organisation as required (Global Care Group, 2017). The board therefore makes sure that appointments have skills and experience in representing different members of diverse client groups. The board also considers Australians who are of aboriginal or Torres Strait Island descent so that they encourage diversity. Preference is given to people from a culturally or linguistically diverse background. So that diversity is encouraged even further, the organisation appoints those with different skills like representation of client groups, accounting, business management, human resources management and law. These policies, which have been put in place by Morrison Lodge, are aimed to encourage and increase diversity in the workplace (Global Care Group, 2017). This leads to a culturally rich organisation and is good for creating a positive work environment as everyone feels that they are include 2.In the last few years, the number of workers and customers from culturally and linguistically diverse backgrounds has increased at Morrison Lodge. It has become important for employees at Morrison to understand the cultural issues, which may influence the kind of work relationships and practices and delivery of service that is culturally appropriate (Brunow Blien, 2014). Morison lodge in its organizational policies has looked at ways of working with culturally diverse clients and co-workers, having work practices, which provide a culturally inclusive work environment and having consultation with Global Care on modifying work places in an appropriate manner. Morison Lodge has been able to educate themselves on understanding the needs of their culturally diverse clients, who are aged people needing premium care. They have been able to learn about the cultural, social, psychological, political, economic and historical material as pertains to the different clientele that they serve. The organisation also respects the values and beliefs of both its employees and its clients and recognizes that both ethnicity and culture have an effect on how clients and employees behave (Barak, 2016). The company also provides information in a language that can be understood by all and ensures that there is effective communication in terms of writing and orally. 3.A diversity strategy that should be developed by Morrison Lodge is the diversity and inclusion activity strategy. This can be done by observing of diverse traditions, celebrations from other cultures. The company should create a culturally diverse holiday calendar, which will be inclusive of all cultures represented in the company and in the community. The employees in the organisation should be encouraged to get involved and find different ways of celebrating different traditions (Rice, 2015). Celebration of different cultures can help the company in team building and will be a great way of making different employees and stakeholders from the community to connect. Organisational well wishes for different holidays can mean a lot to employees especially when they are out of the office and this is done through an email or message. Sensitivity to different cultural and religious practices is important. Morison Lodge can for example support the Muslims by not scheduling lunches during fasting time or holding office meetings during prayer time. By Morison Lodge implementing this strategy, it will help to improve relations in the office and within the community (Wilson, 2015). The clients will also feel at home when each of their cultures is recognized. 4.Once the diversity and inclusion activity strategy is implemented, the outcome has been great. Employee relationships at Morison have been enhanced and this has led to a positive work environment hence making workers highly productive. All the employees now feel that their diversity is appreciated much better and this has led to highly motivated workers. This has translated to better customer service as customers are given stellar service (Sabharwal, 2014). Due to this, the facility has been placed on the map as one of the best facilities for caring for aged people in Australia. The customers and other stakeholders are also happy due to the recognition of diversity by the company and celebration of various events. This has led to great support from the community that is good for Morrison Lodge in terms of business. References Barak, M. E. M. (2016).Managing diversity: Toward a globally inclusive workplace. London,Sage Publications. Brunow, S., Blien, U. (2014). Effects of cultural diversity on individual establishments.International Journal of Manpower,35(1/2), 166-186. Global Care Group (2017). Community Care Options Policy Manual. Retrieved from https://globalcareinc.com.au/morrison-lodge/morrison-lodge Rice, M. F. (2015).Diversity and public administration. New York, ME Sharpe. Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further performance.Public Personnel Management,43(2), 197-217. Wilson, E. (2014). Diversity, culture and the glass ceiling.Journal of cultural diversity,21(3), 83.