Diversity training is a popular and frequently requested training option for many companies and corporations. Improving employee and customer relationships is crucial to the success of a business. As companies try to compete in a rapidly changing market place, diversity training and sensitivity training for managers gives these companies and their employees the competitive edge.
Diversity training allows business people to utilize the differences that are part of personalities, communication styles, and characteristics of people and respect those differences. Recently, there’s been a huge increase in the immigrant populations. That’s why the trend towards diversity training is including an approach to multiculturalism.
Multiculturalism is an aspect of diversity training that addresses specific cultural concerns. This means understanding and accepting the differences and appreciating the cultural differences of others. When people of different cultures interact, it’s common for certain behaviors to be misunderstood or misinterpreted.
As an example, an employee from another culture may continually ask a manager for direction, “What should I do next?” The manager might interpret this behavior as lacking in initiative, while the employee may be reflecting a cultural action of deferring to a manager – keeping the managerial hierarchy in place.
Cultural groups are based on several characteristics including race, ethnicity, gender, age, sexual orientation, religion, immigration status, language and nationality. Diversity training and sensitivity training for managers uncovers some of the cultural differences than can affect job performance and may be critical to understanding how to interact with a multicultural customer base.
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Why people have aversions to support "new" methodologies.
Sometimes people have the fear to loose there jobs because
we think that increasing the efficiency of "something" will be
- in a direct conflict to our own performance,
- used to measure our performance,
- used to create competition between colleagues
or
- we have the doubts, whether we can or we can not handle those new tasks, requested by our superiors.
Often, people do not believe that changes are made
to make the job easier, more safety, more efficient
by avoiding user mistakes or accidents.
If we can not figure out why those "new things" have to be done
and how it has to be done, we hardly will agree to a change, also because we know "never change a winning team"
But, are we a winning team?
Finally, I just wrote down what I experienced during my job.
The purpose is, that by self study and self learning, people can
get themselves involved in process thinking, process knowledge and how to make it better.
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Conflict is a natural part of any organization. Unfortunately, when conflict exists in a company or business it can cause stress, negative attitudes, and result in a decrease in productivity. Conflict management training helps manager support employees, bring teams back to productivity, and utilize conflict constructively.
Many companies are downsizing due to the current economic conditions. This means that existing employees are dealing with additional stress and responsibilities. This often leads to conflict in the workplace. With conflict management training, managers support employees and help maintain morale.
While conflict can be difficult for many employees, it doesn’t always have to be a negative process. Conflict can produce innovative ideas, unique approaches to decisions, and increase creative problem solving. Conflict management training allows managers to move discussions forward so that they resolve problems.
During conflict management training, supervisors and managers learn some of the following conflict negotiation skills:
Depersonalize the conflict. Work with employees to help them understand that this conflict is not a result of a personal disagreement.
Clearly state desired outcomes. Ask employees to focus on finding a solution that will work for everyone involved.
Establish areas of agreement. Before you begin negotiating the areas of conflict, first direct the employees to consider what areas they agree upon. Emphasize the positive aspects that they share.
Practice good listening skills. During conflict, it’s easy for all parties to shut down and refuse to talk or indulge in shouting matches. Ask employees to focus on listening completely, without formulating responses. Listen first and talk second.
Find a common goal. Try to get all the team members focused on a common goal, something they can all agree to work towards. If your team doesn’t agree about the end goal, you’ll struggle with making true progress.
Eliminate criticism. Help you team move forward by asking each member to state their position. Listen carefully without implying any criticism for their views or their actions.
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