Module 2 Overview
This introductory material on prejudice, discrimination, stereotypes, conflict, and privilege provides information that should help you understand the relationship between social identity group memberships and people’s experience in the workplace.
Module 2 Learning Objectives
- To understand why some people are treated differently in the workplace because of their group memberships.
- To provide a theoretical framework for understanding the socialization process.
- To understand that there is a range of saliency and variation among the members of any social identity group.
- To understand the complexity of multiple group identities.
- To understand why changes in the workplace have led to issues of inclusion for some employees and managers.
Keywords & Concepts
Please familiarize yourself with the following keywords and concepts:
- Social Identity
- Primary Dimensions
- Secondary Dimensions
- Racial Prejudice
- Institutional Racism
- Racial Profiling
The Pitney Bowes case about the legacy of diversity management in an organization explores diversity from the standpoint. It illustrates the barriers organizations face in creating inclusive workplaces and the extent to which the organizational leaders are subjected to make conscious decisions about the extent to which their organization or firm, will adopt, embrace and infuse the inclusive diversity policies and practices into their organizational culture. Moreover, implementation diversity and inclusion initiatives the commitments should start from the top of an organization. Pitney Bowes throughout the history has been committed to diversity as well as the business value that it provides through understanding of the market, retaining and attracting employees, serving clients and fueling of their innovation (Euchner, J. 2019). In fact, diversity is embraced in every area of the business and level in the organization since it helps in understanding the market, connect with clients, innovation development and perhaps attracting and retaining outstanding talents in the organization. Cultural diversity in workplaces helps organization to reach goals that seemed impossible, where by the Pitney Bowes displays an organizational culture that is built on culture, creativity, and satisfaction of employees as well as encouraging of innovation. Moreover, in many market cultural intelligence in diversity has become one of the most important tools. Furthermore, Pitney Bowes sustains culture inclusion to encourage each person to develop their fullest in order for the organization to deliver their best collective to the customers or clients throughout the world as well as winning in their market. In order to encourage diversity management, several strategies are proposed such as viewing employees as a group, being open minded and effective communication.in conclusion, it’s important for managers and leaders in any business set-up need to understand their own and employees culture that is beliefs or behaviors to evaluate how they can make an effective decision.
Euchner, J. (2019). Innovation and Resilience. Research-Technology Management, 62(4), 10.
Answer the following questions based on the summary of the case:
At the end of each module I will ask you to reflect on your work and you reading and use the following questions as a guide for your discussion: (See the syllabus for what to think about when answering these questions. This will be a discussion of free-expression based on your reflections.
What have I done here?
What have I learned from what I have done here?
What will I do differently from what I have learned here?
What will I tell others about what I have learned here?