Global Citizenship

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702

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Apr 3, 2024

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Global Citizenship & Equity Assignment HRPD702-003 – Organizational Behaviour Submitted by: Submitted to: Submission Date: March 16, 2024 1. What do you p erceive as unique “Canadian” beliefs, values, and attitudes [at the individual level and at the organizational level]? How do these translate into [emergent] behaviours? Canadian beliefs and values are well embedded into multiculturalism, which is a celebration of diversity as a vital component of national character (Brosseau & Dewing, 2009). At the level of individual Canadians, this is achieved through

embracing tolerance, acceptance and inclusivity towards people from different cultural backgrounds (Modood, 2011) hence enhancing unity in diversity. This philosophy is expressed by practices like respecting each other’s cultures, interacting with others who are culturally dissimilar and acknowledging various communities’ contributions to Canadian society. Organizational practices often prioritize diversity and inclusion initiatives that promote equity and representation at every level. Politeness and respect are characteristics that define Canadian culture; they influence how individuals relate with one another as well as contribute to maintaining an atmosphere of civility and thoughtfulness. Courtesy, politeness, and willingness to accommodate the needs or preferences of others are featured in the behavior of Canadians on individual basis. For example, common courtesy such us holding doors for strangers saying “please” or “thank you” always and avoiding confrontational words or actions. In an organizational context such as work place these translate into respectful communication, conflict resolution strategies that emphasize collaboration rather than confrontation and a dedication to cultivating positive relationships among staff members. Canadians, be they individuals or organizations, are extremely responsible and have a sense of duty towards their society. Canadians, at the personal level, often take part in charity work, give to humanitarian institutions and speak for social equality (Volunteer Canada, 2013). This dedication is also displayed by organizations that usually engage in community initiatives, philanthropic activities as well as partnering with non-profits to address social issues. Canadian society is founded on the principles of equity and justice, and this informs all attempts aimed at promoting social justice as well as addressing systemic inequities. On individual grounds, Canadians campaign for equal rights and opportunities for all members of society regardless of their socio-economic status, gender or race (Nanos Research, 2016). In organizational policies,

practices that are designed to bring inclusion in work places also emphasize diversity and equal opportunity to ensure that every individual has an enabling environment to thrive in his or her own capacity. 2. What parts of your identity, values, and/ or beliefs are the same as these “Canadian” values and what parts appear different? Are their patterns of your behaviour [behavioural traditions] which appear the same or different from the “Canadian norm?” [This requires individual input from each team member]. I hail from a tropical island in the Indian ocean, half a world away. A place rich in history, Desi culture, and lingering residual fragments of the byproducts of colonialism. Strictly speaking my truth growing up in my homeland – Sri Lanka was a curious experience to say the least. Although I was born and raised in the Capitol – Colombo, situated on the West coast and “considered” as the metropolis and most cosmopolitan part of the country the roots of the nationalistic desi values and traditions are very much the majority; dominant and indelible. Such a culture places much emphasis on the family unit and community rather than on the individual, duties rather than rights and, patriarchy rather than egalitarianism, all which are polar opposites in comparison with Canadian values. In this life I am born to a non-traditional family in Sri Lanka which is very much a rarity. My mother is half Indian and half Sri Lankan while my father is half Greek and half Portuguese, these elements of diversity was viewed as foreign and very unconventional. Furthermore, it opened my identity to scrutiny and became the subject of many prying questions. I was an anomaly among my peers. The values and progressive mentality that I was raised in are more in line with European and Western culture that places emphasis upon the individual and independence, egalitarianism and diversity, honesty, and integrity, freedom, authenticity, and empowerment. From a very young age my family encouraged me to be independent. They instilled in me the value of higher education not just for the sake of academia but also to make a professional career out of it and pursue my dreams, and importantly the freedom to choose my own life partner as

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and when I am ready - or not if that is my choice. Therefore, for the most part of my life I felt like a fish out of water. Due to my upbringing being devoid of desi cultural influence, frequently me and my family were treated as unwelcome, unpatriotic and pariahs by the majority. Furthermore, in terms of education the Sri Lankan norm is heavily textbook oriented and any deviance from the prescribed material to other sources and reference points would not be accepted. Learning is severely controlled and restricted by the centralized government to the locally prescribed and accepted syllabus only, in that there is no room for any opinion whether it agrees or contrasts. Therefore, the concepts of plagiarism and originality are yet to be identified. In conclusion, it is one of life’s ironies that the very reasons for which I felt out of place in my own homeland are the aspects which have worked in my favour to make a smooth transition to this new land. For the first time in my life, I feel a sense of belonging. Hankesh shares similarities with Canadian values in terms of politeness, friendliness, and respect for hierarchical structures in organizations. However, differences arise as Indians prioritize familial bonds and religious values, contrasting with the emphasis on politeness and civility in Canadian cultures. While Indians may avoid direct eye contact with superiors, Canadians view it as a sign of trust (Hudson, 2023). Furthermore, Indians tend to maintain closer physical distances while conversing, and hierarchy strongly influences decision- making, unlike in Canada where skills and experiences are prioritized in professional settings. Understanding these cultural nuances is essential for fostering respectful relationships and effective communication in diverse environments. In agreement with Canadian values, I share values such as equality and fairness, as I was cultured to treat everyone according to how I would want to be treated

as an individual. Hence, regardless of one’s background or status they should be treated impartially. Similarly, I value respect for people, and been polite and courtesy. These values were instilled in me from an early age as growing up in the Jamaican society manners and respect especially for the elders was a must. Otherwise, punishment would be meted out. Respect, politeness and common courtesy are ingrained in my values, as I also believe in fostering cordial relationships. However, due to my Jamaican upbringing there are some differences in perspective. The Jamaican culture places strong emphasis on family and community ties, which influence my approach to relationships and social dynamics. Additionally, there are variations in communication styles, with Jamaican traditions sometimes emphasizing directness and expressive language to convey thoughts and emotions, which may differ from certain Canadian norms of communication. Filipinos and Canadians share the same identity, values, and beliefs in various ways, may it be similar or different. Volunteerism, charity works and community involvement are some of the evident forms of social responsibility shared between these two countries. In both Filipino and Canadian societies, being polite and showing respect to others is highly valued. These aspects go a long way in determining their day to day lives. On the other hand, there are differences with regards to family-centeredness because that is what Filipino culture emphasizes on. This contrasts with the more individualistic tendencies often found in Canadian culture, where personal autonomy and achievements hold significant importance. By comparison religious influence pervades every aspect of Filipino society and informs cultural practices as well as moral standpoints whereas in Canada this is only to some extent religiously influenced.

3. Why is it important to not only “manage” diversity, but to understand its importance to an organization? [be specific – for ex. don’t simply say it provides a competitive advantage – you must defend and explain how/why] There is no doubt that immigrants form a large part of the Canadian population, and it would be accurate to go so far as to call it a central for diasporas from all over the world. Thus, it has breathed life to concepts such as “unity in diversity” and “strength in diversity”. The phrase Unity in Diversity has become a symbol of Canadian multiculturalism and synonymous with Canadian values. In a world consisting of unique individuals, each with their own background, experiences, and perspectives, diversity becomes a powerful catalyst for development. Thus, embracing diversity can lead to stronger and more wholistic communities. The cornerstone of the contemporary concept of diversity rests upon the premise that no one existing thing is complete or perfect on its own. The combination of variety and differences contributes to a more wholistic and absolutely optimal outcome. The results and development that can be achieved through collaboration and unity is unparallel i.e. we are stronger together than we are alone. Unity in Diversity certainly enhances the quality of teamwork. This is attributed to the development of trust and bonding among people by finding common ground despite the differences. Such collaboration becomes a breeding ground for efficiency, which results in more productivity. Based upon the ideology of diversity, in the world of business, a new principle has emerged. This is to think globally and act locally. The purpose of this is for companies to provide an environment which is accepting of different social and cultural traditions, and this is certainly a step in the right direction towards leveraging diversity for optimal results. It is a pivotal aspect of ethics and morality and, the concept is imperative for the future progress of human society.

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Embracing Various Perspectives:  Diversity amalgamates individuals from various walks of life, each contributing unique points of view. According to Rock (2019), it was shown that teams with diverse perspectives make better decisions 87% of the time. By embracing multiple perspectives, communities gain a broader understanding of issues, resulting in more comprehensive solutions and a deeper sense of empathy. Using this aspect in an organization would facilitate emotional intelligence, sensitivity, creativity, innovation, and truly novel ideas, all of which would propel the organization towards success. Cultural Enrichment:  Communities that celebrate diversity are infused with a rich variety of cultures, traditions, and languages. Such cultural diversity fosters a vibrant environment in which people learn from one another, broadening horizons and embracing new experiences. Research conducted by the. Global Diversity Practice reveals that diverse communities are stronger, more resilient and adapt well to changes. Such an environment in an organization would serve positively in the face of adversity and change. Economic Pros:  Diverse communities are shown to reap more economic benefits. A study by Dixon-Fyle et al. (2020), yields that companies with diverse workforces tend to outperform their competitors by 35%. In embracing concepts such as diversity and inclusion, societies can access a broader pool of talent, enhance innovation, and optimize economic growth. Harmony and Solidarity:

 This shows that when individuals from different backgrounds unite, they are more inclined to build bridges which promote relatability, foster understanding, and work more effectively towards promoting social equality. A report done by the United Nations has shown that inclusive communities are more likely to experience significantly less social conflict and an overall better quality of life. This aspect contributes greatly when dealing with situations of conflict. A more enlightened collective of individuals would be more altruistic and concerned with arriving at a peaceful resolution which is beneficial to everyone. Educational Opportunities:  Diverse communities offer very important educational opportunities for individuals regardless of age. Exposure to different cultures, ideas, and perspectives has the effect of enriching learning experiences and curing mental barriers such as ignorance, intolerance and xenophobia, encourages critical and analytical thinking and helps to broaden perceptions. A study published in the American Sociological Review shows that diverse learning environments promote creativity and higher academic achievement. Embracing diversity goes beyond the ambit of what is fundamentally moral; it is a crucial element for building stronger and more wholistic communities. Celebrating our uniqueness is key to accessing our fullest potential for growth, innovation, social harmony, and a better life overall. Being open-minded and fostering inclusivity in communities brings us closer towards becoming a progressive utopia in which everyone shares in a sense of belonging, feels valued and empowered. Leveraging these concepts in any sort of organization would be a recipe for success.

4. How do these [1-3 above] interact in the creation, perpetuation, or, potentially the alteration, of an organizational culture? … and what would the “culture” be like? [for this please include, as well, reference to motivational, communication, and leadership/ management practices – in other words visible , tangible, manifestations].

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References Brosseau, L., & Dewing, M. (2009, September 15). Canadian Multiculturalism . https://lop.parl.ca/sites/PublicWebsite/default/en_CA/ResearchPublications/200920E Dixon-Fyle, S., Dolan, K., Hunt, D. V., & Prince, S. (2020). Diversity wins: How inclusion matters. In McKinsey & Company . https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how- inclusion-matters Growzilla. (2023, June 20). Strength in Diversity: Celebrating differences to build stronger communities . https://www.linkedin.com/pulse/strength-diversity-celebrating-differences- build-stronger/ Hudson, A. (2023, November 6). Canadians should be less polite – and more civil. The Globe and Mail. https://www.theglobeandmail.com/opinion/article-canadians-should-be-less- polite-and-more-civil/ Modood, T. (2011). Multiculturalism and integration. Retrieved from https://www.coe.int/t/dg4/cultureheritage/mars/source/resources/references/others/ 38%20-%20Multiculturalisme%20and%20Integration%20-%20Modood%202011.pdf Nanos Research. (2016). Exploring Canadian Values. In Nanos . https://nanos.co/wp-content/uploads/2017/07/2016-918-values-populated-report-w-tabs- r.pdf Rock, D. (2019, March 19). Why diverse teams are smarter . Harvard Business Review. https://hbr.org/2016/11/why-diverse-teams-are-smarter

Toppr. (2022, February 22). Unity in Diversity . Toppr-guides. https://www.toppr.com/guides/essays/unity-in-diversity-essay/ Volunteer Canada. (2013). The Canadian Volunteer Landscape . https://volunteer.ca/vdemo/IssuesAndPublicPolicy_DOCS/Canadian%20volunteer %20landscape%20EN.pdf

Global Citizenship

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