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Read the case study below and answer the questions that follow. Diversity Management and Conflict Resolution in the Workplace Understanding your fellow man and colleague can go a long way to manage conflict in organisations and managing diversity within the work environment. South Africa has come a long way since 1994. We are known across the globe as "The Rainbow Nation", a name we wear with pride. Because of our cultural diversity regarding race, ethnicity, colour, sexual orientation, religion, background, and somewhat tragic past, we still have a long way to go as a country, to accept one another. To achieve these goals we need to look at the common misconceptions regarding diversity and conflict management. The two most common misconceptions regarding diversity are: Diversity is strictly a social or moral issue Diversity is simply a business issue. Social interactions and moral values have less to do with a person's acceptance and ability to work effectively with other individuals, than upbringing, background and lack of knowledge and understanding towards different cultures, religions and ethnic groups. Diversity encompasses both social and financial issues. If managed correctly, diversity can be a powerful tool in aiding an organisation to achieve success. Diversity enables an organisation to: Recruit the best talent Function better as a team in the form of enhanced productivity and inorogood

Read the case study below and answer the questions that follow. Diversity Management and Conflict Resolution in the Workplace Understanding your fellow man and colleague can go a long way to manage conflict in organisations and managing diversity within the work environment. South Africa has come a long way since 1994. We are known across the globe as "The Rainbow Nation", a name we wear with pride. Because of our cultural diversity regarding race, ethnicity, colour, sexual orientation, religion, background, and somewhat tragic past, we still have a long way to go as a country, to accept one another. To achieve these goals we need to look at the common misconceptions regarding diversity and conflict management. The two most common misconceptions regarding diversity are: Diversity is strictly a social or moral issue Diversity is simply a business issue. Social interactions and moral values have less to do with a person's acceptance and ability to work effectively with other individuals, than upbringing, background and lack of knowledge and understanding towards different cultures, religions and ethnic groups. Diversity encompasses both social and financial issues. If managed correctly, diversity can be a powerful tool in aiding an organisation to achieve success. Diversity enables an organisation to: Recruit the best talent Function better as a team in the form of enhanced productivity and inorogood

Principles Of Marketing
Principles Of Marketing
17th Edition
ISBN:9780134492513
Author:Kotler, Philip, Armstrong, Gary (gary M.)
Publisher:Kotler, Philip, Armstrong, Gary (gary M.)
Chapter1: Marketing: Creating Customer Value And Engagement
Section: Chapter Questions
Problem 1.1DQ
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With reference to the first common misconception regarding diversity, using an appropriate definition of ethics that includes the moral component, debate the three ethical models and suggest which one would be best suited to tackle the challenges presented in the case study.
Read the case study below and answer the questions that follow. Diversity Management and Conflict Resolution in the Workplace Understanding your fellow man and colleague can go a long way to manage conflict in organisations and managing diversity within the work environment. South Africa has come a long way since 1994. We are known across the globe as "The Rainbow Nation", a name we wear with pride. Because of our cultural diversity regarding race, ethnicity, colour, sexual orientation, religion, background, and somewhat tragic past, we still have a long way to go as a country, to accept one another. To achieve these goals we need to look at the common misconceptions regarding diversity and conflict management. The two most common misconceptions regarding diversity are: Diversity is strictly a social or moral issue. Diversity is simply a business issue. Social interactions and moral values have less to do with a person's acceptance and ability to work effectively with other individuals, than upbringing, background and lack of knowledge and understanding towards different cultures, religions and ethnic groups. Diversity encompasses both social and financial issues. If managed correctly, diversity can be a powerful tool in aiding an organisation to achieve success. Diversity enables an organisation to: Recruit the best talent Function better as a team Achieve external success in the form of enhanced productivity and increased revenue Experience enhanced internal relationships among employees Improve employee commitment and morale Improve relationships with clients, vendors and the public Employees who feel valued will be more willing to put in the effort needed for a company to succeed. In order to ensure a positive working environment and organisation needs to look at managing diversity and resolving conflict within the company that may stem from misunderstandings between individuals. Identify the conflict (positive or negative). Dealing with diversity and conflict in an organisation can be time consuming, tiring and ultimately it can cost the company valuable time. To ensure that this does not happen, employees as well as management staff need to be skilled in conflict resolution and diversity management. (Adapted Full article published at https://www.skillsportal.co.za/content/diversity-management-and- conflict-resolutionworkplace)
Transcribed Image Text:Read the case study below and answer the questions that follow. Diversity Management and Conflict Resolution in the Workplace Understanding your fellow man and colleague can go a long way to manage conflict in organisations and managing diversity within the work environment. South Africa has come a long way since 1994. We are known across the globe as "The Rainbow Nation", a name we wear with pride. Because of our cultural diversity regarding race, ethnicity, colour, sexual orientation, religion, background, and somewhat tragic past, we still have a long way to go as a country, to accept one another. To achieve these goals we need to look at the common misconceptions regarding diversity and conflict management. The two most common misconceptions regarding diversity are: Diversity is strictly a social or moral issue. Diversity is simply a business issue. Social interactions and moral values have less to do with a person's acceptance and ability to work effectively with other individuals, than upbringing, background and lack of knowledge and understanding towards different cultures, religions and ethnic groups. Diversity encompasses both social and financial issues. If managed correctly, diversity can be a powerful tool in aiding an organisation to achieve success. Diversity enables an organisation to: Recruit the best talent Function better as a team Achieve external success in the form of enhanced productivity and increased revenue Experience enhanced internal relationships among employees Improve employee commitment and morale Improve relationships with clients, vendors and the public Employees who feel valued will be more willing to put in the effort needed for a company to succeed. In order to ensure a positive working environment and organisation needs to look at managing diversity and resolving conflict within the company that may stem from misunderstandings between individuals. Identify the conflict (positive or negative). Dealing with diversity and conflict in an organisation can be time consuming, tiring and ultimately it can cost the company valuable time. To ensure that this does not happen, employees as well as management staff need to be skilled in conflict resolution and diversity management. (Adapted Full article published at https://www.skillsportal.co.za/content/diversity-management-and- conflict-resolutionworkplace)
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