Explain the levels of conflict that may be present when individuals embrace the attributes of the diversity competency but those attributes are not shared by coworkers.
Provide recommendations for reducing conflict.
Describe a situation where you were involved in negotiations and the other party used the distributive negotiation strategy.
Explain how you responded to this tactics and why you responded this way.
Diversity competency is "the particular knowledge, skill or behavior required to be successful in a role of creating an organizational climate that respects and values differences" (Akant, 2006). There may be conflict present when some individuals embrace the attributes of the diversity competency but others within the organization do not. This can take the form of discrimination, unpleasant behavior, refusal to work with each other or general interpersonal conflict. Diversity competencies allow for an organization to search for a broad range of qualified employees who can fulfill the duties necessary to be an asset to a firm. In the event not all within the company embrace the need for diversity, conflict can ensue, which is problematic for the firm.
Diversity in the workplace leads to a more balanced workforce that can generate energy and ideas when the team works together toward a common goal. Since it is very rare that an organization's customers or suppliers or investors are a homogeneous group having a diverse workforce helps an organization to better connect with a wide range of people that make up these components. Diversity can often lead to greater awareness, for instance, a woman might be able to point out the need for appointments at flexible times for customers to be better able to take advantage of company services around child care and school schedules. Or, a Hispanic person might be able to point out cultural differences in the marketplace. These viewpoints can help round out an organization's offer and give them greater awareness.
Trouble erupts, however, in the event that the organizational climate does not embrace diversity as a part of the corporate culture or if certain members of the organization are bias ...
This solution explains levels of conflict that may be present when individuals embrace the attributes of the diversity competency but those attributes are not shared by co-workers and it gives recommendations for reducing conflict.
It also describes a negotiation situation when the other party used the distributive negotiation strategy, a possible response and why this response was elicited.
It includes links and examples.