Religion in the Workplace

A BINDER-FULL OF WOMEN? How to Unravel the Romney Ramble

September 19th, 2016

Now that the 2012 general election is passed we have a chance to free up space in our craniums to focus on matters that are ongoing. Now we can even isolate topics that emerged from the debris of the debates. We can isolate topics that were not sufficiently topical for in-depth discussions because of the center-stage concerns about the economy, but are nonetheless too vital to ignore.

One of such topics was the idea of “A Binder-full of Women”, a tongue-in-cheek comment made by the Massachusetts governor, Mitt Romney about equal rights and pay for women in the workplace. There are two issues to consider from the comment: 1) to what extent was the statement colored by the governor’s religious beliefs? And 2) can a man really separate his religion from his politics?

In general, the comment may be considered in the context of how society tends to marginalize some of its citizenry; since it is a historical fact that women, for example, often reaped the bane of such marginalization in the home and workplace. Renown feminist activist, Gloria Steinem, in her heyday made the point that: “No man can call himself liberal, or radical, or even a conservative advocate of fair play, if his work depends in any way on the unpaid or underpaid labor of a woman at home, or in the office.”

Today, the social gap between the sexes is narrowing; to the extent that even in a recent presidential debate a woman sat in the high chair as moderator. But it is well known that the marginalization of the fairer sex is not only socio-political, but theological as well.

Hence, it is largely within a theological framework that the statement should be weighed; considering governor Romney’s Mormon worldview; and with particular consideration to how women function within the system compared to their male counterparts. Howard P. Kainz, Professor Emeritus at Marquette University, in his article titled, Mormon and Christianity: Asking the Right Question, offered that, “Mitt Romney… is not only bishop in the LDS church but a High Priest of the highest echelon (the ‘order of Melchizedek).'”

Indeed, it is difficult to separate ones religion from ones politics and the main issue that juxtapose the governor’s religion with his politics is the Mormon fundamental belief system and the role women play in it. Though with good intention, to say “a binder-full of women” is to use a term that is marginalizing; and in this context may be received mainly according to how women are marginalized in the movement.

To unravel the undercurrents of the statement it is necessary to examine 1) the dominance of the priesthood, 2) the ideological or covert practice of polygamy and, 3) the inseparable connection between the priesthood, polygamy, and celestial marriage.

First, the dominance of the priesthood. Although much of what may be known to outsiders about Mormonism is shrouded in secrecy, the male-dominated priesthood itself is no secret, since it forms the bedrock of the Mormon culture. With little or no distinction between clergy and laity (pastor and parishioner) Mormon men hold an ordained priesthood with absolute authority over both spiritual and temporal issues.

It is considered their divine appointment to preach, prophesy, heal, baptize, and speak for God -their counsel to be respected and adhered to as tantamount to the voice of God. This authority begins at age twelve where a boy is assigned to the (lesser) Aaronic order of priest, then after age eighteen is inducted into the (higher) Melchizedek order of priests.

To see the extent to which women are marginalized within the system, one must understand that it is found that a pubescent boy of thirteen, as an Aaronic order of priest, is seen to be more qualified to give counsel to his mother than the mother at any age to give counsel to him.

When biblical Old Testament scripture is used in conjunction with the Book of Mormon to justify this practice it takes the priestly authority to an even higher level. A Protestant Christian is often swift with the Pauline outcry, “We’re no longer under law, but under grace.”

Second, the ideological or covert practice of polygamy. When it comes to the teachings and practice of polygamy (plural marriage) the LDS (Latter Day Saints) today express the view that they no longer sanction polygamy and its members no longer practice it, although there are still elements of the doctrine in its theology.

As late as 1904 after the practice was legally abolished 1890, President Joseph F. Smith (nephew of the founder), explains that, “The doctrine is not repealed, the truth is not annulled, the law is right and just now as ever, but the observance of it is stopped.” Concurring with the Mormon belief that polygamous celestial marriage will continue in heaven, he remarked in his book, Doctrines of Salvation, Vol 2, p. 67 that “My wives will be mine in eternity.”

It is not hard to believe that the overt practice of polygamy is no longer tolerated today. It doesn’t fit well with contemporary political expediencies. When it comes to change the movement has a lot in common with other religious movements like Seventh Day Adventist (SDA), Salvation Army, Church of God, etc. that began about the same time in modern history. The early nineteenth century was an era of religious daring and pioneering. And all these movements have gone through radical changes in their doctrines over the years.

LDS, along with other movements has experienced rifts, and fragmentations with their memberships –members siding with whichever dissenting leader they choose. But with each group holding on to varying interpretation of the core beliefs, the Mormon core belief of polygamy is indeed a diehard value.

It is insightful that it is stated in their articles of faith that, “We claim the privilege of worshipping the Almighty God according to the dictates of our own conscience, and allow all men the same privilege, let them worship how, where, or what they may.” ( of faith -#11)

Even though the practice of polygamy is outlawed today, the LDS priesthood honors the practice ideologically and theologically, if not covertly, perhaps with many amongst them pining after the ‘the good old days’ when a house full of women was the norm.

Third, the inseparable connection between the priesthood, polygamy, and celestial marriage. It would seem the triple connection is a means to an end. With the core belief that God was once a man, it follows, according to this theology, that man is destined to become god. Integral to this theology is that God after being spirit at first, He then underwent a successful probationary human experience on earth from which He gained the right to the exalted position of Almighty God who rules over the planets and universes.

Since a man is expected to follow a similar path to the afterlife, this is where the Mormon doctrine has its deepest significance. Unlike Pauline theology which says that all the saints are joint heirs with Christ, the Mormon view is that a woman cannot gain salvation unless married to a holder of the priesthood. And since all Mormon male members are priests, the idea of female members needing and wanting to be married to one is intrinsic to the church’s theology.

The temple ordinance of sealing “celestial marriages” (eternal marriage), represents, for women a doorway into the afterlife where such marriages is expected to survive death, and be perpetual throughout eternity. Hence, the logic of plural marriages is that the more wives, the greater the possibility of male children, and the greater the number of male children, the higher the possibility of many more gods to populate the planets throughout eternity.

Admittedly, the idea of man becoming god is not exclusive to Mormonism. The Worldwide Church of God, which began about a century later also promoted a similar gospel of profundity, but have changed in recent decades. And judging from the information on their website, the Mormons are changing as well. To the average person looking for a church, the articles of faith appears to be main-stream fundamental Christian doctrine. But as always one cannot judge a book by its cover.

It is to the future that society may look to see how much of LDS core doctrine can be masked in order to be validated within a fundamental Christian worldview. And when it comes to religion vs. politics, the truth is that in America religion has always been a part of politics. But the rule of thumb is discretion and subtlety. The idea of “a binder-full of women” was rife with subtlety. But not subtle enough to escape the scrutiny of the curiosity it inflamed.


How To Be An Effective Leader In The Workplace – Part 5

September 19th, 2016

In today’s corporate world, people in the position of leadership and power are getting younger than ever before. Ambitious young people compete to get to the top of the ladder in a hurry and along the way, they tend to forget one essential skill to achieve effectiveness and greatness.

Wisdom is a key ingredient that young leaders would need in many challenging situations to get them through. It is a skill that nobody can teach in school but it can be learned through self-help books, lessons of others, great leaders and from people with wisdom.

Wisdom is the ability to judge or discern what is true, lasting or right insight. It simply is common sense or good judgement based on accumulated knowledge, experience and learning through the ages that translates into understanding and enlightenment.

“Never mistake knowledge for wisdom. One helps you make a living; the other helps you make a life.” Sandra Carey quotes

As important as it is to have wisdom in life, so it is in being an effective leader. I have seen in the last 20 years in the corporate world how many young leaders have triggered so much unhappiness in the workforce that led to endless turnover. When leaders do not have the foresight or necessary wisdom, they tend to behave in a rash manner and take actions that are often based on ego or personal agenda. In the long run, it is disruptive to the work environment and highly unproductive. Do not allow your lack of wisdom to create disharmony for fellow colleagues or business associates.

How to achieve wisdom? Is is even achievable?

Wisdom can be achieved when you have the awareness and the humility to accept that your youth has its limitations. However if you are leading a team, you have a responsibility to develop good habits of thought that provoke reflective thinking. Learn from great thinkers and leaders on their life’s lessons and the wisdoms they got out of them.

In his book, “The Essence of Wisdom”, the 14th Dalai Lama, Tenzin Gyatso said:

“Love for others and respect for their rights and dignity, no matter who or what they are: ultimately these are all we need. So long as we practise these in our daily lives, then no matter if we are learned or unlearned, whether we believe in Buddha or God, or follow some other religion or none at all, as long as we have compassion for others and conduct ourselves with restraint out of a sense of responsibility, there is no doubt we will be happy”.

For the youth of today, taking leadership role is a challenge when it comes to dealing with senior subordinates. There usually is a gap in understanding, where the young leaders may be forward thinking and ambitious, the senior subordinates may be more cautious and conservative. Learn to respect the wisdom of your team, for they may have come from hard knocks of life and experiences. Never treat with disdain the value of wisdom from older people. Always seek to understand and appreciate others’ views even though that contradict with yours.

Allow me to share this famous and powerful prayer, called Serenity Prayer:

“God grant us the serenity to accept the things we cannot change,
courage to change the things we can, and wisdom to know the difference.”

Wisdom in leadership cannot be acquired overnight, however it can be cultivated through some hard listening and reflecting. You know you have acquired wisdom when you are ready to apply life’s lessons and grow.

Business Consulting – How to Use a Consultant to Facilitate Diversity in the Workplace

September 19th, 2016

Today, one of the buzzwords in corporate America is diversity, and more and more in the business consulting industry are focusing on this hot topic. Diversity deals with people from different ethnic, racial, gender, generational and cultural backgrounds working together without problems surfacing based upon their backgrounds.

Diversity places an important part in the American workplace. As a country which is considered the “melting pot” of the world, we can understand why this is important. Immigrants come from all over the world to live and experience the American way of life and its freedom. They will attend schools and eventually seek jobs in the workplace. We have learned that immigrants have different cultures, religions, values and work ethics from their American counterparts.

Companies have to have either a well trained human resource department to deal with diversity in the workplace or a qualified business consultant to assist with its. If not, this will become a challenge which will affect the US labor force. Companies must create practices that ensure that they fully utilize the talents, skills and values of all its workers. Consultants are often used in this area to put on training workshops and seminars for employees.

Americans outsource a large amount of work internationally. Several companies take advantage of cheap labor outside of America. These companies must also have a diverse team to work with people of different cultures and values. The consultant can work with people from different cultures and value backgrounds in order to facilitate a more cohesive work environment.

In today’s economic downturn they are thousands of people who have gone back to school to further their education. This will ensure that they have more to offer to employers. It will also help to create job security. Statistics have shown that minorities still lag behind Whites in education; although they have made great improvement over the years. As jobs gets scarcer we will see only employees with higher levels of education in the job force. The American population has changed over the years. Today there are more minorities which make up the US workforce than it did 20 years ago. For this reason it is important that they also increase their education levels.

Employers also have to make the workplace friendlier for women, whose numbers and position in the job market has increased dramatically. Women make up more than 40% of the workforce, especially since the recession of 2008. They work to support and supplement their families’ income.

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Bullying in the Workplace – New Amendments Address Issue

September 19th, 2016

Effective February 1, 2011 Manitoba joined provinces such as Quebec, Ontario and Saskatchewan by implementing regulations to address the issue of psychological harassment, or bullying as it is more commonly known.

In Manitoba, Part 10 of the regulations under the Workplace Safety and Health Act set out some very important requirements for employers. From an informal survey we learned that approximately 25% of employers did not have the required policies and procedures to comply with the former regulations. Now Manitoba employers face some important new requirements.

What is considered “harassment” under the new regulation?

There are two major types of harassment covered under the regulation. The first is defined as any inappropriate conduct, comment, display, action or gesture by a person when such are made on the basis of characteristics such as: race, creed, religion, colour, sex and sexual orientation, gender-determined characteristics, marital status, family status, source of income, political belief, disability, age, nationality, ancestry or place of origin. This form of harassment was already covered under the former regulation.

The second type of harassment relates to psychological harassment or bullying. This is defined as severe, repeated conduct that adversely affects a worker’s psychological or physical well-being if it could reasonably cause a worker to be humiliated or intimidated. It can also include a single occurrence if it can be shown to have a harmful and lasting effect on a worker.

Examples of harassing behaviour to watch for!

Often harassment appears as verbal or written abuse or threatening comments. It can include insulting and derogatory comments, gestures or jokes. Things like mean or embarrassing comments or personal ridicule are included. Harassment can include malicious gossip. Remember that harassment can appear in many forms. It can appear in verbal communication, emails, memos, postings and depictions such as tee shirts, stickers or in other forms.

Harassing behavior knows no limits. Harassing behavior can be found in worker to worker interactions as well as in supervisor to worker or in worker to supervisor discourse.

Reasonable behaviour

Organizations are dynamic places where supervisors and managers need to provide effective leadership and direction in the workplace. So, the reasonable day to day actions of supervisors and managers in guiding and directing the workplace are not harassment. Coaching, counseling and disciplining employees as required in the workplace are not harassment. Similarly managing and improving employee performance is not harassment.

Why worry about bullying?

Harassment and bullying can have negative and disruptive results in a workplace. Examples often include: employee dissatisfaction, turnover, increased absenteeism and even workplace injuries. Bullying is very often the precursor to conflict both in and outside the workplace and can lead to violence. These are all negative and disruptive results that will detract from the effectiveness of any workplace.

Employee complaints

Employees who experience harassing or bullying behavior in their workplace have a number of options. First, they should immediately raise their concerns with their supervisor or manager. In the case of a union represented workforce, they can speak with a union steward or official. They may also choose to contact the Workplace Safety and Health Division for assistance. A harassed employee can also contact the Manitoba Human Rights Commission.

Advice to employers

Employers in Manitoba are required to prepare and follow a thorough written policy and action plan to prevent and stop harassment from occurring in their workplaces. They must also ensure that all workers know and follow the harassment prevention policy. In developing their policy an employer must consult with the safety and health committee in the workplace or worker representatives.

Social Media in the Workplace and Neuroscience

September 19th, 2016

As Matthew Lieberman points out in his book ‘Social: Why Our Brains Are Wired To Connect’, if Facebook was a religion, it would be the world’s third largest after Christianity and Islam.

No workplace would get very far these days by attempting to ban specific religions and, likewise, organisations must introduce policies that cater for this ‘grip’ that social media has on our lives. After all, it’s here and it’s not going away; ignoring it is not going to work.

In order for organisations to approach social media policies with full understanding, we must look at some of the neuroscience behind it to discover exactly why social media has taken such a leading role in our lives.

The Universal Appeal of Social Media

Certain features of social media platforms make them instantly appealing: they are easy to use, require little or no expertise, they help us connect to our friends, they keep us up to date with latest news and gossip, they keep us visually engaged and entertained with photos and videos, they are free… and so on. You get the picture – most people find it easy to like them.

Of course we have the personal devices and broadband Wi-Fi connections available now too, so that we can be on the social media networks all the time, if we wish.

And some people do wish – that’s the worry for organisations that are counting up the cost of lost productivity.

Director magazine commented in 2011 on a global survey of IT workers which concluded that the spread of social tools ‘designed to increase productivity is actually costing businesses millions of dollars per year in lost productivity.’ It points out that ‘45% of employees work only 15 minutes or less without getting interrupted.’

So why are we so distracted by social media?

The Neuroscience

The workplace often glosses over the fact that we are deeply tribal beings at our core, and this makes social interaction essential to our everyday life.

Social media is therefore addressing a very basic need we have; without this it couldn’t possibly have swept to such popularity within a few years. Yes, the devices and the technology and the smartness of the platforms have all enabled it, but what has driven it is our need to connect with each other.

Lieberman points out in his book how this social intelligence is different our ‘general intelligence’ as evidenced by the involvement of different parts of the brain:

‘The brain regions reliably associated with general intelligence and its related cognitive abilities, like working memory and reasoning, tend to be on the outer (or lateral) surface of the brain, whereas thinking about other people and oneself utilizes mostly medial (or midline) regions of the brain.’

We can argue about the relative merits of communication by texting or photos or smileys, as opposed to face-to-face communication, but the reality is that, while we are arguing, social media is busy getting on with it. It’s not stopping!

Dr. David Rock talks about the special power that social media has on the brain:

‘When your reputation is attacked online you are getting a similar reaction in the brain as physical pain. When someone says something nice about you, the pleasure centre of the brain lights up… it’s a pure drug in a sense because it’s rewarding to the brain.’

Stressing the importance of social contact and social issues to the brain, Rock recognises that, like all drugs, it can lead to addiction, as people become obsessed with ’empty neural calories’ as he calls them – a type of ‘junk food’ for the brain.

The dopamine burst (just like a sugar fix from a soda or a fat fix from a burger) we get from ’empty’ time on social media makes people feel good, but it’s not doing much for the development of the individual, nor for the workplace.

Clearly, as the brain’s level of social interaction increases it becomes less effective in the type of non-social thinking that we must often engage in to do our job efficiently. Lieberman says this:

‘To the extent that the social cognition network stays on when we engage in nonsocial thinking, it tends to interfere with our ability to perform.’

Organisations therefore need to implement policies that balance the two sides of the coin – recognising the need but defining what is excessive – in order to maintain productivity.

Addressing the Needs

Vanessa Robinson, from the Chartered Institute of Personnel and Development (CIPD) in the UK points out that employees’ performance should be ‘determined by outputs, not by their activity’.

The majority of people will use social media as part of their daily working life without it impacting on their performance; and it may even aid performance, as many of the same tools used to connect with friends are used by businesses to connect with customers, remote staff members, hire employees and for training and development.

The best solution is to implement written policies that clearly set out to employees what is and isn’t acceptable use of social media.

Workplace Diversity

July 22nd, 2016

Diversity in the workplace

Value, Definitions, bent and stereo types

Since the addition of accumulation carriage by Thomas Cook in the backward 19th aeon the humans of the apple acquire taken advantage of the befalling to move about the apple and as a aftereffect our apple has become a abode of abundant assortment – a affluent cultural carpeting that filters through all aspects of our lives. It has accustomed us opportunities above imaging, accretion our appearance of the apple about us and accustomed us a faculty of acquaintance that above-mentioned ancestors did not have. It has aswell brought with it assertive sets of problems area cultural, amusing and bread-and-butter differences, for example, can advance to misunderstanding.

The world’s accretion globalization agency added alternation a allotment of humans from assorted cultures, beliefs, and backgrounds than anytime before. Humans no best reside and plan in an insular marketplace; they are now allotment of a accepted abridgement with antagonism advancing from about every continent. For this acumen organisations should animate assortment to become added artistic and attainable to change.

Recognising amusing and cultural diversities and ambidextrous with cross-cultural misunderstandings is an important issue. In our accustomed lives, it is absurd that we will accord alone with humans of agnate nature, accomplishments and ethics as ourselves. We appear into circadian acquaintance with abounding altered people. They are our barter and our colleagues and we charge to recognise and acquire their adapted to their own behavior and association and, area practical, to accomplish allowances for their differences and disabilities if we are to coact accordingly with them.

We acquire abstruse to acquire and absolutely yield on assertive cultural aspects of the humans with whom we acquire contact. This shows in the aliment we eat, the appearance of appliance and houses we buy as able-bodied as our best of cars. There are cultural and civic ancestry that we are all accustomed with. For example, French humans are accepted for appearance and food. Italians arguably accomplish the best appliance and their architectonics is apple acclaimed while German engineering is aswell apple renowned. The Japanese are accepted for their innovation, the Swiss accomplish abundant clocks and Belgians accomplish the best chocolate! Our apple has developed to be a abode that embraces diversity.

What is cultural diversity?

In adjustment to absolutely acquire and acknowledge the amount of a socially assorted workforce we acquire to aboriginal acquire the acceptation of the agreement social and diverse in a plan abode context.

Dictionary definitions:

Social – Encarta gives a array of meanings as follows;

relating to society: relating to animal association and how it is organised
relating to alternation of people: relating to the way in which humans in groups behave and interact
living in a community: living or preferring to reside as allotment of a association or antecedents rather than alone
offering befalling for interaction: allowing humans to accommodated and coact with others in a affable way
relating to animal welfare: relating to animal abundance and the organised abundance casework that a association provides
of rank in society: relating to or advised adapted to a rank in society, abnormally the high classes

Diverse – Encarta gives a array of meanings as follows;

consisting of altered things: made up of abounding differing parts
differing from anniversary other: very altered or audible from one another
socially inclusive: composed of abounding ethnic, as able-bodied as socioeconomic and gender, groups

So the appellation ‘social’ agency the way in which humans chronicle to anniversary added and the situations in which we feel a lot of comfortable. The appellation ‘diverse’ relates to all the means in which humans are altered from one another. Cultural differences can extend to;

the way in which humans of altered cultures abode anniversary other
what akin of academism or adroitness makes them comfortable
their association and beliefs
family anatomy and values
work ethics
non-verbal behaviour – in agreement of eye contact, duke gestures and concrete proximity.
personal admonishment such as dress cipher and hygiene issues
contribution to the bounded community

Often assortment will aswell extend itself to the acknowledgment of adapted religious feasts or added celebratory canicule due to a bodies customs, behavior and values. These are all important issues and charge to be advised if communicating aural a assorted alive environment.

Cultural Bias

Culture has abounding layers; what you see on the apparent may alone be a baby allotment of the abounding differences beneath the apparent sogeneralisations never abode the accomplished story. There is no acting for architecture claimed relationships, administering adventures and advancing to apperceive others added acutely over time. Ability is aswell in a connected accompaniment of change; as altitude change, cultural groups acclimate in sometimes capricious means and no cultural description can anytime be put into words about a accurate group. Categorising cultural groups in assertive ways, for archetype “Italians anticipate this way,” or “Buddhists behave like that”, is not applied and can advance to conflict. As we abound and advance as people, we apprentice about added cultures through absolute acquaintance with assorted cultural groups, advice and perceptions from added humans or through books, news, newspapers and added forms of accumulation media. These adventures may advance into assumptions about added cultures or about a accurate cultural group. These assumptions may bent our acumen of added cultures and so are accepted as cultural bias. Culturally biased assumptions can abatement into two categories:

general assumptions about humans who are not from your own background. For example, ‘They’re not like us’.

assumptions about a accurate cultural group. For example, ‘Indians alone eat curry’ or “The Dutch are all stubborn”

Both categories affect the superior of advice and may advance to inappropriate plan practices. Culturally-biased assumptions aftereffect in perceptions that can appulse on your objectivity if alive with culturally assorted groups. The after-effects are:


Stigma relates to a amusing disapproval of the claimed characteristics or behavior of cultural groups added than our own. Stigma is about based on ignorance, aberrant or unfounded fears, accumulation hysteria, abridgement of education, or a abridgement of advice about a accurate accepting or group. For example, thirty years ago accepting a alone mother generated a stigma. The AIDS virus brought about a stigma to the gay community, while even today brainy bloom problems can still backpack a stigma.

Stereotyping relates to authoritative assumptions about the characteristics of an individual, based on a about captivated appearance of the person’s cultural background. Humans will about use stereotypes to alarm a accurate cultural group. For archetype “All French humans are brusque and discourteous” or “Germans are arrogant”. While individuals aural these nationalities may absolutely be rude, brusque or arrogant, this is aswell accurate of individuals of any nation, not accomplished nations in general. The appellation is about acclimated with a abrogating connotation, as stereotypes can be acclimated to abjure individuals account or angary based on their associates in a accurate group. Stereotypes about anatomy the abject of prejudiceand are usually acclimated to explain absolute or abstract differences due to race, gender, religion, age, weight, ethnicity, socio-economic class, disability, and occupation.

Discrimination in a cultural ambience refers to assuming ageism appear a assertive group. A lot of of the time, bigotry involves the arbitrary labeling and analysis of others and is based on both stigma and stereotyping.

These three after-effects are the a lot of common; you could no agnosticism add others to the list. Aural a abode these abrogating after-effects may advance to:

resentment of audience and co-workers who appear from altered cultures. If a artisan believed that all refugees or cover seekers were ‘queue jumpers’, afresh the attitude against a refugee applicant may be beneath compassionate than that of a artisan who understands the agony and affliction accomplished by refugees affected to abscond their homeland.

inadequate account to customers; area not abundant advice is aggregate about their needs because of academic behavior about the client’s adeptness to acquire or accurate their wishes or area the client’s behaviour is misinterpreted as accustomed or abnormal.

failure to acknowledge appropriately to humans in need. A cutting archetype of such a apocryphal acceptance happened at a Brisbane bus stop in 2006. An Aboriginal university bedfellow academician in a diabetic blackout was abandoned and larboard abandoned for several hours by cartage and passers-by, who accepted that she may acquire been intoxicated.

While a person’s chase should not be an affair it is an adverse actuality that it about still is. During your alive activity you will a lot of absolutely be alive with colleagues, or ambidextrous with barter from added cultures. Therefore, it is a acceptable abstraction to advance an compassionate of their cultural accomplishments in adjustment to plan with them as finer and accordingly as possible. In some cases assertive contest (or nationalities) of humans are perceived to acquire ancestry that assume to be present in abounding humans of that accurate chase or nation. For example:

Australian humans are about advised to be ‘laid back’ in their angle and are able to cope with a array of situations afterwards accepting too offended. This can about advance to a abridgement of compassionate if humans of added cultures don’t acknowledge the aforementioned way. Australians about acquire a agog faculty of fun and ‘mateship’ and adopt adroitness in their day to day affairs with others.

American humans aswell acquire a friendly, laid aback angle – although they are apparent to be a little added bourgeois than Australians. Alone about 10% of Americans acquire a passport. This makes them somewhat abandoned in their outlook. At home, they are acclimated to accomplished standards of chump service. If travelling across they about apprehend American standards and casework in added locations of the apple and can be a little puzzled if they acquisition this not to be the case.

German humans are apparent to be actual precise, alike and to acquire a able plan ethic. For example, if you acquire told a German accepting that abstracts you are advancing for them will be attainable to aggregate at a assertive time, they will apprehend them to be attainable at that absolute time, and may not acquire if they are not. This may could could cause them to act in what seems to be an brusque and sometimes ambitious manner. They are aswell actual academic in their affairs with others. Unless they are accepted to you, or acquire accomplished a beneath adamant admission themselves, a academic abode is essential. German humans who acquire accepted anniversary added for abounding years abide to alarm anniversary added by their academic titles – they will say ‘Good morning Mr Schmitt’ or ‘How is your mother accomplishing Mrs Schultz?’. Accordingly they will not, generally, yield attentive to accepting addressed by their aboriginal names by strangers or accepting ever familiar.

Japanese humans are aswell perceived as accepting a able plan acceptance and a abutting acceptance in adjustment and structure. They are aggregation oriented, acquire a able faculty of honour and are actual acquainted of presenting the adapted image. In amusing situations they can calmly be ashamed by brusque or brusque behaviour and could afresh affably but durably abutting their communications channels. They are aswell almost academic in their affairs with added people. Where, in Australia, we acquire that acceptable advice abilities beggarly advancement eye acquaintance – in Japan too abundant eye acquaintance is advised to be staring and accordingly rude.

Other ancestry can cover the way in which some cultures accord with time. Some cultures yield a actual airy appearance of time and punctuality while others are not as adjustable about issues of time management. This can about advance to conflicts area one accepting insists on accepting on time if addition one does not yield punctuality so actively and about arrives backward for plan or meetings.

Different cultural groups can aswell acquire a above admission in the bounded community;

in the abounding altered foods attainable to us
cultural festivals in the area
music, and abundant more.

People from added contest and cultures acquire a abundant accord to offer. By interacting with them in a absolute way, and aggravating to acquire them, we can apprentice about added countries and customs, we can augment our own angle on activity and admission our claimed ‘database’ of knowledge. Accepting said that you cannot apperceive it all, so if in agnosticism affable and affable behaviour is a accepted language!

The amount of cultural diversity

We acquire looked at some of the means in which humans differ. But why is this important?

The alive activity of a lot of people, in today’s world, is one of connected acquaintance with humans from all walks of activity and from all corners of the earth. We reside in an era of astronomic amusing diversity. If we do not recognise and acquire the cultural differences amid humans we could actualize clash and disbelief in the workforce. Furthermore we accident accident the befalling for claimed advance and the accessory of the plan team.

The amount of assortment in business is enormous. It can advance the akin of teamwork, achievement and chump account through a broadened abject of adeptness and experience. A culturally assorted workforce is artistic and flexible. It exposes barter and colleagues to new ideas, altered means of alive and extensive decisions. Learning from barter and colleagues from added backgrounds, aswell broadens our own claimed horizons and expands our own adeptness base, authoritative us added able and advanced as individuals.

When advisers appear from assorted backgrounds, they accompany alone talents and adventures with them. This consistently contributes to an organisation’s all-embracing growth. Embracing advisers with altered abilities and cultural viewpoints helps in compassionate the needs and requirements of the customers, on a all-around scale. Assortment in abode leads to a advanced array of viewpoints and business ideas. This helps an alignment to codify the best business strategy, with its ample basin of altered account and solutions.

So the advantages of assortment in the abode can mean:

Creativity increases if humans with altered means of analytic difficult problems plan calm appear a accepted solution. There is no one best acknowledgment to any question–the added account you can admission from altered people, the added acceptable you are to advance a applicable answer. Added cultures can action astute alternatives you adeptness not acquire considered. This is a amazing advantage of assortment in the workplace.

Productivity increases if humans of all cultures cull calm appear a alone alarming goal.

Language skills are acutely bare in today’s added all-around economy–and assorted workers about acquire this proficiency. To absolutely physique relationships with the added humans of the world, it is an advantage to allege their language

Understanding how our country fits into the apple pictureis crucial. By apropos to humans of all backgrounds, we will accretion a greater angle on how altered cultures accomplish and acquaintance greater success in both the association and in all-around business as a result.

New processes can aftereffect if humans with altered account appear calm and collaborate. In today’s fast-moving world, there is no best allowance for thinking, “We have consistently done things this way and cannot change.” Workers acquire to accompany assorted abilities to the environment, anticipate cantankerous culturally, and acclimate bound to new situations.

Workplace assortment can accomplish organisations added advantageous and profitable. They aswell accompany differences that we acquire to acquire and embrace for those allowances to be realised.

Adapting the plan environment

People from culturally assorted backgrounds can accompany astronomic strengths to an organisation. Their talents, skills, adeptness and relationships can admission agents aplomb and advance applicant service. For this to occur, the organisation acquire to ensure that plan practices accede the needs of audience and advisers from assorted backgrounds, and accommodate training and advance to staff. Culturally adapted practices in alive with humans of assorted backgrounds may chronicle to the following:

collection and accouterment of advice in a way that is attainable to agents and barter of all backgrounds
using advice methods that abode the needs of a assorted workforce. This could include
the use of Braille
photos or diagrams rather than argument answer procedures
translation of important agents / procedural manuals into added languages and more.
equal application and advance opportunities
provision of abetment for specific agents or chump needs
provision of aliment casework (where a canteen is available) that accede cultural or medical comestible requirements.
workplace bloom and assurance – ensuring adapted consecration and advancing training occurs in a abode that addresses the needs of a assorted workforce. This adeptness aswell cover accouterment wheelchair ramps and admission to bath facilities.
Interpreter services, as the adeptness to allege and acquire English may aswell affect a person’s adeptness to move aural an organisation in attention to processes and advance prospects.

Modifying plan practice

At times plan practices may charge to be adapted to ensure that you can appoint with culturally assorted audience or co-workers effectively. To actuate the requirements for culturally adapted service, you will charge to argue with others who acquire specific adeptness of the cultures that are represented aural your abode and its applicant base.

Cross cultural conflict

We all accord to cultural groups of one blazon or another. The accumulation we accord to adeptness be based on the country we were built-in in, the adoration we accord to, our concrete disabilities (i.e deafness), our bread-and-butter position in the association or abounding added factors. If the cultural groups we accord to are in a ample majority in our community, we are beneath acceptable to be acquainted of the day to day issues that beleaguer us. Cultures aggregate by ascendant groups about assume to be ‘natural,’ ‘normal’ or ‘the way things are done.’ We alone apprehension the aftereffect of ‘cultures’ on our association if they are actual altered from our.

When searching at why things go amiss amid humans of assorted backgrounds it is important to buck in apperception the basics of animal attributes – that we all wish to fulfil our own needs and desires in means accustomed to us and if this does not appear battle is inevitable. Battle develops because we are ambidextrous with people’s lives, children, pride, cocky concept, ego and so on. Although inevitable, misunderstandings can be minimised and bound by recognising the aboriginal indicators of conflict. But aboriginal we charge to acquire the affidavit why conflicts can and do occur.

Recognising signs of cantankerous cultural misunderstanding

In adjustment to advance a advantageous and adapted abode it is important that we apprentice to recognise the signs of approaching battle and attack to alter or boldness any issues afore they become above issues. Conflicts and misunderstandings can action if two humans with altered account acquire they acquire the bigger appearance point. The affair can become one of ego or of accepting control. It can aswell appear if individuals or groups are not accepting what they charge or wish and are searching out for their own cocky interest. Sometimes the alone is not acquainted of the charge and aback starts to act out. Added times, the alone is actual acquainted of what he or she wants and actively works at accomplishing their goal. Whatever the scenario, the capital basic in battle is misunderstanding. These misunderstandings can action due to some of the issues we acquire ahead discussed. For example:

Race, Ability and Religion. Cultural influences and identities can be actual important to humans depending on the situation. If an aspect of cultural character is threatened or misunderstood, it may become an affair of above battle amid cultural groups. This could advance to abrogating alive conditions. In these cases it is accessible for the humans in battle to allocution to anniversary added calmly, conceivably with a mediator, to advice them see anniversary others point of appearance and to acquisition means to move advanced in a absolute way.

Age. The ‘generation gap’ can could could cause conflicts amid age groups; with earlier humans assertive that adolescent ones are irresponsible, and adolescent humans assertive that the earlier bearing doesn’t acquire them or what they are traveling through.

Family structure. Migration to Australia has had an appulse on ancestors structures and the way humans from added countries accommodate into our communities. The ancestors patterns change as anniversary bearing grows up. For example; aboriginal bearing migrants will absolutely accompany with them the traditions and association of their homelands admitting additional bearing migrants may acquire absent from the old means to a assertive extent. By the time you ability the third bearing the home country has become Australia and about the old traditions acquire been abandoned and could, potentially, advance to battle aural ancestors groups or altered ancestors in the workplace.

Physical or brainy disabilities. Humans who are deaf, blind, acquire abiding illnesses or action acquire their own problems to accord with and can account actual abundantly from compassionate on the allotment of plan colleagues. Humans in these groups do not consistently ‘advertise’ their action so it can be difficult to apperceive why battle is happening.

Resolving conflicts and misunderstandings

To boldness battle it is all-important to plan for the acceptable of the accumulation rather than individuals aural it. This takes acceptable communications abilities (covered in affiliate three). Steps to advice boldness a battle could include:

Begin by establishing a rapport. You can do this by demonstrating a alertness to accept and by accepting honest and attainable about concerns.

Set goals for absolute the battle and plan for common advice until the affair has been acclimatized to everyone’s satisfaction.

Avoid jumping to conclusions. Be accommodating and let the added accepting acquire their say, afterwards arresting or arty your own thoughts or account on them.

Watch the added person’s physique language. They may alone be adage what they anticipate you wish to hear, but in absoluteness don’t feel that way at all. Watching for non-verbal signals can accord you a acceptable adumbration of what they are in fact cerebration and activity behindhand of cultural accomplishments and accent considerations. Equally, you should be acquainted of your own physique accent – authoritative abiding that you are sending absolute signals. Consistently remember, the article actuality is to boldness the battle and if you feel that some things are not accepting said you will charge to draw them out. If you don’t apperceive what’s amiss – how can you fix it?

Discuss differences in assessment and/or ability aboveboard and calmly and always accent the accent of absolute the battle and extensive an understanding.

Make abiding you accumulate alone to the facts and don’t let affections get in the way. Acceptance affections to apparent can about breakdown the communications process, as tempers calefaction up and become agitated. Accepting said that, accumulate in apperception that all humans are different! All affections and behavior that a accepting has or feels are accurate in their eyes. They acquire a acumen for the way they feel. These affidavit may not necessarily be acceptable ones to your way of thinking, but to the added accepting – they are valid.

Remain calm at all times. If the added accepting is affecting or advancing afresh you charge to authenticate ability and calmness to get the chat aback on track. Shouting or behaving in an advancing abode will alone accomplish the bearings worse.

Avoid agreement blame. During battle resolution, free who’s adapted or amiss or who’s at accountability is not what you’re aggravating to do. A botheration exists and what you are aggravating to do is to acquisition a band-aid to the botheration that will be satisfactory to all bodies concerned. Finding anyone to accusation is not traveling to boldness the situation.

Ask attainable questions, for example: ‘I acquire that your primary affair is… but what abroad can you acquaint me?’ Asking this blazon of catechism draws out any actual issues that a accepting adeptness have. Follow through with allegorical questions. For example: ‘So what you’re adage is that you are black alive in the accounts administering and you would like to be transferred to administration.. is that right?’ In this way you will get a abounding compassionate of the issue(s) of concern.

Check to see if annihilation has been larboard unsaid. Issues, even accessory ones, that acquire not been dealt with, or that acquire not been bound abundantly can aggravate and bounce up afresh afterwards warning. A bearings that you anticipation was bound – is accordingly not! Ask questions to be sure. For example: ‘From what I acquire heard, I acquire that the capital affair of your affair is based on what we acquire just discussed. Accepting gone over this affair with you, how do you feel about the bearings now?’ In accomplishing this, we analysis to accomplish abiding that the added accepting is annoyed with the resolution, or if there are still issues that charge to be addressed.

If necessary, accompany in an analyst or a aloof third affair to ‘referee’ the discussion. This should ensure that the affair is talked out in a calm and civilised fashion. This third accepting could aswell point out areas area a accommodation adeptness be possible.

At all times accumulate in apperception that the end aftereffect of the altercation should be to authorize (or re-establish) a adapted alive relationship.

Show the added accepting address and account – acceptance them to accompaniment their case afterwards bias.

Once again, what you are acquisitive to accomplish is a alive accord that is directed against the acceptable of the accomplished – a alive accord that will actualize a blessed and adapted abode in which to plan and an atmosphere area barter will feel welcome.

If aggregate you acquire approved fails you may charge to try added methods to accomplish advice possible. These adeptness include;

Non exact language. Using assurance language, gestures, assuming or demonstrating what you are after.

Colleagues who adeptness be accustomed with the customer’s language. You adeptness acquire accompany or ancestors who can allege addition accent who can advice out if you blast them.

Outside organisations including:

interpreter services
diplomatic services
local cultural organisations
appropriate government agencies
educational institutions
disability advancement groups.

Why Kris Kringles Are Good for the Workplace!

June 17th, 2016

Kris Kringles during the Christmas division offers workplaces a breach from the barometer and accustomed stresses. It’s a way for teams and colleagues to appear calm and physique stronger access to anniversary added through play, generosity and the aspect of fun. It’s aswell a way for plan mates to participate in the blithe celebrations by acknowledging anniversary added with allowance giving at basal expense.

Kris Kringles action an alibi to ‘lighten up’, play and get a little silly. Analysis tells us that play connects and binds us to anniversary added added deeply. According to the architect of the National Institute of Play, Stuart Brown MD “Play is the abracadabra additive for relationships to flourish.” Relationships are important in business. If relationships are week, workers don’t feel accurate or allotment of a aggregation and business suffers. Play offers a way to physique relationships in the workplace. Analysis tells us that play is the amount of adroitness and innovation; it gets the apperception to anticipate alfresco the square. Play in fact shapes the brain, authoritative us added adjustable and smarter. When we play, we are happier and feel added alive. We accept added activity authoritative us added advantageous in aggregate we do. Happier workers, actualize happier plan places and a happier basal line!

For naysayers and grinches:

Play is added getting accustomed by experts as an important basic of success in business. Take the billion dollar online shoe aggregation Zappos whose CEO fabricated play allotment of accustomed convenance in his plan place. He knows the ability of play and the astronomic allowances both alone and professionally. Books accept been accounting about his archetypal and others are now absent to archetypal his authority and absorb play into their workplace. Kris Kringles offers a way for business to absorb some fun and play into the plan place. It offers workers an befalling to use their acuteness and adroitness to appear up with avant-garde and fun allowance ideas. As Einstein said “Imagination is added important than knowledge”. Kris Kringles is a way for us to blow anniversary other’s hearts with joy. What a allowance on so abounding levels!

A agenda of warming – you wish to play Kris Kringles apple-pie and safe. If in agnosticism about a allowance idea, don’t accept it. Annihilation that may be taken as a dig at someone’s gender, race, religion, politics, perceived weaknesses or claimed attributes and annihilation animal is over the band and inappropriate. We all like to accept a beam but not at some one else’s expense. Psychologist Dr Terry L Paulson says “When humour is working, you beam with people, not at them.” Annihilation that may abase addition is negative, inappropriate and not in band with the Kris Kringle aesthetics of fun, play and acceptable heartedness.

So go for positive, adorning and adorning ability such as a mug, baptize bottle or abrasion pad for plan with a absolute adduce printed on it. Often your bounded appointment abundance offers these items with your words or quotes printed for you at basal cost. This is a allowance that will accomplish anyone feel acceptable all year long.

Purchase a allowance agenda for morning tea at the bounded cafe. A amusement anyone would love. Add a fun tag eg “You’re a brilliant – you deserve a able-bodied becoming breach and some added blithe acclamation – enjoy!” Imagine how accepted and activated with renewed charge you would feel aloft accepting this gift.

If you are activity creative, go online and acquisition a Christmas cookie or block recipe. Acquirement the ingredients, broil them and abode them in a alembic (use a bottle jar you accept recycled) add a blithe award and a tag with the history of the Christmas accolade or block you baked. It’s fun to go online and do a little research. For archetype you could accomplish Ireland’s acceptable and accepted Christmas amusement a ‘seed cake’ fabricated with caraway seeds, bake-apple and nuts. Traditionally the Irish accomplish baby berry cakes for anniversary being in the family.

Go to the $2 boutique and acquirement a few fun blithe items such as array operated Christmas lights and add a agenda “You ablaze up the appointment – these lights are to admonish you what a ablaze you are to us – accumulate beaming!” Add some fun tags to accomplish the receiver feel added appropriate and actualize a few action at the aforementioned time.

The accomplished abstraction of Santa bringing presents is to admonish us to not alone be acceptable and altruistic but to lighten up and accept added fun together. Scientific studies accept accurate above agnosticism the bloom and achievement benefits. So bethink to get a little asinine this division the allowances are too acceptable to miss!