Company Overview
Discuss about the Emotional Intelligence and Cultural Diversity for Inclusiveness.
Oneflare is one of the established service companies of Australia and connects different business at one time. This is a lifesaver process as per the Australian civilized people, who use the service and consider themselves as the lucky one as the delivery of their service facility and grooming presence of their business progression is the key matter for the company (Oneflare.com.au 2018). The company was founded in 2011 and in 2015 the company found a review from one of the trending websites in Australia, WOMO. The company has more than 200 service facilities and that is the reason most of the household work like repairing, plumbing, interior decorating, cleaning, computer repairing, accounting, electrical machining all these processes are formulated by the company (Oneflare.com.au 2018). In that case, face to face communication with employees and customers is required. In that case, the problem of diversity and inclusiveness is the key matter of business and they have to maintain this for the formulation of the company.
As a consultant, I have to take a workshop activity process for Oneflare so that value of inclusiveness retains the same and aspect of diversity will reduce and a healthy workplace culture will sustain. The target people in this company are the leader so 8 leaders will be chosen and the training will evaluate their thinking and operational mindset.
The dimension of diversity is the best process to demonstrate the differentiation and also highlight the reason behind the divisive nature of culture. The internal dimension contains the aspect of age, ethnicity, physical ability, sexual orientation, gender, race and all these aspects are creating an internal biasness in the organization (Randel et al. 2016). Employees are getting concerned with the situation that they are the odd man out of the team due to their one of the aspects of internal dimensions and that impact on their performance and organization productivity. The external dimensions are like geographic location, income, personal habits, marital status, parental status, recreation habits, religion, work experience, educational qualifications and appearances (Spiro 2012). The aspect of biasness provides value for physical attractiveness and that is the reason dominant values have come up as the secondary dimension. Organization perspective has changed for the mitigation of diversity, where employees’ talent, feelings, goals have been set and product management will improve by that process.
Inclusion is the kind of state that valued for the employees who are valuable to the organization. This is the kind of mutual situation that employees have found form the organization to make sense and the feel the deep feeling that employees does. The process needs to be mutual and the interpersonal and intrapersonal inclusion is the key process in the business. As opined by Mitchell et al. (2015) the willingness and ability of elements are the key stage in this process and include employees for an indispensable element in the experience inclusion of the process. There are some stakeholders also in the company like an individual contributor, executive, employees, managers, and customers – the progression of all these factors are important for the issue of organization and that is the key aspect of the business (Romaine 2013).
Promoting diversity and the value of inclusiveness
I am taking the liability of Oneflare Company and want to provide a diversity-free workplace that encourages promoting chances of the organization and include the inclusion and positive workforce for the organization. The main process of diversity is the assimilation of reality; however, inclusiveness is the choice. This is the inclusiveness manner of making diversity challenges and most of the challenge situations are come up by the positional mismatch, power transfer and relationship maintaining processes.
Practical activities are important for the development of measuring the activities that I have to process in the workshop. The entire session will last for 10 days and 3 hours each day and all the leaders will take part in these activities. The activities are important for creating surface and relationship with employees and provide a better option for the organization so that better-improved nature of social interaction and mitigate the differentiation also.
The process of formatting some issues and divide the team into two groups is the initial process of the debate. I will select some of the issues related to diversity and that will engage a conflict in terms of verbal justification of perception. This is the surfaced value of promotional inclusion of diversity and that is the reason these entire procedures will be arranged. The CEO of the company will join the debate to show their leaders’ perception of diversity and inclusion. The relationship with employees will come up through this and that will be the key highlighted factor and self-evaluated perception that everyone present in this room will be important at that stage. At last, I will share my perception and also address the social identities that organization will get from diversity. The process mitigating is the key process to acquire more benefit for the organization.
The gender diversity process can be mitigated by the communication game. The game will start from a word and each person will state their view over this for 1 minute constantly. Like women in leadership is a topic or issue and any of the leaders will be chosen in that case and he will elaborate or shed light over the process instantly as whatever they speak. The basic augmentation of inner feeling will come up by the process and that is the key stage of the communication games to improve the perception of each employee after the completion. In case of engaging men, gender pay equality, older women, merit, targets, women in non-traditional occupations, gender reporting, childcare and development all these sections are highlighted in the process and that is the key significance of the activity.
Practical activity of the workshop
The soft skills like verbal and non-verbal communication, social skills, character traits, attitudes, career attributes, emotional intelligence and social intelligence need to be developed for leaders. The development of soft skills and demonstrate it in the organization is the key process that develops soft skills. This is the most important aspect of the career growth also and leaders need to have the potential to do that. This is the kind of situation when I will segment leaders into five groups and then provide them with a topic that they need to enact and then analyze.
In case of developing cultural aspect, leaders need to understand the cultural assimilation in the organization. Customers will engage more in number with the organization and that is the key reason most of the social values in forms of employees are needed in the organization. The non-verbal behavior is also important in that case. So each leader has one topic and it will be delivered secretly and after that, they have to enact the same to others. Everyone belongs from a different culture and that is the key factor that organization should implement so that customer form different section will come and enjoy their service.
The leadership manner and approach is the main aspect that leaders need to understand for the development of market positioning of the business. Cultural diversity is there and approach of leaders will be important in that section and activities like leadership trait and theories have applied and leaders have an illustrative view over this. The entire leadership process game is played with individual leaders and they have to provide a situation and ask them to control the situation.
The audio and video process is also important to understand them the consequences faced by different organizations. The entire management was liable for that. There are diversity problems in Amazon, HubSpot, LinkedIn and Microsoft for the different reason so the leaders have the capabilities to manage the situation. This is a kind of situation that consequences immensely worse situation over the organization and these videos will highlight the situations. The situation will help Oneflare Company leaders and that is the most important aspect of the activity. The main problem that found, in that case, is the solution found. So leaders will make a team of 4 people and there will be a case of the same situation where 65% men and 35% employees are female in a workplace and women employment is needed in the organization, though they are aware of the fact that this operational job is not suitable for women.
Debates
The leaders will play some different roles in that section and this is the most important aspect of change in activity. The process may be slow in some cases as leaders have to accept the new challenge in the organization. This will be the most adverse situations in the organization and the activity is proceeding in the workshop. The role play is important in that situation and that makes more consumers friendly and an employee will remain in the organization. Awareness training may be needed I that case and that is the key consideration of business also.
The workshop is very productive for Oneflare Company as the company direct service to customers and that is the reason most of the time verbal communication needs to be there and it must be effective enough also. The process of the level of productivity and diversity-related inclusion like attendance rate, compensation cost, health and safety management and average working nature is the key process of this case. Employees will feel the same warmth and affection that leaders will produce, and the activity demonstrates the process and promoting the leadership aspect for the conglomerate process of organization development.
I have also found that there are some sexual orientation process persist in the organization and will take some activities to improve the situation. The development of leaders means the structural and operation enhancement of organizational process, and that is the reason development in activities aligning workplace is important for the better market position of the company. The workshop is linking with organization performance and activities are enhancing the basic concept of diversity and inclusion along with the promotional upgradation of Oneflare Company. The identification of people acceleration and desired behavior of business objectives and goals are directing towards the acceptable culture and development of the organization.
References
Mitchell, R., Boyle, B., Parker, V., Giles, M., Chiang, V. and Joyce, P., 2015. Managing inclusiveness and diversity in teams: How leader inclusiveness affects performance through status and team identity. Human Resource Management, 54(2), pp.217-239.
Oneflare.com.au 2018 Where to-do gets done retrieved from: https://www.oneflare.com.au/ [Accessed on 11th June 2018]
Randel, A.E., Dean, M.A., Ehrhart, K.H., Chung, B. and Shore, L., 2016. Leader inclusiveness, psychological diversity climate, and helping behaviors. Journal of Managerial Psychology, 31(1), pp.216-234.
Romaine, S., 2013. Politics and policies of promoting multilingualism in the European Union. Language Policy, 12(2), pp.115-137.
Spiro, L., 2012. “This Is Why We Fight”: De?ning the Values of the Digital Humanities. Debates in the digital humanities, p.16.
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