Multicutural education has been a growing debate within school systems for many years. This has been a problem because their are so many students with diverse backgrounds are coming to school expecting to see some of their own culture being brought in the curriculum. The debate is that when students of different cultures come to school and do not relate well with the traditional curriculum they don't do well in that school. They end up being called "culturally disadvantage". When middle class white students are not doing well, it is often thought that there is a problem with the teaching method. This problem undermines the confidence of diverse groups. Teachers and society assume that the only thing wrong with diverse children is the environment that they live in. The problem rest with the school systems. They need to put different cultures within the schools curriculum.
The word "multiculturalism" is define as being, "a general desire or need for students to have something in the curriculum that relates to their own ethnic traits, if these exists, or to those of their parents ancestors". Culture is define in a way where "a particular group is categorized reality in terms of language, beliefs, values, customs, kinship patterns, skills , and dietary customs". This means that culture with itтАЩs different practices, and beliefs help diverse people make sense of the world. Culture and our whole outlook of the world are put together by our attitudes, values, opinions, and concepts. Also affect on how we think, make decisions, behave, and define events. For people to understand people from other cultures they need to understand their attitudes, values, and beliefs, and where they come from. They need to understand how racism and oppression effects them and how they cope with it. The education system has a responsibility to recognize and respect diversity because it's not going away.
The goal of multi cultural education is to teach students different cultural backgrounds so they can function in a diverse, cultural world, which is reality. The debate over multiculturalism is how to define the content and practices, along with what groups would benefit from it. Some researchers view multi cultural education as "specifically addressing bilingual, bicultural education, race and ethnicity". Multi cultural education shouldn't be categorized to fit one group, mostly the more oppressed or the most talked about minorities. Multi cultural education should be for all diverse and oppressed groups. The problem is that most teachers are not familiar with different cultures, so it starts with teachers. They need to be educated themselves. All the teachers not just the white one's need to be taught different cultural. A lot of teachers don't even know their own background. When the teachers are caught up with their education, then a multi cultural curriculum and can be created, which won't be easy. It requires sensitivity, respect, understanding and acceptance for ethnic social and cultural diversity. It also requires "an understanding that variations in learning experiences have an effect on a students achievement and performance outcomes". Students should benefit from this, to where it boost their self-esteem and academic and personal achievements. This program should be used to minimize stereotypes and prejudices, understanding one's attitudes in order to understand where that person is coming from.
Some states are already starting a multi cultural education program, such as New York. Teachers reported teaching materials on minorities and women. Others dealt with the Holocaust. "A survey of in-service workshops completed by New York State teachers in 1990-91 showed that far more had taken workshops on African History, black studies, ethnic studies, multi cultural education, and cultural diversity than of American and European History". As I said before it starts with the teachers education. How are they suppose to teach a multi cultural education program if they donтАЩt know anything about other cultural. You learn about Euro- American history starting in the 4th or 5th grade till your finish with school all together. The most you learn about other cultural, mostly deals with slavery, war , and protesting, which are all important no doubt, but it doesn't explain everything.
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Showing posts with label culture. Show all posts
Showing posts with label culture. Show all posts
Tuesday, January 27, 2009
Friday, January 23, 2009
Global Culture Changes
Synopsis of key issues in this case
ARPCO operates in a global environment; however, ARPCO does not have a shared culture that crosses borders. The local culture has a stronger influence on the way business is conducted than the corporate culture, which is proving to be a major challenge for ARPCO management. Due to corporate culture immaturity and undefined values, ARPCO cannot support the growth of its most talented people on a global level.
If APRCO does not address the culture crisis, legal matters are bound to evolve and corporate image will be tarnished. Ultimately, this would lead to negative impacts for APRCO’s bottom line and would significantly reduce its ability to attract and retain talented people.
What is the challenge Wollen faces in making the decision to promote Lewis? What is her responsibility to Lewis?
The challenge Wollen faces in making the decision to promote Lewis is whether she can break through the culture barriers and obtain buy-in on a plan that supports Lewis in the new position. The culture barriers are strong, as can be seen with Abbott’s resistance to accept Lewis after learning of his race. If Wollen and Lewis decide to move forward with the promotion, a well thought out plan approved from the top will be required to ensure success for Lewis and for ARPCO. Without the proper support, Lewis could fail in a job that he was well prepared to do, which would be painful to Lewis and his family.
Wollen has three major responsibilities to Lewis. First, she should make him aware of the key risks and challenges associated with the new position. Second, she should describe to Lewis her commitment and ARPCO’s commitment to support him in the new position. Third, she must follow through on her commitment to support Lewis. Ultimately, the decision to accept the opportunity or not should be made by Lewis after the risks have been clarified.
Is it always wrong to consider gender, race, and ethnicity in promotion decisions, even if the “equal” opportunity might end a manager’s career?
Gender, race, and ethnicity should never be considered in promotion decisions. The decision should be based instead on an individual’s qualifications. In this case, Lewis was intelligent, hardworking, experienced, creative, and a top performer on the fast track who was the most qualified for the new position. Therefore, Lewis should be given the option to accept the position regardless of his race.
Evidence that promotion decisions should never consider gender, race, and ethnicity can be found in the Nineteenth Century Civil Rights Act. The Nineteenth Century Civil Rights Act provides protection against employment discrimination, which includes discriminatory practices such as bias in hiring, promotion, job assignment, termination, compensation, and various types of harassment. Additionally, the courts have ruled in such cases that employers need to meet a “but for” test. In other words, the employer must prove that the same employment decision would have been made for the same reasons regardless of sex or minority status (Walker, 1992, p. 10).
Since globalization is a very real environment factor in business, what are the challenges U.S. corporations face in the changing environment?
As the environment changes to increasingly conduct business in a global framework, U.S. corporations are challenged with shaping corporate culture for the new workplace. Immigration, technology, emerging markets and economies, mergers, joint ventures, strategic alliances and foreign investment have brought all the world’s citizens to one another’s doorstep. People must now learn to communicate, work and compete with others who are not like themselves.
“Companies may be putting an emphasis on creating diverse workforces, but more minorities claim they are facing barriers to promotions once on the job” (Armour, 2001, USA Today.com) According to Armour, the number of employees filing federal claims regarding discrimination in promotions based on race has nearly doubled since 1990. Further evidence includes a 1999 poll by Society for Human Resources Management, which concluded that nearly 75% of employers say that minorities face barriers to advancement.
Companies that do not provide shared cultural values will loose competitive position in the global marketplace. “A Fortune magazine survey found that CEOs cite organizational culture as their most important mechanism for attracting, motivating, and retaining talented employees, a capability they consider the single best predictor of overall organizational excellence.” (Daft, 2003, p. 94)
What are the risks associated with Lewis’ promotion?
There are a number of risks associated with Lewis’s promotions, which impact Lewis, Wollen and ARPCO. The first is that Lewis could fail in a job that he was well prepared to do, which would be painful to Lewis and his family. The second risk is that if Lewis fails then ARPCO’s corporate image could suffer. Thirdly, if Lewis fails in the new position it will be reflected in Wollen’s performance record. Finally, if his promotion is passed over, then the company is subject to a discrimination law suit and Lewis may not remain long with ARPCO.
There are many risks associated with Lewis’ promotion and each could potentially be very detrimental. The only foreseeable way for ARPCO to reduce its risk and create an environment that eliminates future risk, is to reshape the culture for conducting business in the global arena.
What are the benefits to Wollen and to the organization if Lewis is promoted?
If Lewis’ promotion is successful, then ARPCO and Wollen would realize significant benefits. For example, ARPCO would avoid legal issues and improve corporate image through increased diversity, which would enable them to attract and retain talented people. Wollen’s benefits would include recognition for developing Lewis and for moving the company’s diversity and culture a big step forward. Wollen would also gain self satisfaction with helping Lewis progress is career.
What managerial skills would you use (if you were Wollen and you did promote Lewis), to insure the optimum benefit to all the “players” in this situation?
Only one key managerial skill stands out, that would insure optimum benefit for all, and that is Human skill. The Human skill required in this case is made up of leadership, mentoring, and relationship building.
Through leadership and mentoring, both Lewis and Wollen benefit. Lewis would have the advantage of an “assistant coach” and he would have the needed level of trust and confidence to be successful. Wollen would benefit personally and professionally.
Through relationship building, both Lewis and Abbott benefit. If Wollen develops a relationship with Abbott, then she helps reduce the culture gap. A well developed relationship would also provide support for both Lewis and Abbott when issues arise.
Recommendations
The global business environment has presented major challenges for ARPCO. In order to retain competitive position, avoid discrimination law suits, create a diverse workforce, attract talented people, eliminate bottom line impact, retain key employees and fully leverage intellectual capital, ARPCO needs to create culture change. Unless the culture crisis is addressed, ARPCO will continue to have difficulty conducting business in the global arena.
It is recommended that a Culture Change Plan be developed. Upper management must approve and sponsor the plan. Human Resources will facilitate the program and leverage middle managers to execute the plan. A proposed plan has been created and should be used as a starting point. See Table 1 for the proposed plan.
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ARPCO operates in a global environment; however, ARPCO does not have a shared culture that crosses borders. The local culture has a stronger influence on the way business is conducted than the corporate culture, which is proving to be a major challenge for ARPCO management. Due to corporate culture immaturity and undefined values, ARPCO cannot support the growth of its most talented people on a global level.
If APRCO does not address the culture crisis, legal matters are bound to evolve and corporate image will be tarnished. Ultimately, this would lead to negative impacts for APRCO’s bottom line and would significantly reduce its ability to attract and retain talented people.
What is the challenge Wollen faces in making the decision to promote Lewis? What is her responsibility to Lewis?
The challenge Wollen faces in making the decision to promote Lewis is whether she can break through the culture barriers and obtain buy-in on a plan that supports Lewis in the new position. The culture barriers are strong, as can be seen with Abbott’s resistance to accept Lewis after learning of his race. If Wollen and Lewis decide to move forward with the promotion, a well thought out plan approved from the top will be required to ensure success for Lewis and for ARPCO. Without the proper support, Lewis could fail in a job that he was well prepared to do, which would be painful to Lewis and his family.
Wollen has three major responsibilities to Lewis. First, she should make him aware of the key risks and challenges associated with the new position. Second, she should describe to Lewis her commitment and ARPCO’s commitment to support him in the new position. Third, she must follow through on her commitment to support Lewis. Ultimately, the decision to accept the opportunity or not should be made by Lewis after the risks have been clarified.
Is it always wrong to consider gender, race, and ethnicity in promotion decisions, even if the “equal” opportunity might end a manager’s career?
Gender, race, and ethnicity should never be considered in promotion decisions. The decision should be based instead on an individual’s qualifications. In this case, Lewis was intelligent, hardworking, experienced, creative, and a top performer on the fast track who was the most qualified for the new position. Therefore, Lewis should be given the option to accept the position regardless of his race.
Evidence that promotion decisions should never consider gender, race, and ethnicity can be found in the Nineteenth Century Civil Rights Act. The Nineteenth Century Civil Rights Act provides protection against employment discrimination, which includes discriminatory practices such as bias in hiring, promotion, job assignment, termination, compensation, and various types of harassment. Additionally, the courts have ruled in such cases that employers need to meet a “but for” test. In other words, the employer must prove that the same employment decision would have been made for the same reasons regardless of sex or minority status (Walker, 1992, p. 10).
Since globalization is a very real environment factor in business, what are the challenges U.S. corporations face in the changing environment?
As the environment changes to increasingly conduct business in a global framework, U.S. corporations are challenged with shaping corporate culture for the new workplace. Immigration, technology, emerging markets and economies, mergers, joint ventures, strategic alliances and foreign investment have brought all the world’s citizens to one another’s doorstep. People must now learn to communicate, work and compete with others who are not like themselves.
“Companies may be putting an emphasis on creating diverse workforces, but more minorities claim they are facing barriers to promotions once on the job” (Armour, 2001, USA Today.com) According to Armour, the number of employees filing federal claims regarding discrimination in promotions based on race has nearly doubled since 1990. Further evidence includes a 1999 poll by Society for Human Resources Management, which concluded that nearly 75% of employers say that minorities face barriers to advancement.
Companies that do not provide shared cultural values will loose competitive position in the global marketplace. “A Fortune magazine survey found that CEOs cite organizational culture as their most important mechanism for attracting, motivating, and retaining talented employees, a capability they consider the single best predictor of overall organizational excellence.” (Daft, 2003, p. 94)
What are the risks associated with Lewis’ promotion?
There are a number of risks associated with Lewis’s promotions, which impact Lewis, Wollen and ARPCO. The first is that Lewis could fail in a job that he was well prepared to do, which would be painful to Lewis and his family. The second risk is that if Lewis fails then ARPCO’s corporate image could suffer. Thirdly, if Lewis fails in the new position it will be reflected in Wollen’s performance record. Finally, if his promotion is passed over, then the company is subject to a discrimination law suit and Lewis may not remain long with ARPCO.
There are many risks associated with Lewis’ promotion and each could potentially be very detrimental. The only foreseeable way for ARPCO to reduce its risk and create an environment that eliminates future risk, is to reshape the culture for conducting business in the global arena.
What are the benefits to Wollen and to the organization if Lewis is promoted?
If Lewis’ promotion is successful, then ARPCO and Wollen would realize significant benefits. For example, ARPCO would avoid legal issues and improve corporate image through increased diversity, which would enable them to attract and retain talented people. Wollen’s benefits would include recognition for developing Lewis and for moving the company’s diversity and culture a big step forward. Wollen would also gain self satisfaction with helping Lewis progress is career.
What managerial skills would you use (if you were Wollen and you did promote Lewis), to insure the optimum benefit to all the “players” in this situation?
Only one key managerial skill stands out, that would insure optimum benefit for all, and that is Human skill. The Human skill required in this case is made up of leadership, mentoring, and relationship building.
Through leadership and mentoring, both Lewis and Wollen benefit. Lewis would have the advantage of an “assistant coach” and he would have the needed level of trust and confidence to be successful. Wollen would benefit personally and professionally.
Through relationship building, both Lewis and Abbott benefit. If Wollen develops a relationship with Abbott, then she helps reduce the culture gap. A well developed relationship would also provide support for both Lewis and Abbott when issues arise.
Recommendations
The global business environment has presented major challenges for ARPCO. In order to retain competitive position, avoid discrimination law suits, create a diverse workforce, attract talented people, eliminate bottom line impact, retain key employees and fully leverage intellectual capital, ARPCO needs to create culture change. Unless the culture crisis is addressed, ARPCO will continue to have difficulty conducting business in the global arena.
It is recommended that a Culture Change Plan be developed. Upper management must approve and sponsor the plan. Human Resources will facilitate the program and leverage middle managers to execute the plan. A proposed plan has been created and should be used as a starting point. See Table 1 for the proposed plan.
You can order a high-quality custom essay, term paper, research paper, thesis, dissertation, speech, book report or book review from our professional custom writing service. We have employed more than 500 highly qualified Ph.D. and Master's academic writers to provide students with professional academic writing help. Feel free to contact our company right now!
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