Exploring Personal Bias Earlier in the course, you examined the importance of a diverse and inclusive culture. An inhibitor of this type of cultu
Exploring Personal Bias
Earlier in the course, you examined the importance of a diverse and inclusive culture. An inhibitor of this type of culture can be found through personal biases, which people often have without even realizing it. Individuals and organizations can help create a better culture by first acknowledging these biases and then taking steps to address them. It is important for managers to examine their own thoughts, behaviors, values, and biases to ensure they set a precedent for others.
In this Discussion, you will have the opportunity to analyze a time when your personal biases affected your choices. Based on this analysis, you will decide whether you will act differently if faced with a similar situation in the future.
To prepare for this Discussion:
· Identify a time in your professional life when your preconceptions or biases affect your behavior or decisions.
Post an analysis of the impact of bias on your professional behavior. In your analysis, do the following:
· Describe the situation and the assumptions you made.
o Did these assumptions turn out to be accurate?
· Identify the impact(s) of your assumptions on you and/or your behaviors, on others, or on the organization.
· Examine what you would—and would not—do differently if faced with a similar situation in the future.
Managing People & Promoting Collab
Week 9 Learning Resources
Authenticity at Work
We may often hear about the need to bring our “whole selves” to work, but what does authenticity in the workplace really mean? Is there a point at which “just being who I am” starts to be harmful, rather than helpful? Through these resources, you will examine the meaning of true authenticity in the workplace, its relationship to emotional intelligence, and how authenticity, when understood and acted on correctly, can help you and your organization be more effective.
· Frei, F., & Morriss, A. (2020). Begin with trust . Harvard Business Review, 98(3), 112–121.
· Grant, A. (2020, April 27). There’s a fine line between helpful and harmful authenticityLinks to an external site. . The New York Times, B6.
· Kouchaki, M. (2019, June 19). Why authentic workplaces are more ethical . Harvard Business Review Digital Articles, 2–4. http://hbr.org
· Rosh, L., & Offermann, L. (2013). Be yourself, but carefully . Harvard Business Review, 91(10), 135–139.
· Goleman, D. (n.d.). The secret behind authentic leadership Links to an external site. . Korn Ferry. https://www.kornferry.com/insights/articles/authentic-leadership-emotional-intelligence
The Inclusive Manager
The only way to fully capitalize on the diversity in our teams and organizations is to ensure we are creating a truly inclusive environment. Through these resources, you will explore concrete ways to be a truly inclusive manager, as well as how diversity and inclusion relate to workplace equity.
· Devex. (2018, March 26). 4 steps for busting unconscious biasLinks to an external site. [Video]. YouTube. https://www.youtube.com/watch?v=K-n7el87Dmo
· Finkelstein, S. (2017, July 13). 4 ways managers can be more inclusive . Harvard Business Review Digital Articles, 2–5. http://hbr.org
· Lefkowitz, R. (2019, October 28). 6 ways to be an inclusive manager in a diverse workforce Links to an external site. . LinkedIn. https://learning.linkedin.com/blog/learning-tips/6-ways-to-be-an-inclusive-manager-in-a-diverse-workforce
· Link, J. (2019, August 25). The difference between workplace equity and equality, and why it mattersLinks to an external site. . Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/08/15/the-difference-between-workplace-equity-and-equality-and-why-it-matters/#43cae3353d31
Important Documents for The Week
Document: Week 9 Assignment Template (Word document)
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