Attracting and Managing a Diverse Workforce: Training and Stereotypes

If HR conducts a trainingprogram that teaches employees about stereotypes in cultures, will it actuallybackfire and build more stereotypes among the workforce? Theseare challenges managers and human resources face in any environment. How do youovercome stereotypes?
Complete this assignmentto demonstrate your understanding of cultural stereotypes in HR.

Answer Question 17-7 onpage 561 to showcase your understanding of how cultural stereotypes in HR arecreated.
Deliverable

A 300-word response that includes at least one APA-formatted reference to a source from this lesson.

Step 1:Read the following situation and questions:
Some people believe thatcross-cultural training often reinforces stereotypes by discussing aspects of aculture (for example, Punctuality is not as important to Southern Italians. Itis acceptable to arrive a half hour late for an appointment.) that may beapplicable to some members of that culture but not to all. Do you agree?
How can cross-culturaltraining be provided to avoid this problem? Explain.
Step 2: Write a 300-word response that answers the above situation and questions. Asyou answer the questions in Step 1, consider the following:

What challenges do managers and HR face in addressing cultural differences in the workforce?
What impact may stereotypes have on expatriates?
What two policies and procedures need to be in place to minimize the risk of stereotyping?

Use correct APA v. 7 format.
Double-space text.
Use size 12 Times New Roman font.
Indent paragraphs.
Include in-text citations.
Use correct spelling, grammar, sentence structure and verb tense.
Respond in 3rd person

 
READING MATERIALS
Attracting a Diverse Workforce
International HRM Challenge from Gomez-Mejia,L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (8thed., pp. 529560). Upper Saddle River, NJ: Pearson Education.
Read pages 529560 for an overview of thechallenges when assembling and managing a diverse, multicultural workforce.
Managing Diversity from Gomez-Mejia, L. R.,Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (8th ed.,pp. 118143). Boston: Pearson Education.
Read pages 118 through 143 to learn aboutmanaging diversity in the workplace through various human resource approaches.
Age from Caas, K. A., & Sondak, H.(2014). Opportunities and challenges of workplace diversity (3rd ed., pp.167195). Upper Saddle River, NJ: Pearson.
Read pages 167195 for an overview of thedifferent traits in various generations of workforce employees.
Schullery, N. M. (2013). Workplace engagementand generational differences in values. Business and Professional CommunicationQuarterly, 76(2), 252265.
Read pages 252265 of this article onworkplace engagement and the values of the Millennials in the workforce.
EEO is the Law/Equal Employment Opportunity
Channel 1 Creative Media (Producer), (2013).Equal Employment Opportunity. Melbourne, Victoria: Channel 1 Creative Media.[Streaming Video]. Retrieved fromvideo.alexanderstreet.com/watch/equal-employment-opportunity database
EEO-Equal Employment Opportunity [Website]
Urick, M., Hollensbe, E., Masterson, S., &Lyons, S. (2016). Understanding and managing intergenerational conflict: Anexamination of influences and strategies. Work, Aging and Retirement. 120.
Read this article to ascertain differentstrategies used to manage a multigenerational workforce.
A Toolkit for Recruiting and Hiring a MoreDiverse Workforce PDF Uploaded
Best Practices for Employers and HumanResources PDF Uploaded
Three Diversity Recruiting Strategies PDFUploaded
Lu, A., & Gursoy, D. (2016). Impact of jobsatisfaction and turnover intention: Do generational differences matter?Journal of Hospitality & Tourism Research, 40(2), 210235.
Read pages 210235 to explore the impact ofgenerational differences on employee satisfaction and turnover rates.