Challenges of Ethnic Diversity

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Introduction
Cultural variety refers to a condition in which people of a community have varying qualities related to their indigenous heritage, social rank, and economic circumstances. It’s just a matter of time until the amount of cultural variety in our contemporary cultures rises even more. Ethnic diversity has a wide-ranging impact on the economy, but when it comes to social interactions and the quality of life, most people place a high importance on understanding its impact on the economy. Growth has a detrimental impact on ethnic diversity, public goods quality, and confidence. The nation of origin has a favorable link with productivity and income. Literature demonstrates that racial diversity has been a problem in the past.

Problems created by racial and ethnic diversity in society and organizations throughout history

There are several issues with ethnic diversity in the workplace and in society at large. The Western region of the globe has been impacted by an increase in migration over the last several decades, which has resulted in a diversified ethnicity. In the region’s majority of nations, the strain on social security has been exacerbated by racial and ethnic diversity and the question of large-scale incorporation of newcomers into the social safety net. Another problem is that the social security system loses its credibility when immigrant groups move into local communities. Immigrants in the western states rely heavily on the generosity of people regarded to be the land’s indigenous. Immigration and integration policies provide a major challenge because they need a delicate balancing act between openness and exclusivity in the systems of well-being without jeopardizing the well-being of all citizens. There are a number of studies that address the issues of ethnic diversity in the workplace.

A study by Du Tott (2004) shows that the issue of integrating migrants into society has been raised. Alesina and Glaeser (2004) predicted that Europeans would struggle to adapt to the rising ethnic variety in the United States since they were originally described as ethnically homogeneous. When a nation’s commitment to public welfare is undermined by ethnic fragmentation, the country as a whole suffers. There has been study on the relationship between immigration and solidarity as well. Research shows that there is a general trend toward group preference, with individuals preferring to give up rights and native entitlements to others who are seen to be from a different ethnicity or nationality.. Most spheres of life where there is a lot of rivalry for a limited supply of resources have techniques for ensuring privileges for their members (Du Tott, 2004). Welfare institutions, which are tasked with distributing common commodities, often lead to tensions among the country’s many ethnic groups. Bay and Petersen (2006) have shown that the degree to which immigrants are accepted and granted rights is strongly proportional to the predicted ethnic dangers that arise due to the presence of ethnic minorities. The majority of society tends to keep a distance from people who are seen as the minority in reaction to the presumed danger. Both civil and social rights are on their wish list. Ethnic diversity has spawned a slew of additional problems.

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Foreigners and persons of the same nationality or ethnicity are often treated differently when it comes to receiving preferential social benefits in diverse nations. Foreigners find themselves at the bottom of the food chain when it comes to determining who is more worthy than others. According to Bay and Petersen’s (2006) study, the distribution of social welfare payments is influenced by the demographics of the recipients. Societal cohesiveness is harmed by ethnic variety as well as prejudice in the allocation of social benefits.

Ethnic diversity has had a detrimental impact on social cohesiveness in many Western nations because of the high immigration rate (Bay & Petersen, 2006). There has been a long history of anxiety in the United States because to social disengagement, but little information is accessible on potential remedies to this problem. According to people who operate in multicultural settings, communication is a huge problem. Internal and external procedures are affected when a workforce is made up of individuals from diverse nations and cultures, since there are more communication filters and language barriers to contend with (Du Tott, 2004). Because employees aren’t tasked with overcoming cultural and linguistic barriers, it’s easier to interact in work environments that are a lot more diverse. Cultural variety refers to a condition in which people of a community have varying qualities related to their indigenous heritage, social rank, and economic circumstances. It’s just a matter of time until the amount of cultural variety in our contemporary cultures rises even more. Ethnic diversity has a wide-ranging impact on the economy, but when it comes to social interactions and the quality of life, most people place a high importance on understanding its impact on the economy. Growth has a detrimental impact on ethnic diversity, public goods quality, and confidence. The nation of origin has a favorable link with productivity and income. Literature demonstrates that racial diversity has been a problem in the past.

Problems created by racial and ethnic diversity in society and organizations throughout history

There are several issues with ethnic diversity in the workplace and in society at large. The Western region of the globe has been impacted by an increase in migration over the last several decades, which has resulted in a diversified ethnicity. In the region’s majority of nations, the strain on social security has been exacerbated by racial and ethnic diversity and the question of large-scale incorporation of newcomers into the social safety net. Another problem is that the social security system loses its credibility when immigrant groups move into local communities. Immigrants in the western states rely heavily on the generosity of people regarded to be the land’s indigenous. Immigration and integration policies provide a major challenge because they need a delicate balancing act between openness and exclusivity in the systems of well-being without jeopardizing the well-being of all citizens. There are a number of studies that address the issues of ethnic diversity in the workplace.

A study by Du Tott (2004) shows that the issue of integrating migrants into society has been raised. Alesina and Glaeser (2004) predicted that Europeans would struggle to adapt to the rising ethnic variety in the United States since they were originally described as ethnically homogeneous. When a nation’s commitment to public welfare is undermined by ethnic fragmentation, the country as a whole suffers. There has been study on the relationship between immigration and solidarity as well. Research shows that there is a general trend toward group preference, with individuals preferring to give up rights and native entitlements to others who are seen to be from a different ethnicity or nationality.. Most spheres of life where there is a lot of rivalry for a limited supply of resources have techniques for ensuring privileges for their members (Du Tott, 2004). Welfare institutions, which are tasked with distributing common commodities, often lead to tensions among the country’s many ethnic groups. Bay and Petersen (2006) have shown that the degree to which immigrants are accepted and granted rights is strongly proportional to the predicted ethnic dangers that arise due to the presence of ethnic minorities. The majority of society tends to keep a distance from people who are seen as the minority in reaction to the presumed danger. Both civil and social rights are on their wish list. Ethnic diversity has spawned a slew of additional problems.

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Foreigners and persons of the same nationality or ethnicity are often treated differently when it comes to receiving preferential social benefits in diverse nations. Foreigners find themselves at the bottom of the food chain when it comes to determining who is more worthy than others. According to Bay and Petersen’s (2006) study, the distribution of social welfare payments is influenced by the demographics of the recipients. Societal cohesiveness is harmed by ethnic variety as well as prejudice in the allocation of social benefits.

Ethnic diversity has had a detrimental impact on social cohesiveness in many Western nations because of the high immigration rate (Bay & Petersen, 2006). There has been a long history of anxiety in the United States because to social disengagement, but little information is accessible on potential remedies to this problem. According to people who operate in multicultural settings, communication is a huge problem. Internal and external procedures are affected when a workforce is made up of individuals from diverse nations and cultures, since there are more communication filters and language barriers to contend with (Du Tott, 2004). Because employees aren’t tasked with overcoming cultural and linguistic barriers, it’s easier to interact in work environments that are a lot more diverse. Cultural variety refers to a condition in which people of a community have varying qualities related to their indigenous heritage, social rank, and economic circumstances. It’s just a matter of time until the amount of cultural variety in our contemporary cultures rises even more. Ethnic diversity has a wide-ranging impact on the economy, but when it comes to social interactions and the quality of life, most people place a high importance on understanding its impact on the economy. Growth has a detrimental impact on ethnic diversity, public goods quality, and confidence. The nation of origin has a favorable link with productivity and income. Literature demonstrates that racial diversity has been a problem in the past.

Problems created by racial and ethnic diversity in society and organizations throughout history

There are several issues with ethnic diversity in the workplace and in society at large. The Western region of the globe has been impacted by an increase in migration over the last several decades, which has resulted in a diversified ethnicity. In the region’s majority of nations, the strain on social security has been exacerbated by racial and ethnic diversity and the question of large-scale incorporation of newcomers into the social safety net. Another problem is that the social security system loses its credibility when immigrant groups move into local communities. Immigrants in the western states rely heavily on the generosity of people regarded to be the land’s indigenous. Immigration and integration policies provide a major challenge because they need a delicate balancing act between openness and exclusivity in the systems of well-being without jeopardizing the well-being of all citizens. There are a number of studies that address the issues of ethnic diversity in the workplace.

A study by Du Tott (2004) shows that the issue of integrating migrants into society has been raised. Alesina and Glaeser (2004) predicted that Europeans would struggle to adapt to the rising ethnic variety in the United States since they were originally described as ethnically homogeneous. When a nation’s commitment to public welfare is undermined by ethnic fragmentation, the country as a whole suffers. There has been study on the relationship between immigration and solidarity as well. Research shows that there is a general trend toward group preference, with individuals preferring to give up rights and native entitlements to others who are seen to be from a different ethnicity or nationality.. Most spheres of life where there is a lot of rivalry for a limited supply of resources have techniques for ensuring privileges for their members (Du Tott, 2004). Welfare institutions, which are tasked with distributing common commodities, often lead to tensions among the country’s many ethnic groups. Bay and Petersen (2006) have shown that the degree to which immigrants are accepted and granted rights is strongly proportional to the predicted ethnic dangers that arise due to the presence of ethnic minorities. The majority of society tends to keep a distance from people who are seen as the minority in reaction to the presumed danger. Both civil and social rights are on their wish list. Ethnic diversity has spawned a slew of additional problems.

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Foreigners and persons of the same nationality or ethnicity are often treated differently when it comes to receiving preferential social benefits in diverse nations. Foreigners find themselves at the bottom of the food chain when it comes to determining who is more worthy than others. According to Bay and Petersen’s (2006) study, the distribution of social welfare payments is influenced by the demographics of the recipients. Societal cohesiveness is harmed by ethnic variety as well as prejudice in the allocation of social benefits.

Ethnic diversity has had a detrimental impact on social cohesiveness in many Western nations because of the high immigration rate (Bay & Petersen, 2006). There has been a long history of anxiety in the United States because to social disengagement, but little information is accessible on potential remedies to this problem. According to people who operate in multicultural settings, communication is a huge problem. Internal and external procedures are affected when a workforce is made up of individuals from diverse nations and cultures, since there are more communication filters and language barriers to contend with (Du Tott, 2004). Because employees aren’t tasked with overcoming cultural and linguistic barriers, it’s easier to interact in work environments that are a lot more diverse. issues. Some organizations are forced to employ diversity trainers and interpreters to assist employees to work through the challenges of communication due to diversity. Other than communication problems, ethnic diversity also leads to cultural resistance.

The issue of resistance to change is a human characteristic and quite common in nearly all the workplaces. As companies get more diverse regarding ethnicity, their relationships, as well as workplace nature, also changes. The resulting changes lead to stress among the employees as well as contributing to the negative relationship at work. It causes the reduction of the employee morale when the changes are not properly managed and planned. It is unfortunate that the problem cannot be controlled by organizational management unless they completely decide to make their institution ethnically heterogeneous (Hendriks, 2008).

Establishments which hire diverse workforce intentionally tend to have the human resource processes to assist in managing the diversity. On the other hand, the companies which turn to be diverse with strategically planning for the same could find discrimination existing between subordinates and the managers as well as among the employees themselves. It should be considered that discrimination, in this case, implies unfair treatment of a portion of the employees due to their distinguishing characteristics. It is only natural that a diverse workforce is likely to experience the higher level of the discrimination among the works. It could be difficult for people coming from minority ethnicities to secure employment opportunities in some societies.

Ethnic diversity makes the prejudiced employers not to offer employment opportunities and jobs to people who are coming from particular racial backgrounds. In most cases, the ethnicities that are considered to be the minority, as well as those which are considered to be inferior, are often the victims of such challenges. Employers in such societies would prefer providing jobs to workers who are either hailing from their racial lines or those who are considered to be from senior ethnic groups in the society. As a result, the labor market fails to evaluate the ability of employees based on their qualification and skills but rather on the racial lines (Hendriks, 2008). Quality of production could as such be compromised in the long run, and the economic condition of the people from foreign ethnicities may get poor and poorer despite their qualifications in the employment sector. Ethnic diversity has also been observed to propagate police harassment.

Several police persecution cases have been reported in societies that are characterized by high ethnic diversity such as the United States of America as well as parts of Africa. In such societies, there are stereotypes that profile the foreign communities or inferior communities as either being illegally within the countries or as people who are associated with terrorism. Police in such societies tends to bother such minority ethnic groups on the grounds of identification and security checks. On the contrary, most of the minority groups are often harmless and rightful members of the various societies either by birth or by registration. Learning sector also faces challenges of diverse ethnicity.

Learners from the immigrant families or ethnic minorities take a lot of time to get accustomed to the new environments. The apprentices find it difficult to get used to the teachers who are meant to be their development partners for a period. The situation in most cases is reflected on the dismal academic performance of the immigrant families when compared to the children with the local origin.

There is also increasing fear of influence from the immigrant communities or families. Living in diverse ethnic societies, even in cosmopolitan towns inculcates the fear among most people especially the ones from the minority groups, that they might lose their original ethnic identities as well as their lifestyle. The process of getting influenced by the foreign systems of belief or by other cultures in most cases creates protectionist tendencies amongst the citizens. Additionally, there is always the risk of social conflicts as well as elements in such situations. The chances of social conflict happen because of the difference in religious practices, beliefs, ethnic rituals or the other reasons which may create different groups in the society. Institutions that have ethnic diversity as an integrative policy, should use specific frameworks for ensuring that its members coexist peacefully.

Since time in memorial, ethnic diversity has proved to not only create social tension but also to diminish economic well-being of societies. As demonstrated in the above section, there are various challenges that are caused by ethnic diversity which affects individual’s lives directly or indirectly. The problems have been witnessed in most countries hence calling for the need to design a proper solution framework to reduce the negative impacts that are left on the people. The following section will provide possible solutions to the challenges caused by ethnic diversity as well as the manner in which the solutions can be applied.

Solutions for challenges of ethnic diversity

There are various principles which can be applied to assist in controlling the challenges that are associated with ethnic diversity in the various societies. First, governments should lay strategies for addressing both individual and institutional sources of discrimination and prejudice. The sources of discrimination as well as prejudice are mostly rooted in specific historical as well as social contexts and are guided by the institutional practices and structures. Aiming to transform individuals without managing such influential factors or even without engaging the particular issues which guide the intergroup relationships is mostly futile. Contextual as well as institutional forces which could be considered in the implementation and development of strategies for improving the inter-ethnic relations include practices and structures such as tracking, selection processes at work, assessment practices in the work stations as well as stereotypes, beliefs, and stories which have turned to be the local lore in the society. It is, however, important to keep in mind that designing practices and programs in the power difference, imagined or real are majorly at the heart of the interethnic tensions.

Secondly, institutions should function to influence behaviors of people, including capability and motivation to impact the others without considering their ethnic status. They shouldn’t be limited to efforts of increasing awareness and knowledge. When the strategies aiming at improving the inter-ethnic relations fail to particularly include the lessons concerning the ways of acting about the new knowledge and awareness, there are high chances that they will not be effective in transforming the relationships between communities. Majority of the people in the society are not as competent in interacting with others as they perceive to be different culturally. It is for this reason that at times, the people with desired intentions end up doing wrong things. As such, changing behaviors may require the assistance of other people. Additionally, transforming the experience of the people who are victims of discrimination and prejudice will need that everybody in the society contributes to climate tolerance as well as goodwill in the attempt of changing other people’s behaviors considering actions and words that reflect ethnic and racial prejudice. It is a call that goes to all institution regardless of their ethnic composition of the workforce.

There is a third issue that must be addressed: the conduct and attitudes of all ethnic and racial groupings. In most situations, ethnic relations programs and activities are aimed at educating people about the culture and ethics of a particular race or ethnic group. In certain cases, the emphasis is placed on a specific ethnic group’s treatment and attitude toward the rest of society. It’s easier to avoid stereotypes and oversimplifications when people of different ethnic and racial backgrounds live together in harmony. Increasing understanding of these facts might help to increase the complexity of the teachings on ethnic diversity. Institutions should have ways for dealing with ethnic issues that guarantee that all participants represent the context’s ethnic, racial, and linguistic variety and are organized to promote the equality of roles and collaboration between persons from all groups…. Ethnic and racial tensions may be alleviated by creating equal opportunity for persons of diverse ethnic backgrounds to achieve the same status. In order to get the most out of these tactics, it’s best to plan collaborative events that include people from many walks of life. Participating in interethnic activities exposes those involved to persons who have had unpleasant experiences and make assumptions about their own obligations based on stereotypes and the practices of other ethnic groups. Cooperative interdependence of individuals from different races and ethnic groups should be carefully managed to ensure all participants are motivated to make an important and valuable contribution to the society. Ethnically identifiable individuals should not compete against each other in cases where ethnic competition is utilized to encourage cooperation between ethnic groups. Ethnic diversity concerns need to be addressed with the involvement and assistance of the people and the government. Deeds speak louder than words for those in positions of authority and influence. Any participants in educational programs aimed at fostering better inter-ethnic relations would want to know how the lessons they have been asked to learn have been implemented by those who enlisted them. Unless the leaders’ records on discrimination problems are made apparent, ethnic relations initiatives may not have the desired effect when they are too busy to participate. There will be representatives from groups that push for improved fairness and interethnic relations looking to see whether the people in charge are doing what they preach. They’d also be interested in finding out whether ethnic minorities are being actively recruited for high-level positions. Ethnic prejudice should be severely sanctioned, while those who work tirelessly to achieve fairness should be encouraged and rewarded. It is imperative that leaders of institutions and organizations serve as role models for their staff and members of the general public so that they may demonstrate their commitment to equality by treating all people as one. The measures that are being devised to deal with the issues posed by ethnic variety must begin with children at an early age. Encouragement and reinforcement of inclusive conduct is needed for those who are just starting out in the workplace. Good inter-ethnic interactions are very necessary for young people to learn at an early age. It’s not enough to measure early intervention. They become increasingly aware of ethnic concerns and the numerous forms of discrimination or prejudice they encounter or observe in their daily lives as they grow older. Interethnic cooperation is a major focus of many organizations, and new members are often informed of this. There might be seminars on diversity or other activities aimed at promoting ethnic harmony in the workplace. It’s possible that individuals will learn how to cope with ethnic conflicts or when they come to the conclusion that their commitment to a healthy and equitable inter-ethnic interaction isn’t fully fulfilled. Some ethnic issues are difficult to inoculate individuals against. Inter-community relations need to be improved on a continuous basis because of the wide range of living situations among ethnic groups and the overall ethnic concerns in society. In addition to being included in curriculum, educational institutions should place a high importance on lessons about peaceful coexistence and the advantages of ethnic equality. Officers and teachers are often responsible for improving ethnic relations at most institutions. Workshops and introductory courses are the institutions’ most prominent tactic. Workshops’ methods are seen as ineffective. Conventional wisdom among those pushing for ways to improve inter-community relations is that learning opportunities should be integrated in the curriculum or in the activities that form the work of organizations. Efforts to reduce the obstacles posed by ethnic variety are desired, but the method’s effectiveness relies on two factors. Firstly, the amount of dedication differs from institution to university. Second, there is a scarcity of the kind of specialized knowledge needed to properly integrate the kinds of experiences that help build bridges across different communities. Taking this into consideration, the strategy should contain specific measures aimed at promoting good relations amongst people from different cultural backgrounds within the participating organizations. Ethnic differences and similarities must be examined. This is a need. Efforts to improve interethnic relations tend to exaggerate ethnic distinctions while ignoring universal values and beliefs that might unite individuals from all backgrounds. Trying to find broad generalizations that will help people become more aware of subtle distinctions and more open to responding positively to them usually results in oversimplification. Inter-ethnic interactions may be improved without addressing the whole complexity of intra-ethnic distinctions; yet, neglecting these subtleties is a kind of supporting a different stereotype (Njogu&Ngeta, 2011). Human features and the effect of language, gender, and socioeconomic status on interpersonal interactions are influenced by the inability to cope with group differences. People in society and institutions need to be made aware that despite their ethnic differences, they have many things in common. As a result, stereotypes and other difficulties associated with ethnic diversity may be lessened when individuals of various ethnic groups see themselves as belonging to the same ancestral clan.

It is important for organizations and institutions to understand the importance of multicultural and bicultural identities of groups and individuals, as well as the issues they face. Most individuals in the United States, especially those of European descent, believe in the notion of a “melting pot” (Brems, 2013). When immigrants and people of culture express their cultural customs or languages, they are seen as a threat to the dominant white culture. With assimilation, the problems of ethnic variety may be minimized. The idea that integration is inevitable is a denial of the truth that the country is diverse (Njogu&Ngeta, 2011). As some argue that immigrants must give up their ethnicity, others argue that they must pick one. Policies and practices that require individuals to identify with a single ethnic group express a lack of consideration for persons who identify as multiracial or bicultural when implemented.

Summary of theories, methodologies, and findings When it comes to ethnic variety and how to deal with it, the theory of conflict stands out. Gender, socioeconomic status, color, ethnicity, and education all fall within the conflict theory’s purview. Using conflict theory in the United States, one may look at how whites and ethnic minorities have fought in the past and present. According to this view, conflicts between dominant ethnic groups and ethnic minorities or immigrants within the same country are mostly due to cultural differences. Interactionism is the second paradigm that deals with the issues of ethnic diversity. Ethnic and racial differences provide a context for symbolic interactions strong symbols for identification. According to the theory, ethnic prejudice is established through communication among the members of the dominant groups. Without such interactions, individuals from the dominant groups are believed not to hold racial perceptions (Njogu&Ngeta, 2011). The interactions contribute to the abstract image of minority groups which allow the majority groups to support the perception of the minority groups as well as to maintain the status quo.

Finally, the culture of prejudice is a theory that indicates that prejudice is incorporated in human culture. As people grow, they are surrounded by pictures of stereotypes as well as casual expressions of prejudice and racism. It as such explains why people would naturally find themselves contributing into ethnic prejudices and stereotypes regardless of getting exposed to the dangers of doing the same in due time.

The influence of culture on attitudes, values, perception, human behavior, and interpersonal relations

Culture influences the attitudes, perceptions, values, human behavior as well as interpersonal relations concerning the challenges associated with ethnic diversity such as prejudice, discrimination, and stereotyping. Cultural practice makes people to develop a sense of belonging to a particular way of life. Additionally, it forces people to develop a negative attitude towards the other cultures. Hence they tend to look down upon the cultures without considering the benefits that they get from the same. The attitude eventually contributes to the high rate of discrimination in which people in a society or organization would want to completely be identified with their traditional cultures hence resulting in the unfair treatment of the other people with different cultures.

Culture has a huge influence on people’s perception, hence influencing the challenges associated with ethnic diversity. In particular, culture establishes the

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