PSYC 354 UMGC Occupational Approaches Discussion

PSYC 354 UMGC Occupational Approaches Discussion essay assignment

PSYC 354 UMGC Occupational Approaches Discussion essay assignment

  1. What would you say to this worker?  What would you not say?  What would you do?

I would first listen without interrupting because I want to make sure the employee doesn’t feel dismissed. I would empathize and not tell him that he’s paranoid or overreacting because I want him to feel heard and not minimize the situation.  I would use body language to communicate that I understand and I would ask follow up questions. Even though he can’t be specific, I would ask for examples of the way the supervisor talks to him or looks at him, and if he knows for sure that the laughter is directed toward him. I’d ask if there are any witnesses that can corroborate on the incidents in question. is key with people from different cultures so it could be that the way the supervisor is looking at or talking to him means something different or aggressive in Pakistan than it does in the U.S. I would make sure he knows that I’m taking the complaint seriously and as confidential as possible, but that I need to also speak to the supervisor about the situation and get their perspective (Find Law, 2018).

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  1. What other actions might you take?

I would make sure to take action as soon as possible and speak with the parties involved, so that the employee knows I’m taking it seriously. I’d speak to any witnesses and the supervisor/boss, along with collecting any e-mails or notes that might be evidence,   to get as clear a picture as possible and I’d document everything accordingly for reference.

If it turned out the supervisor is in the wrong, I would issue a warning or possible suspension, depending on the severity of the infractions. I’d also make it a point to implement some cultural awareness and/or discrimination refresher training among all the employees and staff. A few things to consider from the article below:

  • Different cultures communicate differently with sensitive information, such as bad news. It’s important to recognize that all information or reports need to be handled quickly and accurately no matter what it is about.
  • Team building exercises are good for morale and help people of all backgrounds learn to work together. It bridges the gap between individualistic and collectivist cultures.
  • Different cultures have different views on time, such as balancing work and family or work and social time or what that looks like. This needs to be taken into consideration when it comes to deadlines and schedules so everyone is on the same page.
  • Various cultures celebrate religious traditions or holidays at various times and this needs to be considered in scheduling practices along with mainstream western holidays.

(Toll, n.d.).

References:

Find Law. (2018). How to handle harassment and discrimination complaints. URL: https://www.findlaw.com/smallbusiness/employment-law-and-human-resources/how-to-handle-harassment-and-discrimination-complaints.html

 

Toll, E. (n.d.).Managing cultural diversity in the workplace. Diversity Resources.  URL: https://www.diversityresources.com/cultural-diversity-workplace/

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