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Issues with Prohibition of Native Language Use at Ribs and Burgers Outlets

Staff at "Ribs and Burgers" outlets are not allowed to speak their native language at work. The entity has also threatened them to face severe disciplinary action if they're caught speaking in their native language at work. This question will critically explore the important issues around discrimination and diversity in the workplace about the entity's decision above.

The following are some of the most important issues that have arisen in the area of diversity and discrimination:

Employees' feelings aren't considered: It is one of the most important issues since the memo was circulated at work. Employees say the company has degraded their culture by prohibiting them from using their native language at work(Clark, D'ambrosio & Zhu, 2021).

The entity's circulation of the memo in the workplace has resulted in a severe issue known as "Mental Stress." By prohibiting employees from using their native language and threatening them with retaliation, the entity has created a sense of mental stress and anxiety among the workforce, negatively impacting the organization's performance(Tamunomiebi & John-Eke, 2020).

Prejudice: Because the employees at the company come from a variety of backgrounds, the entity's action has resulted in discrimination. Employees who do not speak English as a first language have developed a sense of alienation at work(Cletus et al., 2018).

Conclusion

It can be concluded that certain decisions should be made with extreme caution regarding employee and client attitudes. This is because poor judgment will negatively impact the employee's productivity and efficiency. As a result, the conducted analysis critically examines the problems resulting from "Ribs & Burgers'" unique decisions.

Since English is Australia's national language, personnel must speak it fluently to improve customer satisfaction. An organization should motivate employees and inform them of the advantages of speaking English at work to promote English. However, to enhance customer happiness, "Ribs and Burgers" has implemented policies prohibiting employees from communicating in their native tongue at work(Sbs.com.au, 2022). In light of the preceding discussion, this section illustrates my opinion on the entity's decision and the reasons for my opinion.

The decision adopted by the management of "Ribs and Burger" is, in my opinion, utterly incorrect. Individuals create a motherly feeling when they speak their native tongue. However, because speaking in English is important in optimizing customer happiness in Australia, the company should have taken positive and welcoming steps to encourage its employees to speak English more(Goel, 2018). They should not have distributed the memos and threatened the employees with retaliation. Taking friendly and encouraging measures would have aided them in improving their overall performance and employee morale. According to me, the entity's choice has had a substantial impact on the mental well-being of employees at work. Furthermore, following the distribution of this message, employees with a native tongue other than English have developed a sense of disconnection from the organization (Hudley, Mallinson & Bucholtz, 2020).

The following are the main grounds behind this opinion:

  1. It has been discovered that a bilingual employee contributes more to improving overall productivity and goal performance. Because employees are more at ease in their native language, speaking that language allows them to grasp it more clearly. As a result, the risks of misunderstanding are reduced, and employee productivity increases(Lee et al., 2020).
  2. Since the company hires people from all over the world, prohibiting them from interacting in their native tongue would severely negatively impact its reputation. It should be mentioned that such an act would create a sense of discrimination and harassment among employees. This decision contributes to a climate of inferiority, isolation, and intimidation.
  3. One of the main grounds for having such an opinion is that the entity's choice would cause anxiety and mental tension among the employees. Employees would be fearful if disciplinary action were taken against people speaking their mother tongue. Some employees are hesitant to talk in English, which will impede their performance and efficiency and create a communication gap among coworkers(Rahman, 2019).
  4. Another important factor in generating such an opinion is that the management's action would considerably harm employees' cultural sentiments. A person can connect to their roots by communicating in their native tongue. As a result, preventing someone from talking in their native tongue will develop a sense of separation among the workforce.

Conclusion 

From the above discussion, it can be inferred that both native language communication and English language communication are important. Because threats can harm an organization's performance, corporations should establish training programs to improve employees' communication skills. This will help the entity boost employee morale and maximize customer happiness. Entities should educate employees about the advantages of speaking in English at work. However, native language contact in the workplace should not be prohibited indefinitely because it helps employees better understand the task and perform more efficiently. It should be permitted so that both the employee's and the company's performance are not jeopardized.

Impact of Prohibition Policy on Mental Stress of Employees

Diversity is critical for businesses to create effective diversity training programs for their personnel, as this will assist them in avoiding numerous issues that may develop. The value of diversity and how it may be embraced in the workplace should also be communicated to the entity's leaders and senior executives. In light of the preceding discussion, this section discusses the challenges that "Ribs and Burgers" may encounter due to workforce diversification(Sbs.com.au, 2022).

Issues that can arise due to diversifying the workforce at Ribs and Burgers

While diversifying the workforce helps increase employee creativity and innovation, it also comes with many obstacles. The following are some of these concerns:

  • Differences in opinions: Employees hired from various places have varying characteristics, preferences, objectives, and knowledge. As a result, one of the major challenges that may develop while diversifying the workforce at Ribs and Burgers is a difference of opinion, as each person has their own set of beliefs and way of life(Hall, 2018).
  • Hostility:It is defined as a circumstance in which a disparity in employee viewpoints contributes to creating a hostile work environment characterized by bias, discrimination, harassment, and jealousy. In the case of ribs and hamburgers, it is one of the most important difficulties since employees are likely to be hesitant to collaborate with others and to believe that they are superior and more informed than others(Clement et al., 2020).
  • Diversity implementation challenges: Implementing diversity in the workforce is time-consuming and costly. In the case of Ribs and Burgers, the company may have to deal with this problem by acquiring skilled and qualified staff from diverse places (Sbs.com.au, 2022). The likelihood of conflict and antagonism within the workforce will increase if employees resist the diversification trend(Sethi et al., 2021).

Conclusion 

As a result of the preceding discussion, management should thoroughly examine the circumstances before making any decisions about labor diversification. Diversification is one of the answers that might help a company become more inventive, but it can also cause problems. As a result, "Ribs and Burger" should devote time and resources to establishing training programs and sessions to avoid the issues above.

A diverse workplace can be considered a beneficial asset to an institution because it promotes the strengths and efficiency of the people working at the workplace. When individuals' interests are acknowledged and respected, their performance improves because their morale and confidence are boosted. Following the conversation above, a diversity management plan for "Ribs and Burger" is designed, which will allow them to satisfy the demands of the newly diversified staff. In addition, this part will go through the many types of diversity that should be considered while forming a diverse team.

Diversity can be grouped into several categories based on its standardized definition. "Ribs and Burgers" should examine some of the most commonly used forms of diversification when diversifying the workforce, as stated below:

  • Cultural Diversity:This type of diversity is entirely based on an individual's ethnicity, which can come from various places. As a result, it can be classified as a set of rules that are entirely dependent on the perspective and values of the individual(Wadhwa, 2022).
  • Racial Diversity:This type of diversity thinks that employees should be divided into groups based on their physical characteristics. However, it should be recognized that race is socially produced rather than physiologically defined(Bocquet et al., 2019).
  • Age Diversity: Itis one of the most important diversity because it encourages employees to collaborate with people of all ages. As a result, it is possible to conclude that groups are created based on knowledge rather than age under this type of variety.
  • Gender Diversity:The term "gender" conjures up images of males and females in their customary roles. It is one of the most important factors to consider while diversifying a company's workforce. Nowadays, businesses are placing a greater emphasis on preserving a gender balance in their workforce.

Proposed Practice

Description

Significance

· 1. Zero-tolerance Policy

This type of policy should be implemented to prevent misconduct and instill in employees that any form of mistreatment will not be accepted in the workplace(Flory et al., 2021).

· It aids in the creation of a safer working environment.

· It aids in informing employees about the types of behavior that are prohibited in the workplace.

· It contributes to the organization's overall productivity.

· It leads to the most efficient utilization of resources.

· It contributes to creating a workplace free of harassment, discrimination, and inappropriate behavior.

2. Recruitment

Employees should be recruited from various places to establish a diversified workforce.

· Due to this step, people from various places would join the entity, resulting in more invention and creativity.

· More competent and skilled people would be attracted to the workplace if a diverse workforce were recruited.

· Employees with various backgrounds will have multiple solutions to the same problem, resulting in faster decision-making.

· It will help to increase the company's overall revenues because a diverse workforce makes better-informed decisions more rapidly than others.

3. Sensitivity training

Management should take initiatives to develop training programs to make employees aware of the actions to work in complete cooperation with diverse people from various backgrounds and cultures to promote harmony and improve organizational performance(Scarborough, Lambouths & Holbrook, 2019).

· It will assist individuals in assessing and adjusting their opinions on people from other cultures and backgrounds.

· Employees would be able to respect one another's perspectives.

· Employees can notice offensive behavior and the causes for it.

· An employee receives training on dealing gently with coworkers who have upset them.

· Employees are instructed on how to apologize to those who have been irritated by their conduct.

4. Diverse team

Employees should be encouraged to work in diverse teams since it will help avoid cultural misunderstandings and communication gaps if the team is formed based on racism.

· Employees will be able to expand their skill sets since they will be required to deal with people from various backgrounds.

· Teams that allow members to communicate their thoughts and ideas will be more efficient and committed to accomplishing organizational goals.

· Since a diverse team will contain people from all cultures and backgrounds, they will be able to maximize customer satisfaction by comprehending clients' specific needs from various backgrounds.

5. Benchmark

Management should establish a similar standard for all employees, regardless of their backgrounds. To guarantee that employees are treated fairly, they must ensure that every employee action and decision falls within the bounds of these criteria.

· It will assist employees in comprehending the entity's overarching objective and vision. As a result, employees will only engage in activities that will assist them in accomplishing corporate objectives.

· Management will be able to analyze any deviations by comparing the actual work done to the standards specified with a benchmark. As a result, it will assist management in identifying and rectifying ineffective behaviors.

6. Stay Abreast of Diversity Laws

Business entities must keep up to date with employer-related legislation and developments regularly. Furthermore, management should evaluate numerous internal policies regularly, including harassment, discrimination, and other issues.

· One of the most significant advantages of understanding diversity rules is that it aids in preventing discrimination and harassment.

· It also aids in the development of a sense of belonging among the employees.

· It also improves diversity management, increasing staff retention and worker productivity.

7. Open-Minded

Employees should understand that the organization values their talent and knowledge rather than their background and culture. Individuals with diverse opinions should be recruited to meet the overall aims(Lall-Trail, Salter & Xu, 2021).

· This aids in the creation of a more inventive and pleasant working environment for both employees and management.

· This also adds to the development of a sense of unity among the workers since they believe that the entity's senior managers appreciate their culture.

· It promotes the development of a habit of listening, understanding, and respecting others' points of view, which can assist in reducing interpersonal conflicts that might happen when people are required to work in close quarters.

Conclusion 

It can be concluded that company management should focus on developing a diverse staff. It will assist the organization in not only increasing productivity but also in increasing customer satisfaction. However, it should be highlighted that while diversifying the workforce, various policies and circumstances must be taken into account. Diversification takes several forms, all of which are dependent on many factors such as caste, nature, background, gender, age, and other characteristics of employees in the workplace. As a result, companies such as "Ribs and Burgers" should focus on attracting talented and skilled personnel to improve their competitive position. They should also take steps to provide staff with diversification training and develop regulations that do not hurt the feelings of employees who come from different parts of the country.

References

Bocquet, R., Le Bas, C., Mothe, C., & Poussing, N. (2019). Strategic CSR for innovation in SMEs: Does diversity matter?. Long Range Planning, 52(6), 101913.

Clark, A. E., D’ambrosio, C., & Zhu, R. (2021). Job quality and workplace gender diversity in Europe. Journal of Economic Behavior & Organization, 183, 420-432.

Clement, L., Leung, K. N., Lewis, J. B., & Saul, N. M. (2020). The supervisory role of life science research faculty: The missing link to diversifying the academic workforce?. Journal of Microbiology & Biology Education, 21(1), 10.

Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges of workplace diversity in modern day organizations: A critical review. HOLISTICA–Journal of Business and Public Administration, 9(2), 35-52.

Flory, J. A., Leibbrandt, A., Rott, C., & Stoddard, O. (2021). Increasing Workplace Diversity Evidence from a Recruiting Experiment at a Fortune 500 Company. Journal of Human Resources, 56(1), 73-92.

Goel, S. (2018). THE IMPACT OF WORKPLACE DIVERSITY–BENEFITS AND CHALLENGES. IJRAR-International Journal of Research and Analytical Reviews, 5(2), 2207-2209.

Hall, S. M. (2018). Migrant margins: The streetlife of discrimination. The Sociological Review, 66(5), 968-983.

Hudley, A. H. C., Mallinson, C., & Bucholtz, M. (2020). Toward racial justice in linguistics: Interdisciplinary insights into theorizing race in the discipline and diversifying the profession. Language, 96(4), e200-e235.

Lall-Trail, S. F., Salter, N. P., & Xu, X. (2021). How Personality Relates to Attitudes Toward Diversity and Workplace Diversity Initiatives. Personality and Social Psychology Bulletin, 01461672211057755.

Lee, E. S., Szkudlarek, B., Nguyen, D. C., & Nardon, L. (2020). Unveiling the canvas ceiling: A multidisciplinary literature review of refugee employment and workforce integration. International Journal of Management Reviews, 22(2), 193-216.

Rahman, U. H. F. B. (2019). Diversity management and the role of leader. Open Economics, 2(1), 30-39.

Sbs.com.au. (2022). 'ZERO TOLERANCE': Restaurant chain staff shocked by threat against speaking languages other than English. Retrieved 10 April 2022, from https://www.sbs.com.au/language/english/zero-tolerance-restaurant-chain-staff-shocked-by-threat-against-speaking-languages-other-than-english

Scarborough, W. J., Lambouths III, D. L., & Holbrook, A. L. (2019). Support of workplace diversity policies: The role of race, gender, and beliefs about inequality. Social Science Research, 79, 194-210.

Sethi, R., Bhushan, B., Sharma, N., Kumar, R., & Kaushik, I. (2021). Applicability of industrial IoT in diversified sectors: Evolution, applications and challenges. In Multimedia Technologies in the Internet of Things Environment (pp. 45-67). Springer, Singapore.

Tamunomiebi, M. D., & John-Eke, E. C. (2020). Workplace Diversity: Emerging Issues in Contemporary. International Journal of Academic Research in Business and Social Sciences, 10(2).

Wadhwa, S. (2022). DIVERSITY AT WORKPLACE: PERCEPTION OF EMPLOYEES AND ITS IMPACT ON EMPLOYEES'PERFORMANCE IN BPO SECTOR. Journal of Positive School Psychology, 6(2), 5726-5736.

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