Question.3802 - After completing engineering school, you landed a job as a structural engineer with a large automobile manufacturing company in Detroit. You have been asked to lead a project on developing prototypes for next year's concept cars. You have decided that using cross-functional teams that will pull head engineers in from multiple different areas is the best approach, as well as technical engineers that will help with the latest and greatest features that customers desire in a vehicle. When you receive the team roster from HR, you are not surprised to see nine male names listed of the different engineers that have been asked to help with this project as engineering and Information Technology is historically a male-dominant career field. When the team meets for its kickoff meeting, you find that there is one woman on the team who is in the process of undergoing gender reassignment. You also later find out that HR did not realize there was a legal name change associated with this employee and pulled their contact from an old organizational chart.After the kick-off meeting and introduction, the group takes a 15-minute break and you see several of the engineers from Africa leave together. Once the group reconvened, you notice these same engineers from Africa snickering and laughing under their breath at one another and the frustrated look on your female colleague's face as well as an engineer from Latin America.
Answer Below:
IntroductionIn x toxic xxxx environment xx is xxxx difficult xx be xxxxxxxxx and xxxxxxxxx It xxx impact xxx health xxxxxxxx and xxxxxxxxxxx of xxxxxxxxxxx Therefore xxxx makes xx difficult xxx team xxxxxxx to xxxx safe xx the xxxxxxxxx Since xxx employees xxxxxxxxxx the xxxxxxxx of xxxx in xxx workplace xx is xxxxxxx important xxx them xx feel xxxxx and xxxxxxxxx in xxx workplace xxx paper xxxxxxxx a xxxxx solution xx manage xxxxx environments xx the xxxxxxxxx and xxx actionable xxxxx that xxx be xxxxx to xxxxxxx the xxxxxxxxx from xxxxxxxxxx further xxxx In xxxx case xxxxx engineers xxxx Latin xxxxxxx and xxxx female xxxxxxxxx face xxxxxxxxxxxx in xxx work xxxxxxxxxxx It xx crucial xx take xxxxxx in x toxic xxxx environment xxxx are x few xxxxxxxxxx steps xxxx I xxxxx probably xxxx to xxxxxx this xxxxxx nbsp xxxxx Communication xxxx I xxxxx communicate xxxx the xxxxxx involved xx this xxxxx the xxxxxx colleague xxxxxx gender xxxxxxxxxxxx the xxxxxxx Engineers xxx the xxxxxxxxx from xxxxx America xxxx private xxxxxxx will xxxxxx an xxxxxxxxxxxxx of xxx different xxxxxxxxxxxx of xxx individuals xxxx The xxxxxxx development xx the xxxxxxxxxxxx is xxxxxx impacted xx the xxxxx and xxxxxxxxx communication xxxxxxx It xx crucial xx know xxxx person's xxxxxxxx and xxxxxxxxxx that xx misunderstanding xx involved xxxxxxx I xxxx inform xxx team xxxxxxx and xxxxxxx the xxxxxxxxxxxxxx terms xxx conditions xxx working xx a xxxx Reminding xxx team xxxxxxx that xxx nuisance xxx disrespect xx any xxxx member xxxxx be xxxxxxxxx nbsp xxxxxxx Awareness xxxx The xxxx step xx to xxxxxx that xxx team xxxxxxx are xxxxx of xxx cultural xxxxxxxxxxx and xxxxxxxxxx the xxxxxxxxxx of xxxxxxx and xxxxxxxxx among xxx team x would xxxxxxx collaborate xxxx the xxxxx resource xxxxxxxxxx to xxxxxx mandatory xxxxxxxx about xxxxxxxxx diversity xxx inclusion xx the xxxxxxxxx nbsp xxxx will xxxxxx that xxx team xxxxxxx can xxxxxxxxxx how xx behave xx a xxxxxxx way xx others x mandatory xxxxxxxx on xxxxxxxxx cultural xxxxxxxxxxx in x workplace xxxx help xx focus xx understanding xxx importance xx diverse xxxxxxxxxxxx nbsp xxxxxxxx Microaggressions xxx unhealthy xxxxxxxx is xxxxx to xxxxxxx a xxxxx work xxxxxxxxxxx in x workplace xx it xxx hamper xxx integrity xx an xxxxxxxxxxxx nbsp xxxx members xxx feel xxxxxxxxxxxxxxx unsafe xxx to xxxxx there xx always x general xxxxxxx of xxxxxxxxx competition xxxxxxxxxx and xxxxxxxxxx nbsp xxxxxxxxxxxxxxx can xxxxxxxxxxxxx create x hostile xxxxxxxxxxx for xxx learners xx the xxxxxxxxx Miller xxx Chen xxxxx the xxxx consists xx members xxxx around xxx globe xxx lacks xxxxxx colleagues xx the xxxxxxxxx It xx important xx identify xxx unhealthy xxxxxx in xxx toxic xxxx environment xx it xxx lead xx unproductivity xxx lack xx work-life xxxxxxx nbsp xxxxx Policies xxxxxxx DiscriminationI xxxxx collaborate xxxx the xxxxx Resources xxxxxxxxxx of xxx organization xx ensure xxxx clear xxxxxxxx are xxxxxxxxxxx and xxx team xxxxxxx are xxxxx of xxx company xxxxxx These xxxxxxxx will xxxxxx that xxx kind xx discriminatory xxxxxxxx won't xx tolerated xx the xxxxxxxxxxxx The xxxxxxxx related xx the xxxxx resource xxx attract xxxxxxxx perceptions xxxxxxxx and xxxxxxxx in xx organization xxxx are xxx motivated xx reduce xxxxxxxxxxxxxx in xxxxx system xxxxxxxxxxx The xxxxxxxxxx are xxxxxxxxx as xxxx will xxxx the xxxx members xxxx safe xxxxxxx the xxxx of xxxxxxxxxxxxxxx and xxxxxxxxxxxxxx behavior xx any xxxx nbsp xxxxxx of xxxxxxx in xxx Work xxxxxxxxxxxxxxx culture xxxxx an xxxxxxxxx role xx inspiring xxxxxxxxx and xxxxxxxx positive xxx productive xxxx A xxxxx company xxxx a xxxx work xxxxxxx attracts xxxxxxxxx resources xxxx different xxxxx of xxx world xx also xxxxxxx the xxxxxxxxxx efforts xxxxx and xxxxxxxx morale xxxxxxx negatively xx positively xxxx I xxxx learned xxxx practicing x positive xxxxxxx in xxx company xxxxx have xxxxxxxx these xxxxxxx in x different xxx nbsp xxxxxx on xxx overall xxxxxxx and xxxxxxxxx of xxx employee- xxxx Maintaining x great xxxxxxx culture xxx ensure xxxx employees xxx happy xxx satisfied xx their xxxx Even xx they xxx facing xxxx kind xx bias xxx aggression xx the xxxxxxxxx they xxx not xxxxxx of xxxxxxxx and xxxxxxx their xxxxxx A xxxxxxxx work xxxxxxx can xx extremely xxxxxxx for xxxxxxxxx who xxx new xx a xxxxxxx and xxx facing xxxxxxxxxx in xxx work xxxxxxxxxxx nbsp xxxxxxxx shows xxxx there xx a xxxx relationship xxxxxxx productivity xxx positive xxxxxx Bellet xx al xxxxxx are xxxx more xxxxxxxxxx in xxxxxxx for x company xxxx promotes xxxxxxxx development x positive xxxx culture xxx flexibility xxxxxxxxx improving xxxxxxx employee xxxxxxxxxxxx through x supportive xxx strong xxxxxxx will xxxx the xxxxxxxxx remain xxxxx to xxx company xxxx Ensure xxxx employee xxxxxxxxxx nbsp x strong xxxxxxx is x crucial xxxxxx in xxxxxxxx high xxxxxxxxxx within xxx employees xxxxx are xxxxxxxxx indicators xx employee xxxxxxxxxx such xx safety xxxxxxxxx that xxxxx the xxxxxx of xxxxx employees xxxxxx that xxxx are xxxx by xxxxxxxxx the xxxxxxx They xxxxxxxxxx that xxxxxxx safe xx one xx the xxxxxxxxxxxxx needs xx people xxx only xx they xxxx good xxxxx themselves xxxx they xx able xx perform xx their xxxxxxxxxx areas xx expertise xxxx Another xxxxxx is xxxxxxxxxxxxx the xxxxxxx where xxxxxx culture xx practiced xxx different xxxxx and xxxxxxxx of xxx employees xxx welcome xx this xxxx where xxx latin xxxxxxxx and xxx female xxxxxxxx are xxxxxx issues xxxxxxxxx toxic xxxx culture xx they xxx in x company xxxxx high xxxxxx are xxxxxxxxx they xxxxx carry xxx kind xx resentment xxx feel xxxxx nbsp xxxxxxxxxx nbsp xxx paper xxxxxxxxx the xxxxxxxx that xx taken xx resolve xxx toxic xxxx environment xxxxx by xxxx employees xx the xxxxxxxxxxxx Therefore xxxxxxxx a xxxxx work xxxxxxxxxxx is xxxxxxx for xxx employees xx feel xxxxxx safe xxx respected xx implementing xxxxxxx strategies xxxxxxxxx can xxxxxxxxx culture xxxxxxxxxxx inclusion xxx diversity xxxx nbsp xxxxxxxxxxxxxxxxx S x Intercultural xxxxxxxxxxxxx in xxx workplace xxx the xxxx of xxxxxxxxxxxxx in xx organization xxxxxxxxxxxxx Journal xx Professional xxxxxxx - xxxxxx D x amp xxxx E x Helping xxx learner xx deal xxxx microaggressions xx the xxxxxxxxx Individual xxxxxxxxxxxx and xxxxxxxxxxxxx level xxxxxxxxx AEM xxxxxxxxx and xxxxxxxx S xx Vasconcelos x F xxxxxxxxxx some xxxxxxxxxxxx of xxxxxxxxxxxxxx in xxx workplace xxxxxxxxxx Research xxx Journal xx the xxxxxxxxxxxxx Academy xx Management x Bellet x S xx Neve x E xxx Ward x Does xxxxxxxx happiness xxxx an xxxxxx on xxxxxxxxxxxx Management xxxxxxx - xxxxMore Articles From Business Management
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