Leading to Empower a Diverse Generation

There is a plethora of opportunity for not only the minority, but for the younger generations, to prosper in the gain to win back the American economy. There is a general sense that generational differences within the workplace, including women and minorities sense of “feeling unwanted” (Rodriguez, 2014, p. 10). As America today is perplexed in facing the challenges in the national agenda for an economic turnaround. The vitality to withstand global competition within the international market place to secure the future prosperity. Rodriguez (2014), notes that “executives cannot claim diversity is the key component of their business strategy and a competitive advantage if they don’t allocate sufficient resources to diversity programs and training” (p. 10).

In the past America embraced diversity and multiculturalism which empowered the masses in leading to economic success. What motivates us as individuals makes the difference. Perhaps, it’s who we are versus who we know that can really make a difference in the workplace. To view diversity as a lens for how we see the value in “individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes” (Phillips & Gully, 2014, p. 40). Finding new ways for a “competitive advantage” in diversity is empowering those from “feeling unwanted” to feeling valued in individual character of truth, an honest heart, integrity as a business practice, compassion to encourage, and selfless acts of love. Jeremiah 29:11 “For I know the plans I have for you, declares the Lord, plans to prosper you and not to harm you, plans to give you hope and a future” (NIV).

References

Rodriguez, R. (2014). Feeling unwanted. Diversity Executive. Retrieved from: http://read.diversity-executive.com/publication/frame.php?i=192074&p=&pn=&ver=flex rences

Phillips, J. M., & Gully, S. M. (2014). Organizational behavior: Tools for success. (2nd ed.). Mason, OH: Cengage Learning.

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