Part 1 Review the attached assessments to determine your role: Answer the following THREE questions in a minimum of 175 words: 1. Consider how the information you’ve saw can be used to solve a p

Part 1 Review the attached assessments to determine your role: Answer the following THREE questions in a minimum of 175 words: 1. Consider how the information you’ve saw can be used to solve a p
Organization’s Diversity Climate Assessment Feedback: Your organization has a moderate diversity climate.Interpreting the ResultThe three conceptually distinct factors of an organization’s diversity climate comprise the following: Organizational Fairness – This measures the extent to which employees perceive there is equal treatment in policies and practices for persons regardless of gender, ethnicity, religion and age. Organizational Inclusion – This measures the extent to which the organization supports activities such as diversity networks, mentoring, and diversity training programs. Diversity Promises – This measures the extent to which the organization is perceived to have followed through on commitments with respect to the elimination of bias and being receptive to hearing concerns raised by employees who are members of minority groups. If your score is in the low or moderate range, this indicates you do not perceive the organization is committed to having a good diversity climate. If your score is in the high range, it is likely you think your organization is strong in this respect. Research suggests that you are more likely to be unhappy, dissatisfied, and less likely to give the organization your best effort if you work in a low diversity climate. Sometimes, you may need to look for other job opportunities if the climate is inconsistent with your values and needs.Action StepsSince this assessment measures your perception of an important part of organizational life, there are limits to what you as an individual can do to alter the organization. However, there are several things you can do to improve the diversity climate of your individual workgroup.In particular, if you are a minority, you should take advantage of programs that many organizations offer to help improve the standing of underrepresented groups. If the organization offers a mentoring program, you should enroll and participate. Some organizations sponsor networks to enable members of underrepresented groups to more easily connect with each other. And, of course, if you think you are being treated unfairly, you should speak with someone in the human resources department about steps you can take to address the problem.All employees should be concerned about fit. Generally speaking, you should try to find an organization whose values and perspectives match your own. If you find yourself severely out of step with your colleagues and leadership, perhaps you should look for another organization. On the other hand, there are certainly times when the right thing to do is to take a stand if you see or experience injustice. Wisdom is required to know when to stay and when to move on. There are no firm guidelines or rules.In addition to these specific actions, the textbook contains a number of ideas all employees can consider. In particular, employees who are not minorities should be sensitive to diversity issues and work to create psychologically safe environments for persons to raise concerns and to have honest discussions. Your Big Five Personality Profile Assessment Feedback: You are high in extraversion. Feedback: You are moderate in agreeableness. Feedback: You are high in conscientiousness. Feedback: You are low in emotional stability. Feedback: You are high in openness to experience.Interpreting the ResultPersonality measurement can be fun and informative—but it can also be challenging if the results are not as you might expect. There has been a great deal of research and thought given to how best to categorize persons in personality terms. Much of this research and writing has coalesced around the view that the most helpful categorization scheme involves five dimensions of personality. These have come to be known as “The Big Five.” Extraversion – Persons who score high on this dimension tend to be outgoing, talkative, sociable, and assertive. Research has shown that people in sales (think of a coach who recruits college athletes or a car sales person) tend to be more successful if they are on the high end of the extraversion scale. Likewise, managers tend to be more successful if they behave in extroverted ways. In contrast, persons who score low on extraversion (introverts) tend to like more solitary activities such as doing office support, research and development work, working with data, and so on. Agreeableness – Persons who score high on this dimension tend to be trusting, good-natured, cooperative, and soft-hearted. Surprisingly, while all of us would like to have work colleagues who are agreeable, research shows agreeableness is less connected to general work success than are extroversion and conscientiousness. Of course, this does not mean you should not work at being as agreeable as you can be! Conscientiousness – Persons who score high on this dimension tend to be dependable, responsible, achievement-oriented, and persistent. Research shows people who score high in conscientiousness tend to be more successful in all types of employment settings than their less conscientious co-workers. It is easy to see why. What employer would want to hire someone who sees themselves not always prepared (item 5) or someone who does not pay attention to details (item 6)? If your score on this dimension is not as high as you would like, you can expect a high payoff from working on becoming stronger in this area. Emotional stability – Persons who score high on emotional stability tend to be relaxed, secure, and unworried. In contrast, persons who score low tend to experience more highs and lows in terms of their emotional life. Research shows this dimension has less to do with success at work than extraversion and emotional stability. Openness to experience – Persons who score high on this dimension tend to be intellectual, imaginative, curious, and broadminded. Research shows there is not a strong relationship between scores on this dimension and success at work. However, certain types of jobs are certainly better fits for people who are strong in this area. For example, people who have to work across cultures are likely to be more successful if they are more open to experience because it is easier for them to imagine that people are different from them without having to draw conclusions about whether these differences are good or bad. Action StepsThere are many, many resources you can use to follow up on these results. Informally, you can talk with your friends and family members to see if your self-assessment is consistent with their assessment of you. There are many on-line resources including longer versions of the Big Five assessment as well as a great deal of information on other types of personality assessments (such as the popular Myers-Briggs Type Indicator). More formally, your campus probably has a career development office. Typically, professionals in those offices are familiar with the connections between personality and the kinds of jobs you might find to be most suitable. Finally, if you find you are struggling to cope with either short-term or long-term emotional issues, we strongly encourage you to seek support from a campus counseling office, a religious professional, or a close confidant who can help you work through the issues you face.Remember, the personality dimension which has the strongest relationship with job performance is conscientiousness. Employers like employees who are dependable, responsible, achievement-oriented, and persistent. This is something you can work on improving in yourself. For example, if you notice you have a tendency to procrastinate in completion of certain kinds of tasks, you can work on fighting that tendency by working on those tasks first so they are no longer hanging over you. Then, you are in a position to derive greater enjoyment from doing tasks you more naturally want to do. Setting goals and action plans to achieve those goals are proven ways to improve your chances of success in any endeavor. College is a great setting in which to begin to develop strong and positive lifetime habits. Don’t miss the opportunity!If you introverted (that is, low is extroversion) you have a particular challenge when it comes to management and leadership. Successful managers and leaders are often seen to be outgoing and talkative. This is not a natural tendency for introverts. However, there are plenty of introverts who are quite successful in management and leadership positions. Typically, these folks learn to act energetically even when they may not feel that way, particularly in important business and work meetings. So, if you are introverted, do not write off the possibility of being in management and leadership. You will just need to work at some aspects of the work more than others. However, you may well have analytic and vision casting abilities that will more than compensate for this particular characteristic.