Racism which is typically a form of oppression has deep roots in history seeing that it has been used to determine relationships and how people view each other. Most of the times racism is used to connote negativity as people are majorly judged in terms of their racial affiliation when it comes to employment and leadership opportunities. As such people are classified according to their racial background which can lead to judging people at face value or stereotyping an entire race for the doing of one individual. The most disappointing part of this racial menace is that it is so deeply ingrained in human beings that trying to do away with it is considered an uphill task. This essay will focus on this racial problem by trying to find solutions and explaining the impacts of these solutions on the public service organizational policies and practices. Additionally, the essay will identify the impacts of diversity, ethics and cultural competency on the decision making process in relation to racism among other issues.
Solutions to racism and the impact of each solution on the public service organization and organizational policies and practices
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Racist practices have been attributed as the major causes of slower economic growth especially in developing countries. This is so since some races are considered superior and well-endowed with manpower skills relevant to bring about development while other races are considered dormant with less manpower skills to take their organizations to the next level. As such organizations tend to act cautiously when picking their employees especially in the positions that are considered critical which are as a result of the organizational policies aimed at fostering higher economic growth. This happens in all countries that a specific organization has made in- roads by coming with their own expertise instead of leaving those employment opportunities to their locals. According to Johns (2016), in order to end this racial segregation there is need to give opportunities to individuals from all racial affiliations as long as they have what it takes to handle the responsibility at hand. More so there is need to have a balanced representation of all the racial groups that are represented with a particular organization be it a learning institution, healthcare institutions or workplaces. This then creates conducive environment allowing all people from different racial backgrounds an ample space to be the best they can be in order to harness the achievement of organizational objectives. The media, which play a key role in informing societies, play a critical role in either reducing or increasing incidences of racism depending on how it reports occurrences. According to Pager & Shepherd (2010), to ensure that racism practices are kept at bay, the is need for balanced reporting in order to avoid creating more racial barriers as has been the case in the past where media glorifies members of certain races while demonizing members of other races. Balanced reporting of incidences by the media will work well by promoting cohesiveness among members of various racial affiliations and thus create sustainable development in various organizations.
Impacts of diversity, ethics, and cultural competency on the decision-making process related to racism
The decision making process in any organization is a complex task which requires the decision makers to consider how it will impact all the people affiliated to the particular organization. As such there is need to factor in the contribution of every individual no matter their racial affiliation in order to create a conducive working environment for all. Additionally according to Louw (2016), it is important to understand that every individual member of the organization is endowed with certain skills which can go a long way in enhancing the decision making process. Embracing the diversity that is presented by the various stakeholders is vital in ensuring that the decisions made in an organization are not subjective, biased or leaning on only one side of the racial divide. As a result the organizations which embraced the diversity presented by the varied racial groups are considered ethical since they take in the contribution of all stakeholders and thus shun racial discrimination. According to Dovidio (2016), most people in any organizations usually rely on cultural competency to make decisions regarding their managers, customers and employees without taking time to assess these people in terms of their individuality. This can in turn create tensions and reduce the chances of getting the best out of relating with such individuals without stereotyping them.
Aspects of effective communication styles as applied to individual and group collaboration
Organizations depend on effective communication styles among its employees, administrators and clients in order to realize their objectives, missions and goals. Effective communication styles comes in handy as it helps to break the existing barriers and thus make the organizations to create conducive environments to exchange ideas on how best to run the affairs of the organization. The communication strategies can be extended to both individuals and groups in order to make them feel a sense of belonging which goes a long way in allowing institutions and organizations to enforce their mandate effectively (Louw, 2016). These communication styles are in turn the kind that does away with racism as they tend to come with ways of ensuring that the concerns of every individual are taken into perspective to avoid locking out anyone in the organization. This is done through analyzing the differences exhibited by all individuals and thus finding a common ground where all members of the organization can fit in without bias or subjectivity.
Concepts of collaborative and communication techniques that have affected the development of relationships, partnerships, and alliances
Collaborative communication techniques are very vital in the development of partnerships, relationships and alliances as they work by encouraging all the involved individuals to express their feelings in an honest manner while being open for disagreements and discussions. These techniques include being an active listener in order to allow others to express their views without dictating what they ought to do. Additionally, sharing ones unique knowledge is a technique that allows others to understand an individual in order to avoid collisions in the line of duty. More so it is important to understand the non -verbal cues that on exhibits in order to conform to a group and to avoid sending the wrong information to the other group members. In addition to this there is need for individuals to learn the rules and procedures adhered to by others in order to create a proper working environment (Family Literacy Support Network, 2013). This should go hand in hand with making use of those strategies which promote collaborative communication which is based on honesty. As a result the application of such collaborative communication techniques can go a long way in ensuring that organizational goals and objectives are met satisfactorily.
In conclusion organizations are called upon to ensure that proper structures are put into place to ensure that racism does not take a center stage in the running of the organizations. This is important considering that racism is deeply ingrained in most societies and it may stand in the way of successful operations. As such there is need to formulate policies that encourage inclusivity of all races without stereotyping or prejudices that are rampant as it is. This is also done through balancing members from all races by allowing all members within an organization to give his or her views in the decision making process. Additionally use of collaborative communication techniques is important as it removes the barriers that are presented by racism as well as creating health working relationships, partnerships and alliances for sustainable development.
References
Dovidio, J. F., Gaertner, S. L., & Pearson, A. R. (2016). Racism among the Well Intentioned. The Social Psychology of Good and Evil , 95.
Family Literacy Support Network. (2013). Elements Of Successful Collaboration . Retrieved on 24 August 2017 from. http://www.first5la.org/files/FLSN_Collaboration_final_11042013.pdf .
John, D.J. (2016). Disrupting Implicit Racial Bias and Other Forms of Discrimination to Improve Access, Achievement, and Wellness for Students of Color. Department of Education US. Retrieved on 24 August 2017 from. https://sites.ed.gov/whieeaa/files/2016/10/Disrupting-Implicit-Bias-FINAL.pdf .
Louw, B. (2016). Cultural Competence and Ethical Decision Making for Health Care Professionals . Humanities and Social Science, 4( 2-1): 41-52.
Pager, D. & Shepherd, H. (2010). The Sociology of Discrimination: Racial Discrimination in Employment, Housing, Credit, and Consumer Markets. Annual Rev Sociol, 1(34):181-209.
