SOC FPX 2000 Assessment 1 Cultural Diversity and You

• SOC FPX 2000 Assessment 1 Cultural Diversity and You.

Cultural Diversity and You

Cultural Diversity encompasses race, identity, age, gender, sexual orientation, disability, religion, and social class. Unfortunately, due to cultural Diversity, individuals often face prejudice and unequal treatment based on their differences. In the context of SOC FPX 2000 Assessment 1 Cultural Diversity and You, this reflection examines a case of misconduct in the workplace, highlighting the challenges and importance of addressing such issues.

Describe Your Experience

When I worked for Staples – The Work area Supply Superstore before I was a clinical director in my mid-20s, I experienced a revolting way to deal with acting from my Head boss. My experience was more than some time working there since I was unreasonably hesitant to consider supporting the sensation of fear of losing my work as he told me not to say anything. My chief would comment about how he adored my body and even “Incredible rack”. This happened each time we collaborated. I was so wrecked working and essentially more abnormal when I would see him.

At that point, I realized he was doing this to two other female assistants. However, we were all unable to help ourselves due to a hypochondriac sensation of dread of losing our positions. The three female partners were commonly around identical age, in our mid-20s, and he was over two times our age, so we were restless toward him.
Then, at that point, one day, someone saved us! However, again, while in the distribution place area of Staples, as my manager was making me feel uncommon, an accomplice getting to work after her lunch wound up seeing everything from a distance that we could not see.

• Support and Concern Expressed

After the occasion, my partner, who saw what was happening, asked whether I was all right and told me she saw what happened. I said it has continued for a short period and was hesitant to whoop or lose my probably business. I said there are two prominent young women to whom he has been doing this. She said that she would create some commotion. For us, and that this does not seem right and unlawful in how he is treating us.

She called our lewd way to deal with the acting hotline, and they appeared to be the next day when I was working. My manager walked straight toward me and said, “Do not sell me out, sister”. I just put my head down and said I did not. Beyond a tiny hint of uncertainty, they called him into the working environment, and suddenly, he was gone without the arrangement. I could barely handle it; a goliath weight was taken out of my shoulders.

My two accessories and I are generally grateful, but I could not convey her righteousness enough to raise a ruckus, and I land to keep my position! Work was considerably fulfilling and less astounding since my manager was gone. He got what he legitimized for what he put us through and mishandled the law!

Examine Your Experience

My whole life, I have been very reluctant and was even tortured in school. I was unnecessarily constrained, quiet, and embarrassed to stand up for myself. On this occasion, being the honest, quiet, irritated young woman I am, my chief told me not to say anything or, most certainly, I could lose my business. That gave me such a great deal of disquiet and apprehension, as I would have rather not lost my work, so I stayed quiet.

Inconvenient lewd signs, demands for sexual endowments, and another verbal or genuine method for managing acting of a sexual nature address inappropriate ways to deal with acting. The Division of State is committed to providing a workspace free from irreverent ways to deal with acting. An ill-advised way to deal with acting will not only happen with serious consequences in the workplace. Division of State will take decisive action when significant. The Work Environment of Social Harmony is the principal contact for a revolting way to deal with representing investigation under the Unseemly Conduct Technique (Dept of State, 2019).

• Power Dynamics in Workplace

Connecting the humanistic concepts with my experience is an irreverent way to deal with acting, including Authentic, Coercive, and Informational Power. My manager had substantial and coercive control over me since he was in an undeniable position at work. As the manager he was, the manager could disregard me and my different accessories if we created some commotion by finishing our positions. Finally, we had informational control over him since we had certifiable components and confirmed that he integrated; more than one of us did this also, and another accomplice saw the occasion and declared it (Arushi & Bhim, 2022) (PHAST, 2017).

The clever way to deal with acting happens a massive part of the time in the workplace with the pioneers and delegates, and it can occur at any time. The Deptxpress, The Work Area of Social Open Doors, The Social Open Doors Act: Title Vll of 1964, Revolting Conduct System, and A Comparative Business Opportunity Commissioner ensures that the work space is freed from ill-advised ways to deal with acting. Experts can sue chiefs through the Comparable Business Opportunity Commissioner when grumblings are not handled and watched out for in the workplace.

Laborers should understand their rights and that organizations consent to the regulations that surmise that they should treat delegates with reasonableness and avoid appalling lascivious signs (Maness & Conway-Klaassenn, 2017). These regulations prevented my associates from losing their work and creating some distance from us. However, after this was done, weight was removed from my shoulders, and working at Staples was considerably more wonderful.

Reflect on Your Experience

Reflecting on my experience, I have confidence that I would have advocated for myself and my colleagues since I understand the regulations that can protect us and help us retain our positions. This is what I realize: if something is still amiss at the workplace, I know I can reach out to the Department of State and the Office of Social Justice, as they would uphold the law. No one should ever endure discrimination or inappropriate behavior. We must stand up for ourselves and one another!

In the context of SOC FPX 2000 Assessment 1 Cultural Diversity and You, this reflection emphasizes the importance of awareness and advocacy in the face of workplace discrimination.

References

Arushi & Bhim, J., 2022. Theories of Power. The Role of Power in Society, 1-14.

https://www.sociologygroup.com/the-role-pf-power-in-society-theories-

Dept of State, 2019. Sexual Harassment Policy. Department of State/The Office of Civil Rights, 1-6.

https://www.state.gov/key-topics-office-of-civil-rights/sexual-harassment-policy/

Maness, L., & Conway-Klaassen, J., 2017. Laws that Protect Diverse Employees. American Society for Clinical Laboratory Science, 1-10.

https://www.clsjournal.ascls.org/content/30/

Public Health Action Support Team (PHAST), 2017. The Theoretical and Practical Aspects of Power and Authority, Role and Conflict. Department of Health/HealthKnowledge, 1-13.

https://www.healthknowledge.org.uk/public-health-textbook/organisation-management/