Globalization, Diversity, and Inclusion

Globalization, Diversity, and Inclusion
Globalization has been a key contributing factor in changing the way the world operates. The obstacles that once stalled the ability of people to communicate and network across the world have reduced. Globalization has become deep-seated in all fields. Innovations in information technology are a main motivating force behind globalization. There are different ways in which globalization has affected business in the United States. Globalization allows for quicker information transaction, quicker transportation and a wider selection of mobility from country to country. Businesses have the ability to authorize the consumer. That is, consumers can find the product that fits them best since they can access products all over the world. Globalization has helped small companies join global market. There is increased competition because globalization has enabled the introduction of products from all over the globe thus lower prices. This forces companies and businesses to take advantages of what globalization has to offer to survive in the market. With globalization, in future, businesses will not be able to do well if operating in the United States only. They will have to operate in different countries to maintain a competitive advantage in the global market.
Diversity and inclusiveness in a workplace are very important. Organizations can achieve this by nurturing workplace culture where all staff is cherished and acknowledged for their unique ideas, qualities, and perceptions.

After establishing the culture, proposals for diversity and inclusion cannot face resistance (Gregory, et al. 80). Also, organizations should recognize the skills and perceptions that people may bring to the workplace by race, gender, gender identity, disability, ethnicity, sexual orientation, age, intersex status or any other dissimilarity. These will ensure that all employees are supported to reach their full perspective. The impact on cultural diversity recomposition on monoculture group effectiveness depends on the size of a group. If the group is small, the impact is large but if the group is large, the impact is small (Hopkins, et al. 955). To achieve diversity and inclusion, organizations should devise strategies, initiatives and policies such as training and awareness programs for staff, managers, and teams comprising indigenous cultural awareness, disability awareness, and self-confidence training as well as Partying diversity days and events to promote awareness and inclusion. However, organizations should also include employees in the process of ensuring there is diversity and inclusion in the workplace as engaging employees at all levels is the most effective.

Work Cited
Hopkins, Willie E., Shirley A. Hopkins, and Michael A. Gross. “Cultural diversity recomposition and effectiveness in monoculture work for groups.” Journal of Organizational Behavior 26.8 (2005): 949-964.
USAF, Gregory M. Blom, and Brittany B. Davis LMFT. “An imperfect understanding: the Air Force’s transition to diversity and inclusion.” Air & Space Power Journal 30.2 (2016): 12.