Ogl 350 Diversity and Organizations Module 6 Paper 1

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Tiffany Smith
Dr. Emily Mertz
OGL 350: Diversity and Organizations
June 25, 2020
Module 6 Paper
This week, I thoroughly enjoyed examining cross-cultural and individual differences
when it comes to conflict management. Along with learning about this, I truly found learning
about diversity conflict fascinating and very applicable to the world we live in today. There is a
huge need for people to become more educated on these topics, and I was grateful for the
opportunity to become more educated myself. It’s unfortunate but when it comes to leadership
theories, many have neglected addressing diversity issues(Chin, J., 2010, P. 150). These theories
have changed and evolved with improvements, but have “remained silent on issues of equity,
diversity, and social justice”(Chin, J., 2010, P. 150).There is room to grow, which growing and
changing begin with asking questions and finding solutions.
Conflict is unavoidable and a natural part of social existence(Ungerleider, J., 2008, P.
212). Conflicts are defined as, “deep-rooted differences that are hard to resolve, versus simpler
and easier to settle disputes”(Ungerleider, J., 2008, P. 212). When there are conflicts among an
organization or team, there is a struggle or state of disharmony from contradictory interests,
needs or beliefs(Ungerleider, J., 2008, P. 212). By recognizing the root of the conflict and
realizing there are varying lenses or fields, we can easier find solutions to conflicts that arise.
This can also help to understand the way in which organizations and people working in these
organizations function.
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I have experienced and witnessed many diversity conflicts in different organizations I
have been a part of in the past. I have most recently been experiencing a form of diversity
conflict in my current workplace. The two categories that best describe the type of conflict I’ve
been experiencing are work style conflicts and personality-based conflicts. I recognize that every
single person on this earth is different, especially when it comes to leadership styles. Leadership
styles can vary in many ways, some people prefer to work alone, while others do their best work
in group settings. My current manager seems to have a very different work style compared to
mine, which has created a good amount of tension for me while at work. I have become more
understanding(thanks to this course) in realizing that many people are different and there is a
mutual respect and understanding that can be applied here. I have also seen the concept of
personality-based conflicts arise throughout my work recently. Having empathy and
understanding has been a key factor in working through these types of conflicts that arise.
This was the very first time I have ever read the story of The Giraffe and the Elephant
before, but I found the meaning behind this fable astounding. The giraffe had built the perfect
home for his family with tall doorways and soaring ceilings. As the giraffe was working down in
his wood shop in the basement, he noticed a familiar face coming down the street, the elephant.
The giraffe kindly invited the elephant in, to work in the wood shop with him. The initial
intention was good, pure and honest. As time goes on, they realize that the elephant can’t quite
fit into the door, but luckily the giraffe could remove a few bolts and panels to help the elephant
“fit in”. But this “fitting in” did not last long as the elephant tried to go beyond the wood
working room, he can’t fit through the hallways and begins to break the stairs due to his weight.
The giraffe's reaction is where things really begin to set in, as he tells the elephant to take some
classes to “down size” and he could do a ballet class at night to help him become lighter on his
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feet. The house was never designed for the elephant to fit in. The giraffe is the in group and the
elephant is in the out group. This story did an amazing job at illustrating the problem at hand,
approaches to diversity.
One of the key dynamics that really caught my attention was that of simply embracing
genuine diversity fully. Of course the giraffe is going to try to “fix” the elephant before he fixes
his award winning home that was perfectly built, but this way of handling the situation created
an even bigger gap between the two. Recognizing that diversity is not just simply a
“management problem that ‘they’ should handle” is a key component to creating a
change(Thomas, R. Roosevelt, 1999, P. 8). True diversity management begins and ends with
individuals(Thomas, R. Roosevelt, 1999, P. 9).
Reading through this week’s articles has really helped me to understand diversity
management concepts especially ones that are related to leadership. My approach and strategies
to leadership in the organizations in my life now and in the future has most definitely changed
after taking this course. My new approach comes with much more compassion towards others. I
feel more educated on the subject of diversity and have developed a maturity which has helped
me to experience “deep clarity about the fundamental concepts of diversity”(Thomas, R.
Roosevelt, 1999, P. 11). I hope to continue learning more about the subject of diversity and
becoming a leader that knows how to help diversity thrive in the organization by creating the
proper environment.
I enjoyed taking the Cultural intelligence test again. The post-test had the exact same
questions as the pre-test, and the difference I personally felt taking it the second time around was
a completely new confidence. The first time I took the cultural intelligence test I scored 100,
after taking the post-test I scored 131. I learned that there is always room to learn and grow. I
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realized how much I didn’t know about other cultures, but am very pleased with the knowledge
that I have gained. The same goes for the Personal Diversity Maturity index test, I saw much
improvement with a score of 79 this time with a comparison of 62 the first time I took the test.
I found this course to be one of the most useful courses I have taken thus far. The
information I read and learned about was all very applicable to the world we live in today. I now
recognize that conflict is natural and simply a part of organizational life( Thomas, K.M., 2004, P.
111). I hope to apply many of the teachings and lessons I learned to my personal life and in my
leadership career.
Resources:
Chin, J. (2010). Introduction to the Special Issue on Diversity and Leadership.

Thomas, R. Roosevelt (1999). Building a House for Diversity. New York: R. Thomas &
Associates, Inc
Thomas, K.M. (2004). Conflict, Perceptions of Justice, Privilege, and Diversity. Chapter 7 in
Diversity Dynamics in the Workplace. Wadsworth.
Thomas, R. Roosevelt (1999). Building a House for Diversity. New York: R. Thomas &
Associates, Inc
Ungerleider, J. (2008). Conflict. Chapter 8 in Effective Multicultural Teams: Theory and

Practice. ASU Library Electronic Holdings.

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Smith 1

Dr. Emily Mertz

OGL 350: Diversity and Organizations

June 25, 2020

This week, I thoroughly enjoyed examining cross-cultural and individual differences

changing begin with asking questions and finding solutions.

Conflict is unavoidable and a natural part of social existence(Ungerleider, J., 2008, P.

organization or team, there is a struggle or state of disharmony from contradictory interests,

I have experienced and witnessed many diversity conflicts in different organizations I

personality-based conflicts arise throughout my work recently. Having empathy and

“management problem that ‘they’ should handle” is a key component to creating a

individuals(Thomas, R. Roosevelt, 1999, P. 9).

me to experience “deep clarity about the fundamental concepts of diversity”(Thomas, R.

Chin, J. (2010). Introduction to the Special Issue on Diversity and Leadership.

Ungerleider, J. (2008). Conflict. Chapter 8 in Effective Multicultural Teams: Theory and

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