PLEASE READ THE INSTRUCTIONS. This is Doctoral work!! Provide one response to EACH student’s POST. Each response should be 150 words. PLEASE KEEP IN ORDER; the responses must be relevant to the student’s post. LET’S MAKE SURE ALL QUESTIONS ARE COVERED AND ANSWERED, and no negative responses to each student’s post.
In your replies to colleagues, Share your thoughts on the type of programs your peer mentioned. Provide additional strategies for overcoming biases. Kilburn Fulton (he/him/his) Marcus As the world is slowly pulled into the technology arena, science fiction seems to be taking the forefront in human relations management (HRM). In today’s day and age, we have machine learning (ML), artificial intelligence (AI), artificial neural networks, and robotics that pose a very good ethical question, systems that are trained on datasets collected with biases, exhibit these biases upon use (algorithmic bias), thus digitizing cultural prejudices? Rathore, et al., (2022) recently noted that leaders, managers, and engineers must work toward systems that are taught to ignore data about race, gender, sexual orientation, and other characteristics. If AI is to take the next step in HRM then it will need to promote diversity and inclusion (D&I) practices in ML development as well as data collection (Rathore, et al., 2022). From your understanding and research into your subsidiary organization, will AI be able to assist in developing practices to support diversity and overcome bias? V/r Kip References Rathore, B., Mathur, M., & Solanki, S. (2022). An exploratory study on role of artificial intelligence in overcoming biases to promote diversity and inclusion practices. Impact of Artificial Intelligence on Organizational Transformation, 147-164. Ashley Cedeno Hello Class, For this discussion, the country I chose to speak about is India. It is critical that the parent organization is aware about the local culture and business practices of India. Therefore, the following are the types of training programs that need to be developed. Effective communication training: Regardless of cultural differences, effective communication is key to establishing and building a personal or professional relationship. The parent country must understand how Indian culture communicates with each other, both verbal and non-verbal. Effective communication will bridge the cultural gaps between language barriers. "When communication is effective, it leaves all parties involved satisfied and feeling accomplished. By delivering messages clearly, there is no room for misunderstanding or alteration of messages, which decreases the potential for conflict" (Stevenson, n.d). Effective communication training allows an organization to communicate effectively with India and prevent individuals from feeling offended or disrespected. Communication will allow both countries to develop, maintain, and sustain a healthy professional relationship. Cultural awareness: Cultural awareness training is critical because the parent country needs to educate themselves and have knowledge of cultural differences and similarities. Embracing different cultures allows an organization the opportunity to develop a diverse workforce. Diversity also allows employees to collaborate on projects and brainstorm ideas, which drives results. Being culturally aware will ensure the business relationship between the parent country and India is maintained. Expatriates must receive the appropriate training before going to India for work. "Becoming more culturally aware is a continual process, and it can help to have curiosity, an open mind, a willingness to ask questions, a desire to learn about the differences that exist between cultures, and an openness to becoming conscious of one’s own culturally shaped values, beliefs, perceptions, and biases" (Wisner, 2023). An organization should make it a priority to promote diversity, equity, and inclusion. DEI allows employees of different cultures to feel welcomed and accepted. It also allows employees to learn about each other's cultures and embrace diversity. Legal system differences: Understanding India's legal system and how the country operates may even prevent the parent country from facing any legal issues. Although there are similarities between the systems, there are distinct differences in how the legal systems are structured and the approach both legal systems take regarding individual rights. Indian law focuses on group rights, while American law focuses on individual rights and freedom. "India's legal system is drawn from common law, religious law, and civil law, while the American legal system is drawn from common law derived from English law" (Desk, 2023). The main reason it is important to understand laws, in general, is to protect individuals and businesses from breaking the law and ensuring they act lawfully. Cultural views may impact the programs due to the differences between countries and their belief systems, hence why it is crucial to create an environment that focuses and is tailored around diversity, equity, and inclusion. Every single person on earth is different, and that’s what makes them unique. The same goes for each country and the cultures carried out within those countries. Having a solid understanding of each other's values, beliefs, and differences will prevent any potential conflicts. It is essential to build a relationship based on respect and honesty. The reason is that it will create trust between both parties, which creates a respectful understanding of each other's cultural views. Employee retention and decision making are critical components in any organization. It is important that leaders utilize the correct tools and resources to overcome and reduce biases in the workplace. The following are two strategies a company could implement to overcome biases: Provide bias training: Sometimes, people may need more knowledge and understanding of terms and the impact it causes on individuals and the organization. Providing the appropriate training will reduce/prevent bias and allow employees to feel at ease in knowing that the organization promotes awareness and displays that the business is proactive rather than reactive. A proactive approach would be to offer an anonymous complaint line, where employees can report any issues and not feel uneasy going to work or fearing that they will be retaliated against. Feedback/open disagreement: Organizations need to understand the importance of feedback and its impact on employees and the organization. When employees feel silenced and feel like they cannot express themselves, it leads to poor communication and decreased work productivity and employee behavior. Organizations need to promote and foster an environment where employees can openly disagree and provide feedback on specific things they do not agree with. When employees feel heard, they feel a sense of belonging and importance. When employees feel like what they say and do is essential, it is more likely to motivate them to succeed, thus increasing work productivity and driving results. “Taking concrete and transparent steps to lessen the impact or perception of unconscious bias at your company will yield positive results, such as reduced employee turnover, increased productivity, and a healthier balance sheet” (Ruiz, 2021). A company can counter the bias found in India related to an aging workforce, religion, gender, and reverse discrimination by implementing a program geared toward diversity, equity, inclusion, and feedback. It is essential to understand that hiring top talent contributes to the success of any organization. Therefore, they could lose out on great candidates if the biases continue. India's aging workforce employs more people aged 45 and above and has increased significantly. "The proportion of employed people aged 45 years and above has increased by over 12 percentage points in the last six years. In 2022-23, almost half the workforce of India comprised of people who were above the age of 45" (Somayya, n.d). Implementing HR policies that prohibit discrimination and training programs geared toward promoting diversity and addressing concerns related to religion, gender, and ageism is critical to preventing discrimination. Lastly, rather than focusing on a candidate's age, the primary focus when hiring should be if the individual meets the criteria for the job. In other words, what should be analyzed is whether the person possesses the skill set, preferred experience, and qualifications for the position. Policies must be implemented to prevent workplace discrimination. Different cultures must have a set time to pray, and organizations must be mindful of that. If they can accommodate that as long as it does not interrupt the business's operations, they can come up with some solution. An example could be the employee praying during a 15-minute break or their lunch. When organizations invest in their employees and respect their culture, values, and beliefs, it speaks volumes about what kind of organization it aims to be. References Desk, L. B. (2023, April 28). Difference between Indian Law and American Law. Www.legalbites.in. https://www.legalbites.in/topics/articles/difference-between-indian-law-and-american-law-898536 Ruiz, M. (n.d.). 10 Ways To Reduce The Damaging Impact Of Unconscious Bias On Your Business. Forbes. https://www.forbes.com/sites/allbusiness/2021/05/17/10-ways-to-reduce-the-damaging-impact-of-unconscious-bias-on-your-business/amp/ Stevenson University. (n.d.). Stevenson University. https://www.stevenson.edu/online/about-us/news/importance-effective-communication/#:~:text=Benefits%20of%20Effective%20Communication Wisner, W. (2023, May 26). How Cultural Awareness Can Improve Your Relationships. Verywell Mind. https://www.verywellmind.com/cultural-awareness-importance-how-to-develop-it-7500316 Tiffany Pescini (she/her/hers) Hello Professor and Class, For this discussion, the country I chose to speak about is Ireland. It is critical that the parent organization is aware about the local culture and business practices of Ireland. Ireland might look small, but its size means its economic growth is very export heavy. It also has low taxes, making it an ideal option for global expansion. Its GDP is $330 billion, with a massive growth of 5.1% annually. Ireland has a highly educated population that supports employment in knowledge-intensive and high-technology sectors. Skilled graduates’ fuels Ireland’s talent pipeline in science and technology, while educators collaborate with industry to provide the skills needed in the future. 62.3% of Irish people aged 23-34 have completed third level education. Highest level of STEM graduates per capita in EU among 20–29-year-olds. Therefore, the following are the types of training programs that need to be developed would be: 1. Cultural Awareness: Attitudes and values exist at the core of business etiquette in Ireland culture. They reflect the way people think and behave. Understanding business etiquette in Ireland can aid you significantly in successfully concluding your negotiations. For example, you will note in the following section that both relationships and family are hugely important to the Irish. This can stem from the agricultural nature of Irish employment, where large families were necessary to maintain farms. Business etiquette is one of the biggest points of difference between Ireland and other fast-paced Western European countries. Therefore, when conducting business with the Irish, it is important to bear in mind that family and relationships are as significant as the business itself. Using this knowledge can help you overcome many difficulties and ensure to achieve a successful outcome in your business negotiations. However, as important as it is, family is not the only significant element in Irish culture. The following section outlines other specifics and highlights their implications for business practice. 2. Employment Laws / Legal Requirements for Ireland: Irish law dictate that an employer must provide employees with a statement of terms. This requirement has 2 elements, the first being a statement of 5 core employment terms and the second a statement of additional terms of employment. The initial statement of terms must confirm the names of the contracting parties, address of the employer, contract duration (indefinite, fixed term etc.), method of calculating payment, and hours of work. This must be provided within the first 5 days of employment. All employers must provide new employees with additional written terms of employment within 2 months of starting the job, which include place of work, job title, employment start date, the terms of compensation (which should be paid in euros), terms of pension schemes, paid leave, hours of work (including overtime), notice and termination requirements. An employer can satisfy both requirements with a statement and/or a written employment contract. Employees cannot work more than an average of 48 hours within a 7-day period, and a rest break of at least 11 hours must be taken after each 24-hour working period. The typical workday in the Republic of Ireland is from 9 a.m. to 5:30 p.m. with a minimum half-hour lunch. Many offices, including government departments, are closed between 12:30 p.m. and 2 p.m. Employers are required to provide a “premium” compensation to employees who have to work on Sundays. Overtime pay is not a statutory obligation for employers. However, many companies pay employees higher pay rates for overtime, and any payments for overtime cannot fall below the minimum wage set by the government. The employment contract should state whether the employee is required to work overtime and the associated rates of pay for doing so. Termination regulations in Ireland are very rigid and generally require a fair reason and process to be followed. They are very process-driven with courts expecting specific adherence for employers to avoid illegal termination challenges from employees. Employees are protected against unfair dismissals after 1 year of service with an employer. 3. Cross-Cultural Communication: Irish business cultures are similar in their levels of formality and practices, sharing value in relationships and trust in business. Business integrity, cooperation and likeability go a long way in establishing this trust. However, communication is key to business practice for the Irish. Poor communication and impersonal and aggressive business tactics are generally not found in their business culture. Furthermore, boasting of one's successes or exhibiting domineering behavior will be unimpressive to the Irish. Showing competence through good communication and fair practice is preferred. Punctuality is important to the Irish in the business setting. However, it is still generally acceptable to be up to 15 minutes late or to reschedule if one is very delayed. Many Irish companies will rarely agree to meet with your company if you have not met before. Thus, it is important to introduce your company and proposition first before planning to meet. Interactions in the workplace are generally quite personable and relaxed. On the other hand, compliance and formality towards authority are very common. Most people