Ethical challenges of technology and diversity in organizations
Submitted By
Name:
XXXXXXXXX:
XXX. Number:
XXXX XXXX
Ethical XXXXXXXXXX of XXXXXXXXXX XXX diversity in organizations
The business environment XX changing XXXXXXX XXX this XXXXXX XXXXXXXXXX by XXX XXXXXXX in the technology that is being XXXXXXXXXXX in businesses XXXXXXXXX. XXXXXXX the businesses were XXXXXX XXXXXXXXX XX XXXXXX labor but as time XXXXXX XXXXX has XXXX an XXXXXXXXXXX in XXXXXXX XXX XXXXXXXXXX XXXX XXX led XX XXXXXXXXX the XXXXXX labor with machines. Slowly, XXX XXXXX XXXX was XXXXXXXX XX machines XXX XXX XXXXXXXX had XX lose XXXXX XXXX. XXXXX XXXX been XXXX revolutionary changes in XXX XXXXXXXX XXXXXXXXXXX XXXX a long XXXXXX XX time. Many XXXX changes are going XX happen in the future as well. The business XXXXXXXXXXX is XXXXXXXXXX drastic XXXXXXX right XXX XXXX ever before. XXeXXXXXXXX workplace is now XXXXX-national in nature. XXXX XXXXX XXXX XXX XXXXXXXX has XXXXXXXXX XXXX XXXXXXXXX XXXXX of XXX XXXXX XXX also carries out XXXXXXXXXX in different places. This XX a very XXXXXXXXXXX scenario to be XXXXXXX XX the XXXXXXX XX XXXXXXXX XXXXXXXXXXXXX.
XXX leader of a XXXXX-XXXXXXXX organization XXX to XXXXXX XXXX the business activities XX XXX organizations are XXXXXXX out XXXXXXXX. In order to do this, XXXXX XXX XX be good coordination among the XXXXXXXXX and the leader of the organization XXX XX XXXX them the XXXXX guidance to do so. XXX implementation of technology XXXXX XXX XXXXXXXXXXXXX XXXXXXX easy. By the use XX XXXXXXXXXX, communication can be XXXX with people across XXX world according to XXX convenience of XXX XXXX XXXXXXX. XXXX XXX increased the speed XX XXXXXXXX XXXXXX, planning and XXXXXXXXXXXXXX of XXX plan so XXXX the work XXX XX XXXX quickly. The concept of XXXXXXX teams XX prevalent XXXXXX XXXX of the XXXXX-XXXXXXXX organizations. Since the XXXX XX now XXXXXXX in XXXXXX so XXXXX XXX people XXXX different cultural XXXXXXXXXXX. They will have XXXXXXXXX ethics XXX XXXXXX. The XXXXXXXXXXX use of technology XXXXX XXX team members for XXXXXXXX making requires XXX sharing XX the XXXXXXX’s documents. In XXXX a situation, XXXXX XX a risk of XXXXXX XXX XXXXXXX’s XXXXXXXXX. XXXXX XXX also be copyright XXXXXXXXXXXX issues. XXXXX many XXXXXX of the company XXX able to access XXX XXXXXXXXX of XXX XXXXXXX, XXXXX is a possibility XX XXXX XXXXXXXXX XXXXXXXXX that XXX XXXX XXXXX. This is a XXXX XXXX XXX XXX company and it XXX lead to XXXXXXXXXXXX XXXXXXXX XXX well as financial loss.
Another XXXXXXX XXXXXXX XX XXX XXXXXXX XX the infringement XX the XXXXXXXXX’ privacy. Companies XXXX XXXX a XXXXXXXX XX XXXXXXXXXX its XXXXXXXXX’ XXXXXXXXXX XXX the intervention of technology has made the whole process XX XXXXXXXXXX the employees very easy. XXX it is unethical XX XXXXXXX the XXXXXXXXX’ XXXXXXXXXX. However, with the improved XXXXXXX of technology available, XXXXX XX XXXXXX a XXXXXXXXXXX that XXX employees XXX XXXXX the XXXXXXXXXXX about XXX XXXXXXX XX XXXXXX media or via XXXXX to XXXXXX. XXX XXXXXXXXX may XXXX spend XXXXX time during XXX working hours XX social media. This XX XXXXXXX XX time XX XXX company. XXXXX are XXXX serious XXXXXXXX XXX privacy concerns XXXX the XXXXXXX’s XXXXXXXXXX XXX to face.
XXXXX XXXXXXXX are challenging XXX XXX leaders have to XXXX major XXXXX to ensure XXXX XXXXX can XX XXXXXXX XXXXXXXX. The leader XXXX XXXX XX create and XXXXXXXXX a XXXXXX such that it XX XXXXXXXXXX by all people i.e. XX all employees who XXXX XXXX the company. XXXXXXXXX to XXXXXXXX (1994), it XX XXXXXXXXX that the XXXXXXXXX of the XXXXXXXXXXXX will XXXX XX identify XXXXXXXXXX with XXX organizations’ XXXXX. XXXX XXX only they will XXXXXXX a XXXXX XX XXXXXXXXXXXXX XXXX the company. XXX XXXXXX XXX XX XXX XX XXXXXX XXX organizational XXXXX in XXX employees’ minds and try XX XXXXX XXX XXXXXXXXXX’s XXXXX XXXX the organizational goals. XXXX way XXX XXXXXXXXX to XXXXX on their XXXXXXXX growth XXXX also lead to the XXXXXXX’s XXXXXX. Then, unethical practices will automatically XXXXXX. XX XXX study XX XXXXXXX and Maina (XXXX), XXXX XXXXX XXXX XXXX and XXXXX XXXXXXXX is XXXXXX in nature. XXXXXXXXX, XXX XXXXXXXX XX the leader XXX to be XXXXXXXX accordingly.
XXXXXXXXX XX Wright XXX Snell (XXXX), a XXXXXXX workforce is no XXXXXX only an initiative XX a XXXXXXX. XX is, in XXXX, a XXXX XXXX helps XXX XXXXXXXX XX survive in a XXXXXXXXXXX environment. XX XXXXXXXX XXXXXXXX XXXXXX of XXXXXXXXX ethnic XXXXXXXXXXX XXX XXXXXXXXXXXXX XXXXX contribution XX XXX XXXXXXX. An XXXXXXXXX aspect of a diverse company’s XXXXXX is that it XXXXXX XX uniform for everyone. XXXXX XXXXXX XXX be XXXXXXXXXXXXXX XX any XXXX XXXXX XXX XXXXXXXXX XX any XXXXX of XXX XXXXXXXX XXXXXXXXXX. Dobbs (XXXX) found XXXX the management XX XXXXXXXXX in a company gives a XXXXXXX advantage to the company XXX XXXXXXXX its’ competitiveness in the XXXXXX. XXXXXXXX, XXXX (2003) XXXXX in his study XXXX XXX companies XXXXX XXXX XXXXX employees XXXX higher XXXXXXX XX XXXXXXXX in XXX competition. XXXXXXXXX, the leadership XX a diverse organization XXX XX XX XXXXXXXXX in nature.
XXX XXXXXX has to XXXX XXXXXXXX to XXXXXX the diverse XXXXXXXXX and be able to harness the XXXXXXXXX XX XXX XXXXXXXXX XX the maximum possible extent. The XXXX XXXXXX XXX to be XXXXXXXXX, XXXXXXX XXXXXX, XXXXXXX XXXXXXXXX, guide XXX XXXXXX in the XXXX and manage the internal stakeholders. The XXXXXXXXX XX XXX team XXX to be XXXXXXX in a XXXXXXXX XXXXXX XXXX XXXX XXX XXX team members XXXXXX the XXXXXX XXX then XXXXXX it XXXXXXXXXXXXXX.XXX XXXXXX XXX to XX impartial in nature XXX XXX implementation XXXXXX have XX reservations for anyone. The work XXXXXXXXXXX XXX XXXXXXX has XX be XXXX that all XXXXXXXXX are responsible for XXXXX XXXXXXXXXX XXX they are XXXXXXXXX XX fulfill XXXXX role XXXXXXXXX.
The XXXXX XX technology in XXXXXXXX is XXXXXXXXXX. XXXXX are chances of the XXXXXX XX XXXXXXXXXX as XXXX. XXX the XXXXXXX XX the XXXXXXX has XX XXXXXXX the misuse XXXXXXX being partial towards XXX employees. This is XXXXXXXX by inclusive leadership XXXXX the leader takes the XXXXXXX XXX all its XXXXXXXXX XXXXXXX XXXXXXXX (Yukl, XXXX).
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XXXXX, X.F. (XXXX). XXXXXXXX XXXXXXXXX: XXXXXXX XXXX XXX private XXXXXX. XXXXXX XXXXXXXXX Management, 25, XXX-XXX.
XXXXXXXX G. (XXXX). Cultures and XXXXXXXXXXXX: XXXXXXXXXXXXX cooperation XXX XXX importance XXX Survival: software of XXX XXXX. XXXXXX, XXXXXXX: Harper Collins.
Kwak, M. (XXXX). The XXXXXXXXXXX XXXXXXX XX XXXXXXXXX. XXX XXXXX XXXXXXXXXX Review, 44, X-8.
Onsongo, X. N., and Maina, X. X., (2013). XXXXXXXXX XXXXXXXXX towards Organizational Diversity XX Business XXXXXXXXXXX: Perspectives from the XXXXX XXX Medium Enterprises Employees in XXXXX Town. Review of XXXXXXXXXXXX XXXXXXXX Research, Vol. X, Issue X. pp. 30 – XX.
XXXXXX, X.X., &XXX; Snell, S.X. (1999). Understanding executive XXXXXXXXX: More XXXX XXXXX XXX eye. HR Human XXXXXXXXX XXXXXXXX XX, 49-XX.
XXXX, G. A. (XXXX). Leadership in organizations (XXX ed.). XXXXX XXXXXX XXXXX, XX: XXXXXXX/Prentice Hall.
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