Essays on Tolerance and Openness in Todays Workplaces Literature review

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The paper "Tolerance and Openness in Today’ s Workplaces" is an outstanding example of a management literature review. Nowadays workplaces are more open and tolerant. This paper analyses how diversity, ethics, and leadership have helped contemporary organizations to be more open and tolerant. Tolerance in organizational context can be defined as a permissive, fair, and objective attitude towards people whose nationality, religion, race, practices, etc vary from one’ s own, freedom from bigotry (Dennis & Winston, 2008). To promote tolerance within the workplace, organizations have sought to understand others, be conscious of what they say, set examples, and make endeavors to understand cultural differences.

It is critical to understand where you mark a limit with tolerance. If an individual is being hurt or employees’ actions or words are harming the organizational mission the members of the workforce must understand that is right to step in. Even though being tolerant implies accepting other’ s viewpoints or behaviors, it is not the same as an indulgence, indifference, condescension, or apathy (Lewicki & Tomlinson, 2006). Tolerance does not mean justifying or accepting behavior, which is ethically or morally wrong or that is harmful to other people.

While practicing tolerance, organizations today understand where to draw the line with certain actions or behaviors. Likewise, openness is also a critical aspect of successful organizational and personal relationships. Today, organizations ensure that their employees are satisfied so that they are able to comfortably ask questions and voice concerns, and are aware of where to get answers. Within the current global economic difficulties, openness is paramount is establishing an environment of trust between employees and employers. Openness within workplaces begins with each employee getting information regarding the business one is contributing to.

Today, public financial information, annual goals, and mission statement are easily accessible to all members of staff. Training guidelines as well as other information needed to accomplish day to day tasks for every position are readily available. Organizations have also made it possible for the workforce to know where to get help; voice concerns and how they can contribute ideas that can assist organization to attain its goals.

References

Ackroyd, S. and Crowdy, P. (1990) ‘Can culture be managed?Working with “raw” material: the

case of the English slaughtermen’ Personnel Review 19(5): 3-12

Dennis, R. and B. E. Winston (2008). "A factor analysis of Page and Wong's servant leadership

instrument." Leadership and Organization Development Journal 24(8): 455-459.

Gabriel, Y. (1997) ‘Meeting God: When Organizational Members Come Face to Face with the

Supreme Leader’ Human Relations 50(4): 315-342.

Jackall, R. (1988) Moral mazes: the world of corporate managers Oxford: Oxford University

Press.

Kaptein, M. (2008). "Developing and testing a measure for the ethical culture of organizations:

the corporate ethical virtues model." Journal of Organizational Behavior 29: 923-947

Lewicki, R. and Tomlinson, E. (2006). "Models of Interpersonal Trust Development: Theoretical Approaches, Empirical Evidence, and Future Directions." Journal of Management

32(6): 991-1022

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