£5,023.94

Managing Internal and External Cultural Diversity

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Description

This Course is Designed For:

 Corporate Managers;
 Executive Managers;
 Senior Managers;
 Middle Managers;
 Junior Managers;
 Human Resource Managers;
 Board of Directors;
 Entrepreneurs;
 Supervisors;
 Organisational Development Practitioners;
 Management Graduates;
 Management Lecturers;
 Individuals with a genuine interest in Issues associated with Organisational Management.

Course Duration: 5 Days

Course Objectives

By the conclusion of the established learning activities, delegates will be able to:
 Develop a working definition of communication;
 Determine the important role that an initiator plays in contributing to an effective communication process;
 Determine when communication attempt has been successful;
 Determine the factors that contribute to successful communication;
 Make a definite judgement as to when it is appropriate to release particular types of information;
 Suggest the communication media that is appropriate in varying scenario;
 Demonstrate their understanding of the importance of non-verbal communication;
 Provide an appropriate distinction between kinesics and kinesiology;
 Exhibit an understanding of the application of kinesics and kinesiology in organisational communication;
 Determine the processes for which communication in which communication is crucial in organisations;
 Determine the aspects of organisational operation to which enhanced communication can make a vital contribution;
 Demonstrate their willingness to appraise the value of centralise communication vs. decentralised communication;
 Demonstrate their understanding of the extent to which communication can be used as a control mechanism;
 Suggest at least three barriers to communication and how they might be averted or addressed;
 Distinguish between the four types of organisational culture developed in the session;
 Link organisational cultural type with particular organisational structure;
 Match organisational culture with preferred communication pattern and type;
 Determine the effect of particular organisation culture on communication effectiveness;
 Determine the cultural the cultural factors that impair the process of communication;
 Suggest the role that emotions play in communication enhancement or impairment;
 Demonstrate an understanding of the importance of emotional labour in averting communication problems;
 Exhibit a high level of competence in managing multiculturalism in their organisation through communication enhancement;
 Use communication to demonstrate the value of gender differences in teams, departments and the organisation as a whole;
 Use kinesics and kinesiology to better understand the emotions of people in organisations;
 Distinguish between equal opportunities and diversity management;
 Demonstrate their awareness of the bases for racial, ethnic and gender discrimination, focusing on the social identity perspective;
 Determine the organisational benefits of organisational diversity, on the bases of cost, resource acquisition, marketing, and creativity & system flexibility;
 Demonstrate a heightened understanding of the vital diversity factoids, useful to their organisation’s effective operation;
 Design a system by which organisational diversity will be managed;
 Devise a managed approach to organisational culture;
 Devise a strategy for the creation of a bias-free human resource management;
 Devise ways to encourage a ‘gender friendly’ work environment – manifest in a bias-free career & promotion system and reduction in work-family conflict;
 Demonstrate their understanding of ‘sentience’ as a basis for discrimination;
 Devise a system by which gender, racial and ethnic heterogeneity are promoted;
 Recognise resonation, taking the necessary steps to avert or prevent its reoccurrence;
 Demonstrate their ability to manage complaints and disciplinary systems in such a way that all opportunities for discrimination are removed;
 Demonstrate their ability to apply their knowledge of organisational diversity to reducing the likelihood of ‘sentience’;
 Apply their understanding of organisational diversity to promote a desirable level of cohesiveness, reducing the likelihood of ‘groupthink’;
 Demonstrate competence in ‘diversity counselling’;
 Demonstrate expertise in ‘relationship management’;
 Exhibit the ability to detect tendencies towards ‘sentience’ as a direct result of diversity;
 Demonstrate the ability to effectively manage in situations where sentience exists, progressing towards its elimination;
 Demonstrate their ability to formulate, implement and monitor an effective diversity policy; and
 Demonstrate exceptional leadership in the management of a diverse workforce.

We offer very attractive discount for groups of 3 and more people, from the same organisation, taking the same course. This discount is between ten percent (10%) and thirty three percent (33%), depending on the group size. Even with these discounts, we can also deliver courses for groups in the country of your choice.

Please feel welcome to contact me, at any time. My e-mail addresses are: fria@hrodc.com; and fria.hrodc@outlook.com
My Direct telephone number is +442071935906

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