Training and Development

Training and Development

Project Work

HR 592

Cultural Sensitivity:

Being a company in the financial sector of the global world, where employees are generally being considered as predominantly perfectionist, with type “A” personalities, efforts are being made to develop a core curriculum for cultural sensitivity for employees in the Benefit Department. With the disproportionate involvement of minorities, baby boomers, young adults and expatriates such matter is of great concern and need to be address urgently. This argument was founded on observation and questionnaire carried out in the department and the assumption and consideration suggested a significant race and ethnicity based on differences exist in individuals.

These differenced are a result of “socioeconomic position, acculturation in the context of ethnic identity, expectation regarding the demonstration of need, sense of shame in requesting information and differential treatment within the organization” (McBeath, Briggs and Aisenberg).” The lack of literature and training courses about the effectiveness of the various teaching modalities has contributes to such differences within the department. To help bridge the gap of such sensitivity the Benefit Department would use the service of a professional consultant with a diverse knowledge on such matters, to engage and carry out such training among employees. Such will take the place of a classroom setting where lectures will be giving and employees can ask questions and be given feedback. Along the line of training would be on-line survey which would consist of, “Cultural Fitness Survey”, the “Ethnic Attitude Assessment Survey”, and, the “Cultural Attitude Scale.”

The lectures will be conducted on the job site during the work hours and the on line survey would be at the discretion and time of each employees which a time frame in which it must be taken. At the end of each lecture...