Managing Diversity Through Self-Awareness and Personal Motivation
Managing Diversity through Self-Awareness and Personal Motivation
Managing diversity has the potential to be one of the most challenging issues for healthcare management. Healthcare organizational growth requires an increase in workforce, and workforce is becoming more multicultural and diverse. In order for one to manage diversity effectively, one must be self-aware and personally motivated. One’s self-awareness and behavior have the potential to be influenced by different factors such as culture, belief, and values. The motivation behind a manager’s leadership also should be considered. Healthcare managers may be result focused on specific outcomes therefore, missing an opportunity for personal motivation in all areas of managerial work. The definition of diversity also needs scrutiny as various factors may be included and considered. Managerial competence and skill in understanding the factors of diversity present the potential for impacting managing diversity. Finally, motivation from a personal basis opens the avenue of exploration of personal acceptance of diversity because of the inclusion of personal beliefs and values, creating a need for ethical consideration. Peer-reviewed article research has revealed answers to these questions in the exploration personal motivation and self-awareness. Various factors have a potential impact in the formulation of one’s self-awareness and behavior. Edwards and Daniel (2009) define values as “general beliefs about the importance of normatively desirable behaviors and actions” (p. 655). This introduces the concept of belief into the equation. Organizational value systems are also present in a manager’s world, working to indicate how members should respond (Edwards & Daniel, 2009). The opportunity for a difference in values becomes a logical possibility. Value congruence, or agreement between personal and organizational values, becomes a consideration for managers, as Edwards and Daniel (2009) point out managers use
Managing diversity has the potential to be one of the most challenging issues for healthcare management. Healthcare organizational growth requires an increase in workforce, and workforce is becoming more multicultural and diverse. In order for one to manage diversity effectively, one must be self-aware and personally motivated. One’s self-awareness and behavior have the potential to be influenced by different factors such as culture, belief, and values. The motivation behind a manager’s leadership also should be considered. Healthcare managers may be result focused on specific outcomes therefore, missing an opportunity for personal motivation in all areas of managerial work. The definition of diversity also needs scrutiny as various factors may be included and considered. Managerial competence and skill in understanding the factors of diversity present the potential for impacting managing diversity. Finally, motivation from a personal basis opens the avenue of exploration of personal acceptance of diversity because of the inclusion of personal beliefs and values, creating a need for ethical consideration. Peer-reviewed article research has revealed answers to these questions in the exploration personal motivation and self-awareness. Various factors have a potential impact in the formulation of one’s self-awareness and behavior. Edwards and Daniel (2009) define values as “general beliefs about the importance of normatively desirable behaviors and actions” (p. 655). This introduces the concept of belief into the equation. Organizational value systems are also present in a manager’s world, working to indicate how members should respond (Edwards & Daniel, 2009). The opportunity for a difference in values becomes a logical possibility. Value congruence, or agreement between personal and organizational values, becomes a consideration for managers, as Edwards and Daniel (2009) point out managers use
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