Since access to communication networks determines the particular information we receive, different groups receive different information that they interpret. Third, the cultures of gender and race give unique perspectives on organizing experiences. Women and minorities identify interpersonal barriers as obstacles to their success, while white men see formal structures and policies as eliminating any obstacles. These patterns are similar to those described in comparing how women and men create moral order. Men supposedly define moral order in terms of hierarchy, separation, and abstraction. Women define moral order in terms of interpersonal relationships as cited by (Fine, Johnson, & Ryan, 1990). Any organization operates within larger cultural frameworks, and the employees in that organization bring their cultural influences with them. Therefore, it stands to reason that the cultures of gender and race help shape how workers view organizations. I have touched on the aspect that to compete successfully in an increasingly interdependent environment, businesses will have to refine their ability to manage and benefit from diversity. .
Affirmative Action.
This action has been implemented to help right the wrongs done to minorities in the past. While diversity efforts try to foster a sense of fairness, affirmative action tries to force compliance as stated by (Grossman, 2000) in his magazine article. With this said, affirmative action is based more on the historical aspect of discrimination and basically is being used to make up for previous injustices. Its main focus is to help place minorities in an organization that would rather not accept them and has now become a legal obligation for companies in most states. Diversifying management is based more on changing the culture of the organization to help them become more willing to accept minorities into their company as much as they are willing to accept white males.
