Jaxon Jabara

Prof.

OGL 350 Session B

March 14, 2021

Paper One

Coming into this class, I was trying to think of ways that makes sense when it comes to

diversifying and organizations and how to be inclusive to anyone that wants to participate.

Coming from California, I’ve had first-hand experience of what it’s like to work with people that

are not from my ethnic background, and people with different beliefs than me. A small example

that I thought about when starting to write this paper was how am I Catholic high School allowed

people with any religious backgrounds to attend school, being a Christian my self my beliefs

were not that far off but I also knew people who were Jewish that attended the Catholic school.

Something as simple as that creates a very healthy environment where I feel like we can all work

together and try our hardest to better our community and grow closer to those to whom we feel

less comfortable with. Coming from chapter 10, I read about how setting very strong equal rights

rules and policies should be first and foremost when it comes to a new leader ship group or even

an existing one that needs a change of environment. strict policies such as consequences for

breaking the rules is something I have always agreed on, because when they are broken it creates

a very toxic situation for all involved. It can also break up workspaces into different clicks and

make people take sides when it is unnecessary to do so. One example would be an offender

should go straight to HR and speak with a higher up in the organization and question if

termination should be on the table or not. If it is taking more serious, I feel like less people will

commit equal rights in fractions and it will limit the amount of toxicity in a workspace.
Another thing I found interesting from a reading was in diversity as an aspect of affective leader

ship, and how they viewed leading diverse followers. This relates to me in a way, because I

started a YouTube channel for fun back in 2015, and it has grown to almost 10,000 subscribers

with over 1 million total views on all my videos, and I have followers from all over the world. I

know it’s not a perspective of leader ship but I always have to stay in control and conscious of

what I’m doing because I do not want to offend anyone domestically or in foreign countries over

something that I say or if I make an action that might seem rude in other parts of the world. I am

very politically correct on that channel and I do not share a lot of personal stuff about myself

because of that. Going back to the reading, thinking about the diversity question, something in

our country that leaders can do better at is working with females in the workspace. I feel like

women do not get enough credit for the stuff they do and there should be higher leadership roles

that women should feel. For example in major league baseball I witnessed in person last week a

female first base coach out of game. That is the first time that has ever happened in major-league

baseball And I believe that it should’ve happened a long time ago. Giving women equal

opportunity in the workspace is something that leaders should try to push harder these days.

I scored 113 on the test, end it was pretty straightforward to me because I am very good about

respecting other people‘s cultures and adapting to other cultures when I am put into them. I have

a lot of that to thank my parents for, because they expose me to many different cultures when I

was younger by taking me on trips to foreign countries and immersing ourselves in their culture.

Something that the test brought up that I’ve never really thought about was adjusting my facial

expressions when it comes to meeting people with other cultures. It does make sense to me but I
never really thought about it because I usually think about how my body language can be viewed

by other people in different cultures. Body language to me makes a lot of sense because for

example the Japanese are very strict with how they present themselves and their body language

ideals. They are very respectful culture when it comes to their bodies and treating people with

respect. For example I’ve recently learned that couples in Japan do not do a lot of hugging and

kissing in public because the Japanese do not share that part of themselves on the outside. That is

very interesting to me because it is so much different here in the United States and I feel like

tourist going over to Japan must be very confused or They are looked at in a very funny way. On

the contrary, I feel like when Japanese tourist come to the aid states they must be very

overwhelmed by everything they have seen on TV and what they see in person Ideals. Something

that the test brought a The test really put into perspective what I see when I think about cultural

differences and how I perceive the world for myself. As a leader we must all bring these ideas

into a future jobs and work to make it an easy place for anyone to come in and work. I know how

difficult it can get to work with other people but we must understand we all come from different

places and have very different stories so we must respect them.

Work Cited

The Complex of identity

Mor Burak, M. (2014). Diversity Management - Chapter 10.pdfActions

  Managing Diversity: Towards a Global Inclusive Workforce. (3rd Ed.),

Thousand Oaks, CA: SAGE Publications. Click the following for a docx
file: Diversity Management - Chapter 10.docx
Tatum, B. (2010). The complexity of Identity: Who Am I?

Diversity Management, CH. 10 Managing Diversity: Towards a Global Inclusive

Workforce. (3rd Ed.), Thousand Oaks, CA: SAGE Publications.