Workforce Issues in Contemporary Personnel Management

Diversity

The population is changing. Diversity is a reality. As the population changes, so does membership in the workforce. Different peoples bring different values and perspectives into the work environment.

When we use the word diversity, there is a tendency to think only of racial, ethnic, and/or cultural diversity. Recognize that by diversity we are looking at all the potential forms of diversity: racial, ethnic, and cultural to be certain but also such issues as religious, gender, age (generational), sexual orientation, socioeconomic, educational, and political diversity among others. There is also diversity in work styles, communication styles, and personalities. It is only fairly recently that personnel managers are recognizing the need to address diversity issues.

I'd like to comment briefly on two aspects of diversity in the workforce. One is the issue of differences in cultural values; the second is in generational values. Both of these should be of particular interest to emergency service supervisors.

Different Cultures and Cultural Values

People of different cultures may well bring to the organization a somewhat different set of values than has historically existed in the emergency services. To supervise and manage effectively, you need to develop an understanding of the values of your people. There are numerous implications for you. How might you best reward someone from a different culture? How might you motivate someone from a different culture? How might you hinder the performance of someone from a different culture?

While we do not want to stereotype those from any specific culture, and while values do differ within any culture, it is somewhat helpful to look at the typical similarities and differences.

Reference Pages

VALUES, NORMS AND EXPECTATIONS **

**Adapted from material in R. Brislin, et al. in Intercultural Interactions: A Practical Guide. Sage: Thousand Oaks: CA 1995 2nd Ed.

What is interesting is that if we review the values listing, each of us will likely find that we subscribe to more of the same values associated with other cultural groups than we might think. I make this observation on the basis of my experience using a cultural values activity with various groups, including emergency service personnel. But, as indicated, there are differences.

So you say, how do I know what might motivate and de-motivate someone from another culture? Well, for starters, sit down and talk with them. Ask them how they want to be recognized. I begin with this because while in our culture, the rule of thumb is "praise in public, criticize in private," the reality is that in some cultures, public praise would tend to be de-motivating. If those from other cultures perceive that you are sincerely interested in learning about their culture and their values, they will respond to your inquiries and respect you for making them.

Another point to remember. While the listings provide some generalities, remember that there are also many differences within each cultural group. Cultures and value differences are not right - nor wrong, better or worse; just different. As Edwards (2005) points out, progressive diversity management is not about numbers but rather about the benefit from the diversity.

Generations in the Workplace

The other aspect of diversity I'd like to briefly address is the generational differences in the workplace. Just as different cultures may have different values, so do the different generations. And, this is a time in which we often find four different generations in the workplace. While the veterans are more likely to be in senior management positions, or on the councils, commissions, or boards of directors that govern the organizations, there still may be some veterans among the rank and file even in the emergency services.

Different Generations

The four generations you may find in your workplace are the Veterans (also called "matures), the Baby Boomers, Generation X and Generation Y (also referred to as the "Nexters" or the "Millenniums"). So, how are they different?

As with cultural differences, generational differences are present. There is no one generation that is "better" or "worse" than the other; they are just different. Having different generations in the workplace, just like having different genders and cultures represented, only brings more potential into the work environment. Supervising and working with the different generations can likewise be challenging.

References

Edwards, S. Fire Service Personnel Management. 2nd ed. Upper Saddle River, N.J: Pearson Education, 2005.