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BIZ102 - Nguyen - Q - Reflective Journal 3 Diversity & Inclusion

The document is a reflective journal from a student discussing diversity and inclusion. [1] Through conversations with classmates, the student learned about the diversity of human beings and importance of being open to different people. [2] As a future leader, the student realizes the need to be flexible, make fair decisions, and create an environment where people from all backgrounds can succeed. [3] Participating in a workshop helped the student develop skills to have more open conversations and better understand their own strengths and weaknesses.

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Quang Nguyễn
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436 views5 pages

BIZ102 - Nguyen - Q - Reflective Journal 3 Diversity & Inclusion

The document is a reflective journal from a student discussing diversity and inclusion. [1] Through conversations with classmates, the student learned about the diversity of human beings and importance of being open to different people. [2] As a future leader, the student realizes the need to be flexible, make fair decisions, and create an environment where people from all backgrounds can succeed. [3] Participating in a workshop helped the student develop skills to have more open conversations and better understand their own strengths and weaknesses.

Uploaded by

Quang Nguyễn
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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BIZ102-Understanding People and Organization

Assessment: Reflective Journal 3-Diversity & Inclusion

Student name: Minh Quang Nguyen

Student ID: A00031860

Lecturer: Wesley Leake

Date: 7/25/2021

Word count: 816


Each of us is born the same, but exists different faces of human personality, opinion,
and cultural background. Before having a podcast with my classmate, I am completely
unimpressed and uninterested in learning different aspects of the characteristics that exist in
each person, because I think it will be unnecessary and not beneficial for me to identify it.
However, after the short interview with my classmates and researching related materials, I have
realized how interesting and important the uniqueness of each person is in building a diverse
and inclusive workplace in a VUCA world.

After the conversation with my classmate, I have raised a better understanding about
what is called the diversity of human being. We are the same human being but exist numerous
differences between two of us in terms of social culture, religion, personal background, future
career orientation and personal views. I have learned that myself need to be more expansive to
people, more proactive in establishing and creating new relationships since only when we
realize our differences can we improve ourselves, raise better understanding, be more
sympathetic, building trust, respect, and appreciation of the values that everyone can contribute.
Besides, I also learned that obstacles in life are challenges that create opportunities for myself
to practice and strive to overcome. Moreover, by inheriting and developing my existing
strengths, it will help me succeed in my future career. In other respect, this conversation also
reminds me that, in every organization with a multitude of people with varieties characteristics.
As a leader, I need to be flexible in my contact, find out people to make appropriate decisions
and management strategies.

Diversity and inclusion are a form of expression of difference, and without differences,
the potential for competition to develop between people and people in society is very limited.
The fact that in a collective or an enterprise there are always discriminations and injustices
towards a minority group due to differences in skin color, race, religion, education level.
Therefore, I suppose that to build a diverse and inclusive workplace without inequalities, as a
leader I must actively learn, communicate, care, establish trust, create every opportunity equally
and best for everyone to develop together. According to Johansen (2017) the best leaders are
givers in long-terms interpersonal relationship and leadership is not winning in a way that other
people lose. Besides, as a leader of a Diversity and Inclusion workplace, I need to adopt a
flexible supportive attitude and create a safe environment where people can freely and quickly
convey information and communicate through open communication channels. Furthermore, it is
crucial of leaders creating positive learning environments in which learning about other groups
occurs, innovation is supported, and cultural communication competence is encouraged
(Rodriguez & Rodriguez, 2015).

My future career goal is to be successful in Culinary Management and it requires me to


have the right skills and qualities for the role of a manager. As Shmerling (2016) argues that
ourselves must constantly practice and develop our talents, because it not only serves our
working purpose but also affects the rest of our lives. In today's VUCA world, as a manager, it is
my responsibility to learn about the characteristics and qualities of each employee to choose
and appoint to each appropriate position. Besides, creating a friendly working environment
where everyone can work, share, learn from experiences and compete for healthy development
together. Thereby building their trust, respect, and loyalty towards the manager (Menzies,
2019). I think the Individualization talent-one of my top 5 Gallup Talents will assist me in building
a diversity and inclusion workplace. In this working environment, the main factor that helps all
work to run smoothly is largely based on the interaction between managers and employees and
between employees. I think this is the right time to develop the talents identified in the Clifton
Strengths Assessment and the Individualization talent-one of my top 5 Gallup Talents will assist
me heavily in building a diversity and inclusion workplace. By being able to identify the unique
qualities of each person, I can effectively develop a human resource management strategy,
create connections among employees and divide them to the right positions that match their
personal characteristics.

The biggest benefit I earned from participating in the workshop “Having Better
Conversations at work” that I was able to approach and talk to my class colleague more openly
and confidently. I was able to naturally and candidly share content related to my personal topics,
and at the same time, it enabled me to boldly make comments about my own strengths and
weaknesses and compare them with my class colleague, thereby helping me to develop myself.

In conclusion, diversity and inclusion are the key elements that contribute to the
successful of every organization. By promoting diversity and inclusion, an organization possible
to grasp significant financial returns when it knows how to maximize the potential of its
employees and capture customer demand.
Appendix
Figure 1:

MY DIVERSITY FINGERPRINT

Record audio link: https://youtu.be/23eL-Nl5J9I 


Reference:

Bob Johansen. (2017). The New Leadership Literacies : Thriving in a Future of Extreme


Disruption and Distributed Everything: Vol. First edition. Berrett-Koehler Publishers.
http://web.a.ebscohost.com.torrens.idm.oclc.org/ehost/ebookviewer/ebook/bmxlYmtfXzE1MTUx
MzVfX0FO0?sid=2b0e2e14-b019-434d-8531-f1f984612895@sdc-v-
sessmgr02&vid=3&format=EK&lpid=i17&rid=0

Menzies, F. (2019). How to Develop Inclusive Leaders. Include-Empower.Com.

https://cultureplusconsulting.com/2019/11/22/how-develop-inclusive-leaders/

Rodriguez, A., & Rodriguez, Y. (2015). Metaphors for today's leadership: VUCA world, millennial
and "cloud leaders". The Journal of Management Development, 34(7), 854-866.
https://torrens.idm.oclc.org/login?url=https://www-proquest-com.torrens.idm.oclc.org/scholarly-
journals/metaphors-todays-leadership-vuca-world-millennial/docview/1695737429/se-2?
accountid=176901

Shmerling, L. (2016). Work skills and employability. The Sydney Morning Herald.

https://www.smh.com.au/business/workplace/work-skills-and-employability-20160325-

gnqz2g.html

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