Discrimination in Work Environment


To facilitate the success the management of an organization nurtures some worthwhile qualities and traits that represent its highest priorities as well as its driving forces. While developing these qualities, the management considers how stakeholders wish to relate with each other as well as with the organization. Additionally, the organization determines the fundamental values of its internal community, suppliers and customers as well as to ensure that they are effectively harnessed. It defines its strategic goals in a precise, concise and clear manner so as to ensure that they resonate with every stakeholder making him or her to feel as a part of the organization. This would aid in defining the direction and shaping the future of the organization in a manner that does not appear to be discriminative to any member of staff (Kovach, 1987).

A successful organization is the one that defines its business distinctly. Such definition reduces the confusion and makes everyone appreciate relating with each other, hence, alleviating the challenge that the organization faces in its attempt to achieve its goals. Clear approaches in an organization reduce instances of resentment among stakeholders, and as such, instances of discrimination and conflicts amongst the workers are reduced. In order to facilitate effectiveness, various enterprises have identifying and formulating priorities, directions and beliefs in an endeavor to facilitate understanding and contribution of everyone. This paper evaluates the strategies which are applied to reduce discrimination at the workplace and as such boost the morale of workers (Higgins, 1994). It will re-evaluate the strategies that have been taken in the past as well as their effectiveness in minimizing the level of discrimination.

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Team Building and Collaboration

Some of the most effective remedies to discrimination amongst the workers include team building, collaboration and communication. For instance, had there been effective collaboration and team effort at Childress Engineering Services, chances are that Jennifer Green wouldn’t have been discriminated on the basis of gender. In fact, the effectiveness of the five-year training program that the jury imposed on the enterprise would be effective only if there would be proper teamwork and communication amongst the employees. In order to boost the morale of their staff, organizations draft mission and value statements in a manner that is flexible enough to accommodate the views of the minority (Wong, 2011). Flexibility facilitates the accommodation of the stakeholders’ views, and as such, everyone takes part in shaping the future of the organization. Enterprises achieve this flexibility by sourcing a proficient leadership, a leadership which is composed of individuals who are aware of the losses which result from acts of discrimination.

Leadership and Staff Morale

A leader is the face of the organization, and primal leadership is important if the organization has to meet its goals. Primal leadership results when a leader serves as an emotional guide to his team making his contribution in resolving discrepancies in a manner that is acceptable by the majority of the staff members. This means that by acting with fairness while dealing with matters central to the employee, a leader reduces discrimination by being an example to the rest of the workforce (Wong, 2011). Whenever the resentment is reduced to the insignificant level, the organization saves time and resources that could, otherwise, be utilized in awarding legal settlement resulting from acts of discrimination. This secures its future and everyone feels enthusiastic to participate in its operations.

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Effective management prompts values such as competency, teamwork, integrity, accuracy, dedication and innovativeness. Engaging the workers in productive activities helps in directing the energy and resources towards the achievement of missions. As such, the values help in formulating the culture that makes some attempts to achieve goals and objectives appear like a hobby. The values are trusted by everyone and they form the basis on which the organization operates. In order to retain high levels of morale among the staff members, every stakeholder is sensitized on the need to familiarize him/herself with the importance of mutual understanding. Most psychiatric facilities have recognized the importance of developing some clear and concise priorities so as to direct the values in a manner that enhances every stakeholder’s understanding. Above all, successful enterprises emphasize on the equity and respect for all, integrity at all cost and taking responsibility for one’s actions (Kovach, 1987). In essence, these are the guiding principles that their stakeholders believe in. In such a case, the problem of discrimination is eradicated, a situation which allows the workers to deliver to their maximum.

Code of Ethics

A code of ethics refers to a set of guideposts that lay down the acceptable staff and patients’ behaviors. The code may prohibit the staff members from, for example, uttering demeaning words. Generally, code of ethics boosts the morale of the staff members as it reduces favoritism on any basis, blackmail, absenteeism, saying mean things about others, rudeness, insubordination, fraud and impersonation. It drives everyone’s intention towards the fulfillment of the organizational goals (Kreitner, 1995). This, therefore, ensures that the staff members work as a team in the fulfillment of the organization’s strategic goals.


Successful organizations foster the culture of equitable participation by all stakeholders in an endeavor to boost the morale of the workers. This is because every person has the potential of impacting positively on the organization future. The equitable participation also reduces resentment, and, therefore, everyone appreciates working with the organization. This motivates every worker to give his/her the best. Motivated workers raise few issues of discontent. Their cooperation allows their leader to have extra time for concentrating on matters of development. It is the moral responsibility of every leader to act as an emotional guide to the staff. Effective leadership requires a leader to retain the eventual decision-making power (Kreitner, 1995). Being firm in leadership enables an individual to command the respect among workers, and in such a case, a leader may find it easy to eliminate discrimination and other demeaning conducts.

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