Creating a Just Culture: HR Management in the 21st Century
|Topic||Key Points||Further Information|
|Microaggressions in the Workplace||Harmful, often subtle forms of discrimination that can lead to a hostile work environment.||Can cause stress, decreased productivity, feelings of exclusion, affect mental health, and damage trust in the organization.|
|Creating a Just Culture||Taking proactive steps to address microaggressions.||Implement clear, fair policies and procedures, provide education, and treat all reports of microaggressions seriously.|
|The Friedman Doctrine||Business's sole responsibility is to maximize profits for shareholders.||Critique: lack of employee welfare consideration, focus on short-term gains over sustainability. Shift to more balanced approach.|
|Historical Perspective||Workplace challenges have evolved from overt violence and discrimination to microaggressions.||Microaggressions have replaced past overt forms of workplace discrimination and violence, but are still harmful.|
|Introduction to Article||Discussing microaggressions, creating just culture and revisiting Friedman Doctrine.||A balanced approach to business considering welfare of employees and long-term sustainability is the way forward.|
|Training on Microaggressions||A crucial step in creating a just culture at work.||Education ensures everyone understands their responsibilities and rights, which minimizes occurrences and informs on the handling process.|
|Fair Policy Implementation||Consistent and fair policy application can aid in creating a just workplace culture.||Eliminates any potential bias or unfair treatment, creating an environment of respect and fairness.|
|Benefits of a Just Culture||Improves employee morale, productivity, mental health and trust in the organization.||Demonstrates organisational commitment to treating all stakeholders fairly, leading to a better work environment.|
|Corporate Social Responsibility - CSR||Increasingly important aspect of the balanced business approach.||Responsible behaviour towards society and environment contributes to the welfare of the employees and long-term sustainability of the company.|
|HR Management in the 21st Century||The role of HR is now more crucial than ever in building a just culture.||Requires appropriate policy development, delivering training, and ensuring a fair procedure for handling reports of microaggressions.|
This article discusses the concept of microaggressions, their impact on the workplace, the steps that can be taken to create a just culture, and the implications of the Friedman Doctrine.
It highlights the importance of taking proactive steps to address microaggressions in the workplace, such as providing training and education on the topic, ensuring policies and procedures are clear and applied consistently and fairly, and taking any reports of microaggressions seriously.
Additionally, it argues that a shift towards a more balanced approach to business is necessary, emphasizing the welfare of employees and long-term sustainability.
Microaggressions in the Workplace
Creating a Just Culture
The Friedman Doctrine
Introduction: Business has always been a driving force of innovation and economy in the world, but the big picture reveals that things are not always as rosy as they seem. Despite the progress made in terms of working conditions, wages, and the regulation of violence and discrimination, employees still face several challenges in the workplace. This article will explore the concept of microaggressions and their impact on the workplace, as well as the steps that can be taken to create a just culture. Finally, the article will discuss the Friedman Doctrine and its implications for business.
In the past, the workplace was often a hostile environment for employees, with violence and discrimination against people of color, gender, and ethnicity commonplace. While these practices have become illegal, they have not been completely eradicated. Instead, they have been replaced by microaggressions, which are subtle, often unconscious, forms of discrimination. Examples of microaggressions include making assumptions about an individual's capabilities or qualifications based on race, gender, or ethnicity or making insensitive remarks about their cultural background. These behaviors can be highly damaging to an individual's sense of self-worth and can lead to feelings of alienation and resentment.
Microaggressions can hurt the workplace in several ways. Firstly, they can create a hostile environment for employees, leading to increased stress levels and decreased productivity. Secondly, microaggressions can lead to feelings of exclusion and marginalization, which can negatively affect an individual's mental health. Finally, microaggressions can lead to a lack of trust between employees and employers, leading to decreased morale and a lack of commitment to the organization.
In order to create a just culture, employers need to take proactive steps to address microaggressions in the workplace. Firstly, employers should ensure that their policies and procedures are unambiguous and applied consistently and fairly. Secondly, employers should provide training and education on microaggressions to ensure that all employees know their rights and responsibilities. Finally, employers should ensure that any reports of microaggressions are taken seriously and addressed promptly.
The Friedman Doctrine is an economic theory proposed by economist Milton Friedman, which states that the sole responsibility of a business is to maximize profits for its shareholders. This doctrine has been widely criticized for its lack of consideration for the welfare of employees and its emphasis on short-term gains over long-term sustainability. In recent years, however, there has been a shift towards a more balanced approach to business, emphasizing corporate social responsibility and the importance of creating a just culture in the workplace.
Conclusion: In conclusion, microaggressions in the workplace can hurt both employees and employers. To create a just culture, employers must take proactive steps to address microaggressions and ensure that their policies and procedures are applied consistently and fairly. Finally, the Friedman Doctrine is outdated and should be replaced by a more balanced approach to business, which considers both the needs of shareholders and the welfare of employees.
A just culture is built on the foundation of effective HR management in the 21st century.
Yu Payne is an American professional who believes in personal growth. After studying The Art & Science of Transformational from Erickson College, she continuously seeks out new trainings to improve herself. She has been producing content for the IIENSTITU Blog since 2021. Her work has been featured on various platforms, including but not limited to: ThriveGlobal, TinyBuddha, and Addicted2Success. Yu aspires to help others reach their full potential and live their best lives.