Inclusion-Exclusion in the Workplace Essay

.....inclusion-exclusion important in the workplace? What is the distinction between the inclusion-exclusion concept and organizational involvement?



The concept of inclusion-exclusion in the workplace takes into account the feeling of a person being a part of the organizational system with respect to the formal aspects such as making decision and gaining access to information as well as informal aspects such as coffee meetings (Mead et al., 2011). This concept is imperative to the workplace as one of the most important issues experienced by the diverse workforce in contemporary times is 'exclusion'. This is an actuality faced by several personnel and a view held by even more personnel that they are not deemed by the executive managers to be an integral part of the company. The distinction between the inclusion-exclusion concept, and organizational involvement is that the emphasis placed on organizational involvement is on organizational practices that nurture the development of policies and procedures directed at forming a setting where people have better accessibility to organizational knowledge and information networks. On the other hand, the concept of inclusion-exclusion is a sign of the manner in which personnel experience and view their position and status in the organization in relation to the mainstream people (Mor Barak, 2011).



2. What may be some reasons why people that are different from the "mainstream" are more likely to be excluded from positions of power and influence in work organizations?



The reasons why people that are different from the mainstream are more likely to be excluded from positions of power and influence in work organization vary largely. One of the reasons could be linked to the fact that they emanate from diverse groups. Therefore, different forms of discrimination such as racism, ageism, and sexism could be one of the reasons, both intentionally and unintentionally. Another reason could be the aspect of economic and financial self-interest, whereby individuals could be restricted to access power and economic resources. In turn, this can lead to job discrimination of women and minorities and segregation in promotional prospects. Another reason could be as simple as cliched insights and also a sense of discomfort with the individuals considered to be different. Usually, individuals have a tendency of being comfortable with those that have mutual significant individualities and behaviors.



3. Is there a theoretical connection between worker inclusion-exclusion experiences and performance and satisfaction outcomes in organization social systems? Can it be generalized from the "sociometer model" of self-esteem?



It is possible to generalize a theoretical link between worker inclusion-exclusion experiences and performance and satisfaction outcomes in organizational systems from…