Mexican Immigrants in the United States Essay

Abstract Choosing to focus on the Mexi scum bag Immigrant in the joined States take in answer abet to develop an understanding of how organizational decisions fit the acceptance and inclusion of the multitude with those of the organizations in-radical creating a integrated work surround. Chao and Willaby (2007) theorized that everyone had their own vision of how the human race works and acting upon it found on what they nonplus perceived as creation true several(prenominal) seasons the visions of separates are difficult to understand or accept, which can cause encounter and alienation in the work side.According to Adu-Febiri (2006) the responsibility of transformational leadership is to raise employee reason thus, beginning the tour for an al together-inclusive and unified work environment. Mei and Russ (2007) determine that precautions neutral should be to help organizational employees to undercoat a foundation of developing the core and pagan com petencies that are fine to developing effective methods for advocating veer and pagan blending.The numbers of this essay and the completion of employee interviews depart help to heighten areas of self-actualization and hea then(prenominal)ish and lingual competencies of the author and solely pagan root words she go out be accountable. Mexican Immigrants in the United States Work channelize entry Chao and Willaby (2007) advised that everyone had their own vision of how the world works and that everyone performs according to their intuition of the duty counsel to live as a get out of that world.Greenwood (2007) contends at that arse are differing perceptions of how the world operates creates hard contends when working(a) to blend differing beliefs toward a unified environment. The following literature examine focuses on raising the train of form consciousness as it relates to Mexican immigrants in the study. Deaux, Reid, Martin, and Bikmen (2006) identify th at the Latino sociohistorical spatial relation provided real information reflecting an independent group that is dedicated to their families and struggling to exsert in an environment that often re moves them world in the workplace.Parrado and Kandel (2010) contend the Hispanic group is one of the fastest development minority groups that has magnified the return of low- adroitnessed workers. The author besides determine the groups struggle with linguistic disputes as universe what pr until nowted rough from achieving educational ineluctably, which exacerbates the groups par in the workplace. Trends in Workplace Diversity Globalization, technology, and increased mobile ability let created assorted ethnic and linguistic challenges felt around the globe.Greenwood (2008) contended that some of the Hispanic group chose to move to the United States in pursuit of a high quality of life others made their decisions behindd on a lower cost of living and others came who le to advance an income that could be sent back to their homeland to take care of family left behind. Whatever the reason for the influx challenges to achieving unity in the workplace begin at the attack and will become to a greater extent complex in nature as the number of ethnic and linguistic minorities continue to aim.The qualitative athletic field performed by deCastro, Fujishiro, Sweitzer, and Oliva, (2006) theorized the negative workplace experiences of minority groups were inclusive of linguistic barriers, poor and precarious working conditions, illegal methods of pay, work related injuries, and, finally, a consistent hurt of jobs. Adu-Febiri (2006) theorized that workplace environments require the creation of opportunities for inclusion of all associated with the organization that matriculates all toward a true multi heathenish identity.Impact of Global Economy deCastro, et al (2006) provided that the impacts of a ball-shaped economy are far r unmarriedlying and c rap pay heedd to change the very fabric of cultural beliefs and community structures. The authors explain that m any of the in-migrants see the expanding economies as a brisk and promising dimension of successfulness while galore(postnominal) of the internal group believes it to be the portent of doom. For break out and worse, everyone will have to l top intimately and from one a nonher.Rizvi (2009) theorized the impact of a global economy as being imbibed in chance(a) activities much(prenominal)(prenominal) as processes at work, cultural interrelationships, capital, information exchanges, food and goods, and ideas. The global economy changed the dynamics of doing business with the enhancement of technology, communication, politics, and immigration. Adu-Febiris (2006) contentions of the global environment included the potential for cultural erosion due to a wish of human factor competency. As employment globalization grows so do the challenges for maintaining ethnic cul tural norms in a manner that creates workplace inclusion.Chao and Willaby (2007) echoed Adu-Febiris thoughts when they asserted the globalization has created the challenge of the hiring of immigrants around the world the authors maintain, has no geographic, political, or cultural bounds (Chao and Willaby, p. 32, 2007). The authors further identified challenges of minority ethnic and linguistic groups have been to hold onto their cultural and linguistic makeup Globalization has promote many to dress the c entry the other dresses and eat what the other eats, the result being a cultural homogenization process and the subtle emotions of ethnic cultural shame within groups.Chao and Willaby (2007) explained that reducing and ultimately eliminating the impact of cultural homogenization, the overt and more subtle forms of divergence, ethnic and linguistic bias requires the refinement of kind consciousness in the form of implicit cognitive sensory faculty of forethought and employees. Discrimination Practices Carr-Ruffino (2005) explained that challenges to ensuring discrimination does non exist in the workplace requires a thorough understanding of the context it occurs, which requires high levels of self-awareness and a meaning(a) understanding of all ethnic groups in the workplace.Findler, Wind, and Mor Barak (2007) asserted that the ever development challenge of diverseness has worked to create demands that organizations determine and implement methods for effectively heading with work force variety show. A number of theoretical viewpoints and studies identify common move that include perceptions of inclusion or exclusion, fairness, social and organizational loading, job satisfaction, and the boilers suit sense of benefit. other study performed by Krings and Olivares (2007) questioned the impact of ethnicity, job type, bias, and the allegiance to interview discrimination practices from the employer perspective. The study resolved there was a higher p otential for bias and discriminatory practices when there was a lack of alteration consciousness. Echautegui-de- Jesus, et al (2006) explained that working alongside an ethnic and gender group the native group perceives as being different from themselves creates challenges arising from im counterpoised group designers.The Rubini, Moscatelli, Albarello, and Palmonari (2006) study compared the discriminatory cause of group power and social acknowledgment as it relates to linguistic discrimination. The study found higher levels of discriminatory practices were present when in-group participants responded in more absolute way to other in-group members than they did with those considered the outside group. Another study completed by Echautegui-de-Jesus, Hughes, Johnston, and Hyun (2006) examined the effects of the employees psychological sense of welfare and job satisfaction as it relates to employee performance.Echautegui-de- Jesus, et al (2006) identified that minority groups oft en perceive themselves as being threatened with the loss of their take careation of the world the result being the loss of ability to achieve a sense of belonging, which brings into focus Robinsons (2008) contention that identifying discriminatory practices often relies on perceptions of contentions of discrimination of the receiver. The need for higher levels of understanding salmagundi and the relationship among achieving a sense of well-being will be scathing to the Hispanic groups continued growth as a part of a global world.The studies and theoretical viewpoints reviewed provided a deeper insight to potential discriminatory practices arising from the diversification of the workplace. Ruane (2010) elucidated that as globalized employment continues to evolve and grow, talent pools will increase in a way that p separatelyyly enhances an organizations ability to do business anywhere in the world. Taking advantage of the globalized potential requires management and employees ra ise the bar on diversity consciousness to create a sense of well-being for everyone in the workplace environment.Accommodating Diversity Ruane (2010) identified the need for accommodating diversity in the workplace and that it mandatory learn, strategies, and methods for managing diversity that created equality and a sense of well-being for everyone involved with working environment. A critical step toward identifying the level and expanding necessitate of diversity consciousness requires the identification of attitudes and implemented devices that will maintain and increase the common ground between all related to the workplace.The study performed by Greenwood (2008) stipulated the more a workplace environment diversifies the more difficult it would become for employees to maintain the sense of being a part of a unified work environment, which necessitates high levels of fealty to diversity practices on a consistent basis. Ruane (2010) theorized the importance of willingly and openly creating opportunities of inclusion begins with creating prospect for donationd diversity experiences that will increase diversity consciousness over time.The Nielsen and Fehmidah study (2009) identified the relationship between transformational leadership and the employees sense of well-being. Understanding that creating an effective diversity oriented work environment will help to ensure workers job satisfaction, inclusiveness, and sense of well-being continues to grow is not difficult however, establishing inviolable leadership that is committed to ensuring prior under be groups, such as the Mexican group requires strong diversity skill sets. Nielson and Munirs (2009) article argued that the multifaceted workforce environment of the United States requirestransformational management, laws ensuring equitable equality, and strong diversity nurture practices Practices that encompass the perceived challenges of a Hispanic workforce. most(prenominal) can flout the only way to manage diversity is to device for it. Effects of Cultures in the Workplace Greenwood (2008) rationalized the worlds workplace environment is consistently changing and with each change comes different cultures, religions, sexual orientations, and ethnic groups the target area is to welcome and support each group equally so as to create a new unified environment.Robinson (2008) provided that efforts to blend diverse cultures can have both negative and domineering effects on operations, interrelationships, productivity, and the future growth of the company. Understanding differences between groups is a critical beginning step toward understanding how to make diverse cultures work together. The interviewing of three severalize organizations helped to provide a better understanding of how both negative and positive effects of differing cultures can affect organizational outcomes.Greenwood (2008) explicated that cultural diversity modify each member of a work group he also ident ified that challenges arising from linguistic barriers, differing work ethics, communication misunderstandings, and group power imbalances represented major trials to diversity. de Castro, Fujishiro, Sweitzer, and Oliva (2006) explained that diversity challenges require the commitment of management to ensure the positive effects outweigh the potential negative effects.Each of the three organizations interviewed believed potently that it is only by creating flexible and inclusive work environments that organizations can thread the benefits of diversity in the workplace. Organizations that have planned for diversity understand that the right employee and management diversity planning and training will open the tip off for contri exceptions resulting from the perceptions of a multicultural workforce that is focussed on one objective the health and growth of the organization and the communities being served (Gabe Hooper, Personal Communication, January 20, 2011).Employer Attitudes Th e three organizations interviewed for the review work in the work delivery areas of healthcare. Each organization is focused on providing care and services to the communities under their care. The three interviewees chosen for the jump out presented diversity attitudes that were similar in their perceptions of cultural diversity. Each offered a explanation of diversity that relates to being anything and everything associated with human life inclusive of the way an item-by-itemistic thinks, feels, dresses, communicates, and behaves.Each considered the value of diversity consciousness as being a critical component to the continued success of the organizations. However, each of the interviewees offered differing perspectives for overcoming culture challenges and the exclusion of bias and discriminatory perceptions of all concerned. Some of the differences in perspectives are due to a noted lack of diversity within the organization some of the differences are due to a lack of prio r experience dealings with multicultural groups within the workplace.Appalachian Community Services (ACS) of western northernmost Carolina offers strict protocols for agency professionals and support staff to ensure agency service delivery eliminates the potential for bias, prejudicial and any other discriminatory practices. Gabe Hooper the political program Manager for ACS was open to allowing a review and discussion of agency promulgated agency policies as it relates to diversity initiatives of the organization.The agency policy offers stipulations inclusive of 1) a working environment that promotes dignity and respect, 2) the commitment to diversity and equality, good management practices that make sense, 3) the commitment to monitor and review on an annual basis, and 4) promises to make out all forms of misconduct as defined in the organizations code of ethics manual. After reviewing the agency standards for diversity management Mr. Hooper was asked why the agency did not s eem to have a diverse base of employees within the agency. Mr.Hooper explained that ACS was largely a non-profit organization requiring high levels of professional credentialing to veritable(a) be employed with the agency and that eliminated a number of the minority populace. Another reason provided was the fact the organization was based in rural environment, which does not lend well to the procuring and retaining of high quality and diverse professionals. Mr. Hooper stated, The organization holds what comes their way and whether or not it balances diversity initiatives is secondary (Gabe Hooper, Program Manager, Personal Communication, January 20, 2011).ACS professionals come in with one another and with their communities to create a strong sense of inclusion and well-being the agency participates and supports community group histories and cultural celebrations. Hooper identified that everything experience represents a new knowledge and it is brought into the work environment. ACS requires ongoing and consistent training for diversity related challenges that are becoming a part of the changing landscape however, the organization has been disappointed with attracting minority groups to the organization.ACS has and enforces strong diversity protocols that are designed to ensure clients of the agency are not subjected to any forms of bias, prejudicial, or any other discriminatory practices and these same protocols are intended to serve the organization as the workplace culture evolves (Gabe Hooper, Program Manager, Personal Communication, January 20, 2011). Harris regional hospital offered by far the most culturally diverse workforce reviewed and diversity was represented at all levels of the organization.Janet Millsaps, Vice chairperson of tender-hearted Resources explained the infirmarys objective for being the place to work in western North Carolina. To fulfill the hospitals objective requires the valuing, utilizing, and recognizing the whimsical pot ential of everyone working for the hospital. Millsaps explained that every new employee, no matter the daub or department, is required to attend diversity-training sessions prior to stepping into their assigned positions and to attend annual seminars as they are presented.Finally, all employees must read and sign an concord to uphold the organizations code of ethics, which includes a number of diversity professional conduct requirements. The objective of the hospital is to achieve a 90 percent consumer success rating from each employee that serves that consumer. Diversity consciousness represents the biggest challenge to the hospital and it is taken very seriously. All employees are encouraged to plowshare in community celebrations whether from the perspective of the resident Cherokee, Mexican immigrants, or any other group employees are expected to share and respect each others cultural beliefs as well.Harris Regional takes a great deal of pride in their commitment to all staff members and encourages each one to share and promote ideas and concepts that will serve to unite the hospital with the communities it serves (Janet Millsaps, VP, Personal Communication, February 01, 2011). The third and final interview performed was conducted with the Hospice folk Foundation of WNC, Inc. Michele Alderson, President defines the objective of the Hospice House as being to provide the right care, at the right time, in the right place, for the right patient, and on their terms.Alderson explains the development of a diversity-sensitive organization as being a part of the groundwork that is critical to being an accepted help facility in any community. Mrs. Alderson believes overcoming diversity challenges in western North Carolina represents a tougher obstacle than in other areas of the country. The diversity of her workforce is currently limited to three or quadruplet multicultural subgroups inclusive of Cherokee, Mexican, African American, and Caucasian groups that out number the other organizational groups.Hospice House encourages all of their employees to learn from one another and the clients they serve. Alderson also explained there is no official diversity training program in place to raise the organizations diversity consciousness however, the organization does have formal written codes of ethics that include organizational directives for ensuring equal word and respect for all employees of Hospice. Contri exclusivelyion of Policies and Procedures Each of the three organizations interviewed offered formal written policies and procedures for guiding their respective organizations toward a balanced multicultural environment.ACS enforces their guidelines, encourages their employees to collaborate with the communities being served, and provides continuing diversity education however, the organizations management has been unsuccessful with creating opportunities for hiring multicultural staff and professionals due to the rural environment being served. The Hospice House Foundation of WNC has formal policies put into place but those policies do not seem to function as a part of the organizations processes, nor was there a lot of organizational diversity noted at the time of the interview.The organization does not offer ongoing diversity training to their employees or professional staff members however, the organization is supportive of community consequence attendance. Finally, Hospice House does not have any initiatives for creating a balanced multicultural workforce, which would make the environment more difficult for the smaller subgroups as the environment changes. Again, Harris Regional Hospital was the most thorough and impressive organization interviewed as it relates to diversity sensitivity. The hospitals commitment to diversity and individual needs is readily evident.The hospitals staff is encouraged to not only acknowledge and respect the needs of one another they are provided critical training to accomplish or ganizational objectives. All staff is encouraged to share knowledge and to create opportunities for inclusion that brings with it a strong sense of well-being the employees spoken with confirmed they liked working with the hospital. Real-Life Practices and Recommended Practices Each of the organizations interviewed reflected a level of understanding for the needs of diverse employee populations and the needs of multicultural communities.Each of the professionals interviewed still the relationship between work place environments and employee satisfaction. Each of the interviewees expressed their organizations had the commitment levels necessary to ensuring employee inclusion and the elimination of power group struggles. Adu-Febiri (2006) revealed that creating shared experiences and maintaining the balance of unity in the workplace as being a significant component to achieving a well-blended work environment. Not one of the organizations has a plan that will help workers overcome l inguistic barriers.Rizvi (2009) identified one of the more critical needs of minority groups were programs and training modules designed to help with eliminating linguistic barriers in the work environment. Harris Regional was the only organization that believes they were up to the challenge of globalization and the evolving impacts of ethnicity. ACS and Hospice House of WNC have put the right policies and procedures in place but have not created the initiatives to attract minority groups to the workplace, which also infers the organizational leadership is not in a position to offer transformational skills that would link all employees (Ruane, 2010).Harris Regional has already experienced challenges arising from perceptions of discrimination and worked to resolve struggles relating to power groups. ACS and Hospice House are relying on the formal policies that were put in place at the time they opened operations, which means the leadership has not had the opportunity to see if what was established works in real-life practice.Robinson (2008) contended that without having experienced diversity the potential for implied segregation will be high as the organizations expand and new groups come seeking employment both organizations agreed this would be a potential event with their organizations. Harris Regional has been afforded the opportunity to active agently recruit multicultural groups the other two organizations claim they have not had applicants apply for getable positions and both agreed they had not pursued any recruiting initiatives.Harris Regional Hospital reflects transformational leadership and they are committed to high levels of minority representation, subgroup retention, staff skill development, and the inclusion of everyone as a unified group, which is in line with the thoughts presented in an article published by Dreachslin (2007). ACS and Hospice Home of WNC have only begun the journey toward achieving objectives of diversity consciousness but both organizations are committed to learning and welcoming the new workplace trends. Myths and Stereotypes of the Mexican Group.Nielson and Munir (2009) recognized that the opening of parley in the workplace that hookes cultural figments and stereotyping challenges can be difficult and complex as many do not even realize their part in promulgating myths and stereotyping. Much research inclusive of Nielson and Munir (2009) identify that cultural myths and stereotyping have been a part of the world likely since the beginnings of the human race and that myth and stereotyping is alive and well in the United States. People believe and then attribute that belief by applying it generally.An individual that bites into a bad apple offers the potential for creating myths that all apples are bad rather than taking the time to sort through each one. The Mexican group has not been an elision to stereotyping and myths. Aaracho and Spodek (2007) identified that many have perceived the Mexica n American drive as being cold, distant and the authoritarian, which often translates into an unwillingness to be an active participant with a community or even with their own children.The stump of being a cold, distant, and unforgiving individual can give way to stereotyping that all the male portion of the group is interested in what they mightiness gain in the workplace environment rather than what they can give. The authors, Aaracho and Spodek (2007) also identified that women of the Mexican group are portrayed as being quiet, submissive, and dedicated to their husbands, which creates even further myths and stereotyping as it relates to the potential of the Mexican womens abilities in the workplace environment. Mulholland (2007) identified challenges arising from the myth that the entire Mexican group was uneducated and thereby, qualified for only the most rudimentary jobs, which represented the jobs no one else wanted.Krings and Olivares (2007) noted there were higher levels of stereotyping when Mexican applicants applied for positions that required linguistic skills. Language, accents, and body address represents the foundation of all cultures and it represents self-identification. Bernsteins (2007) thoughts provided that Mexican Americans have been made to feel their communication style is incorrect and in some manner lacking the group has been stereotyped by others believing the differences in language integrity means the group is slight intelligent.Schwartz, Domenech, Field, Santiago-Rivera, and Arredondo (2010) identified the challenges of minority professionals entry the workforce without sufficient linguistic competency as having attributed to stereotyping and myths of cultural groups. Bernstein (2007) revealed that many of the in-groups were quick to point out the Mexican groups were in the United States to earn monies, send them home to be put toward economic security needs in Mexico, and returning themselves when enough had been earned.In troducing these types of myths and stereotypes creates challenges to the group in the workplace because it gives impulse to even more harmful forms of stereotyping a minority group entering the workplace environment where myth and stereotyping is present and unchecked will be all but forced to suffer the consequences of belief systems they had nothing to do with creating. Effects of Stereotyping and Cultural Myths The effects of stereotyping and cultural myths can cripple the working environment. McDonald (2010) described the stereotyping and cultural myth challenges to minority groups as being congressman of a cycle.First, the stereotypes and myths begin with the unknown and this is often followed by competition between groups most often, the competition is in the perspective of an in-group rather than the minority group. The neighboring step occurs as conflicts between groups arise and this is followed even deeper rooted and malignant stereotyping and myths. McDonald (2010) con tended hatful learn and apply attributes to what they perceive and this represents only one of less dangerous effects of stereotyping and myth. The Mexican American populace struggles with becoming a part of the mainstream environment, whether in the workplace or at home.Aberson and Gaffney (2009) revealed that the struggles of minority groups can find its root in the forced isolation caused by stereotyping and cultural myths they feel has been made their self-image. The articles presented by Mulholland (2007) and Wolfe, Cohen, Kirchner, Montoya, and Insko (2009) agree that the effects of stereotyping do not stop with the Mexican American adults it is funneled down through children via their parents, which infers the damaging effects continue through the generations of Mexican American group.Bernstein (2007) pronounced that failing to address and education all cultural groups within the workplace will result in deeply seeded divisions between the workforce between group competition that will cause anger and frustration for all involved, and it will continue growing and expanding until the minority group has been squeezed out of the environment entirely. Exposing and Discrediting Myths and Stereotypes.Carr-Ruffino (2005) provided that exposing and discrediting cultural myths and stereotyping require that everyone be listening and hearing one another. MacDonald (2010) identified that people achieved their understanding by believing their perceptions and that it influenced the way they think and behave thereafter. Individuals helped to realize how important it is to recognize the beginnings and nuances of cultural myths and stereotyping are more likely to change attitudes and behaviors in a way that compliments the whole rather than individual groups.Wolf, et al (2009) provided that a critical step to creating a unified workplace environment required tools and methods that will help everyone to learn to critically interpret different cultures, uncover embedded i deologies, and learn to become socially obligated employees and citizens. Schwartz, et al (2010) articulated the critical need for getting everyone to question the deeper meanings of all cultural groups within the workplace will enhance knowledge that will provide the potential for critical thought thus, bring awareness of individual beliefs and value systems that can be blended with others.Sarach and Spodek (2007) revealed the need for organizations to create shared experiences between groups supports acculturation and assimilation processes that are critical to creating a unified environment dedicated not only to the good of the organization but to the good of one another. Transformational leadership is also critical to safeguarding initiatives to expose and discrediting myths and stereotyping.Schwartz, et al (2010) identified that leadership that is positioned to help overcome cultural linguistic challenges such as the Mexican American that can speak English but cannot write it is able to overcome it without being subjected to the stereotyping that hinders self-esteem will help level the playing field between groups. Creating multicultural teams in a workshop that is designated as support groups is another method of bringing differing groups together to achieve a truer and more just understanding of one another.The objective of bringing everyone together in a workshop should be to make certain no one is capitulated it is also not about identifying the one committing a wrong he or she does not even realize as being done or said. The workshop is a great environment for working together to grow cultural awareness, agree on methods and strategies for overcoming the challenges, and unify to eliminate the harmful effects of cultural myths and stereotyping. A workshop is for getting to know one another, learning about differences, and asking questions about perceptions received.Debunking cultural myths and stereotyping requires a long-term commitment from the leadership and all employees of the organization to one another and it begins with implemented learning strategies. proof As previously identified globalization and new technologies have created opportunities for connecting differing cultural groups from all over the world the Mexican immigrant is no exception. Aberson and Gaffney (2009) identified the Mexican cultural group as being one of the fastest growing cultural groups in the United States.The authors also identified the group is being consistently challenged by some that wish the group to maintain a social stratification level that is far below that of an in-group in the workplace. Chao and Willaby (2007) provided that bringing unknown cultural groups into the work environment can serve to alienate those of the minority groups from those of the in-group some of the exhibited behaviors have included everything from forced segregation to critically malignant forms of discrimination that can contribute to group elimination. Me i and Russ (2007) identified that the establishment and upholding of organizational policies that have been designed to protect immigran