However, the primary consideration that is put in place is how different the treatment of the group is from the majority, or other, the larger group. Due to the rising awareness and the constant regulatory measures being put in place to help protect the minority groups, there has been an increase in the need by the various companies to strategize on the approaches to overcoming these problems (Baron, 2014). It is on this ground that this paper tries to analyze a case scenario and the various ways in which h the same problem may be avoided in future.
Due to globalization and acculturation, in any workplace, it is very obvious that various people from a series of social, racial and cultural backgrounds will be found. Inasmuch as they may be working together, there may never be any other common thing between them. Most of them will generally tend to get along well with each other; however, the truth is that due to their difference, some may never. In such a case is where the problem of unacceptable behavior and discrimination may begin (Arrow, 2012). At some point, a statement that may have been made by a colleague or manager without any ill intent might often be misunderstood, and rather; viewed very negatively. In such a case, it will be very easy to resolve the problem. However, in the case of deliberate and outright show of discrimination, there may most probably arise a kink in the system, hence a friction.
This often is recognized in case it comes from a manager through his making of racist or derogatory remarks regarding individual person or group of people. For example, this may be portrayed by the declining of application for a position by a disabled person, yet they may be more qualified than the other applicants (Bendick, Jackson & Reinoso, 2011). The other example; that is frequently seen is the advert specifying the age and age