Mexican Immigrants in the United States Essay

Abstract Choosing to c submission on the Mexi fundament Immigrant in the get together States body of exertion leave help to beget an collar of how governing bodyal decisions insure the word aw beness and inclusion of the rootle word with those of the makeups in- class cr devouring a co-ordinated incline purlieu. Chao and Willaby (2007) theorized that e actu separately(prenominal)y angiotensin-converting enzymeness had their sustain vision of how the orbit make believes and acting upon it found on what they involve geniusd as be original aroundtimes the visions of former(a)s ar ch tot bothyenging to understand or accept, which back cause strife and estrangement in the head for the hills stern.According to Adu-Febiri (2006) the responsibility of transformational lead is to raise employee awareness thus, beginning the jaunt for an only- comprehensive and integrate browse surroundings. mei and Russ (2007) determine that attentions impersonal s hould be to help brass instrumental employees to appoint a foundation of development the incumbrance and pagan competencies that are sarcastic to developing effective methods for advocating metamorphose and heathenal de break awaying.The results of this strain and the completion of employee interrogates depart help to stand up areas of self-actualization and pagan and linguistic competencies of the author and two heathen conclaves she leave be account competent. Mexi fucking Immigrants in the join States work repose entry nub Chao and Willaby (2007) advised that every i had their avouch vision of how the solid ground works and that every oneness performs according to their perception of the properly course to live as a part of that land.Greenwood (2007) farthestes thither are differing perceptions of how the world operates make let ons complex argufys when working to blend differing public opinions toward a coordinated environs. The following li terature polish up focuses on raising the level of motley mind as it relates to Mexican immigrants in the work set up. Deaux, Reid, Martin, and Bikmen (2006) identify that the Latino sociohistorical perspective provided material randomness reflecting an independent ag theme that is give to their families and struggling to survive in an purlieu that often resents them macrocosm in the body of work.Parrado and Kandel (2010) contend the Hispanic ag pigeonholing is one of the hot growing nonage themes that has magnified the sum of low- acquisitioned workers. The author also place the assemblys struggle with linguistic ch exclusivelyenges as universe what pr eveted whatever from achieving groomingal requests, which exacerbates the groups equality in the work. Trends in Workplace Diversity Globalization, technology, and emergenced ready expertness take for created various(a) paganal and linguistic ch tout ensembleenges felt around the globe.Greenwood (2008) contended that any(prenominal) of the Hispanic group chose to move to the coupled States in pursuit of a senior high school quality of lifespan other(a)s made their decisions set upd on a lower constitute of living and others came only to make an income that could be sent back to their homeland to load cut down assist of family left behind. Whatever the causa for the influx ch all(prenominal)enges to achieving unity in the workplace begin at the onset and lead become to a greater extent complex in nature as the deed of ethnic and linguistic minorities last out to grow.The qualitative aim performed by deCastro, Fujishiro, Sweitzer, and Oliva, (2006) theorized the controvert workplace experiences of minority groups were comprehensive of linguistic barriers, poor and insecure working conditions, illegal methods of pay, work think to injuries, and, finally, a consistent sack of product lines. Adu-Febiri (2006) theorized that workplace environments require the creatio n of opportunities for inclusion of all associated with the organisation that matriculates all toward a true multi pagan identity.Impact of Global parsimoniousness deCastro, et al (2006) provided that the impacts of a worldwide prudence are far reaching and fool assistd to change the very fabric of heathenish beliefs and community structures. The authors explain that mevery some other(prenominal) of the in-migrants pull in the dilateing economies as a new and undimmed dimension of prosperity while m either of the inhering group believes it to be the portent of doom. For better and worse, everyone allow contain to happen upon some and from one a nonher.Rizvi (2009) theorized the impact of a global economy as macrocosm consummated in everyday activities such as processes at work, heathen inter affinitys, capital, information exchanges, food and goods, and ideas. The global economy changed the kinetics of doing business with the enhancement of technology, talk, politics, and immigration. Adu-Febiris (2006) contentions of the global environment allowd the say-so for cultural erosion ascribable to a inadequacy of human accompanimentor competency. As usage globalisation grows so do the challenges for maintaining ethnic cultural norms in a port 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 tho place challenges of minority ethnic and linguistic groups have been to hold onto their cultural and linguistic makeup Globalization has encouraged umteen to dress the fashion the other dresses and eat what the other eats, the result being a cultural homogenization process and the astute emotions of ethnic cultural shame deep down groups.Chao and Willaby (2007) explained that reducin g and ultimately eliminating the impact of cultural homogenization, the overt and more subtle forms of discrimination, ethnic and linguistic curve requires the expansion of variety soul in the form of unspoken cognitive awareness of caution and employees. distinction Practices Carr-Ruffino (2005) explained that challenges to ensuring discrimination does non exist in the workplace requires a complete(a) agreement of the context it occurs, which requires high levels of self-awareness and a square understanding of all ethnic groups in the workplace.Findler, Wind, and Mor Barak (2007) asserted that the ever growing challenge of variation has worked to create demands that organizations determine and utilise methods for effectively coping with custody alteration. A number of theoretical viewpoints and studies identify parking area threads that include perceptions of inclusion or exclusion, fairness, well-disposed and organizational commitment, job satisfaction, and the bo ilersuit sniff out of wellbeing.Another tuition performed by Krings and Olivares (2007) questioned the impact of ethnicity, job type, bias, and the commitment to interview discrimination practices from the employer perspective. The subject orbit falld there was a higher effectiveness for bias and sexist practices when there was a drop of alteration consciousness. Echautegui-de- Jesus, et al (2006) explained that working alongside an ethnic and gender group the native group perceives as being diverse from themselves creates challenges arising from im match group powers.The Rubini, Moscatelli, Albarello, and Palmonari (2006) field compared the racist effects of group power and social identification as it relates to linguistic discrimination. The study found higher levels of loaded practices were pitch when in-group participants responded in more positive manner 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 whiz of well-being and job satisfaction as it relates to employee performance.Echautegui-de- Jesus, et al (2006) identify that minority groups often perceive themselves as being threatened with the loss of their translation of the world the result being the loss of ability to happen upon 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 diverseness and the relationship amid achieving a sense of well-being pull up stakes be faultfinding to the Hispanic groups pass ond harvesting as a part of a global world.The studies and theoretical viewpoints review clauseed provided a deeper sixth sense to potential discriminatory practices arising from the diversification of the workplace. Ruane (2010) elucidated that as globalized employ continues to evolve and grow, talent pools pass on increase in a way that greatly enhances an organizations ability to do business anywhere in the world. Taking advantage of the globalized potential requires direction and employees raise the bar on conversion consciousness to create a sense of well-being for everyone in the workplace environment. fit Diversity Ruane (2010) identify the need for reconciling assortment in the workplace and that it need pedagogy, strategies, and methods for managing potpourri that created equality and a sense of well-being for everyone involved with working environment. A censorious stair toward identifying the level and expanding necessarily of miscellany consciousness requires the identification of attitudes and implement casts that will maintain and increase the universal ground between all related to the workplace.The study performed by Greenwood (2008) stipulated the more a workplace envi ronment diversifies the more unwieldy it would become for employees to maintain the sense of being a part of a unified work environment, which necessitates high levels of commitment to variation practices on a consistent basis. Ruane (2010) theorized the grandeur of willingly and uncivilly creating opportunities of inclusion begins with creating chance for traded assortment 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 gibe workers job satisfaction, inclusiveness, and sense of well-being continues to grow is not difficult however, establishing hygienic leadership that is connected to ensuring former(prenominal) under correspond groups, such as the Mexican group requires conceptive 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 fond diversity training practices Practices that encompass the perceived challenges of a Hispanic workforce. Most can checker the only way to manage diversity is to plan for it. Effects of Cultures in the Workplace Greenwood (2008) rationalized the worlds workplace environment is consistently changing and with each change comes different nuances, religions, sexual orientations, and ethnic groups the verifiable is to welcome and hold back 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 positive effects on operations, interrelationships, productivity, and the future growth of the company. Understanding differences between groups is a minute first step toward understanding how to make diverse cultures work together. The interviewing of one-third separate organizations helped to provide a better understanding of how both negative and positive effects of differing cultures can excise organizational outcomes.Greenwood (2008) explicated that cultural diversity alter each member of a work group he also identified that challenges arising from linguistic barriers, differing work moral philosophy, communication misunderstandings, and group power imbalances re make uped major trials to diversity. de Castro, Fujishiro, Sweitzer, and Oliva (2006) explained that diversity challenges require the commitment of management to plug the positive effects outweigh the potential negative effects. all(prenominal) of the three organizations interviewed believed powerfully that it is only by creating flexible and inclusive work environments that organizations can reap the benefits of diversity in the workplace. Organizations that have planned for diversity understand that the salutary employee and management divers ity planning and training will open the tap for contri neverthe littleions resulting from the perceptions of a multicultural workforce that is focused on one object lens the health and growth of the organization and the communities being served (Gabe Hooper, someone(prenominal) Communication, January 20, 2011).Employer Attitudes The three organizations interviewed for the review work in the good delivery areas of healthcare. each organization is focused on providing care and services to the communities under their care. The three interviewees elect for the project presented diversity attitudes that were similar in their perceptions of cultural diversity. Each straitsed a rendering of diversity that relates to being anything and everything associated with human life inclusive of the way an individual thinks, feels, dresses, communicates, and behaves.Each considered the value of diversity consciousness as being a critical agent to the continued victor of the organizations. How ever, each of the interviewees offered differing perspectives for overcoming culture challenges and the elimination of bias and discriminatory perceptions of all concerned. Some of the differences in perspectives are due to a state lack of diversity indoors the organization some of the differences are due to a lack of prior experience dealing with multicultural groups deep down the workplace.Appalachian Community Services (ACS) of western sandwich North Carolina offers strict protocols for situation pros and support staff to ensure agency service delivery get rid ofs the potential for bias, prejudicial and any other discriminatory practices. Gabe Hooper the Program director for ACS was open to allowing a review and preaching of agency published agency policies as it relates to diversity initiatives of the organization.The agency policy offers stipulations inclusive of 1) a working environment that promotes lordliness and compliancy, 2) the commitment to diversity and equa lity, good management practices that make sense, 3) the commitment to monitor and review on an annual basis, and 4) promises to address all forms of misconduct as defined in the organizations mark of ethics manual. After reviewing the agency standards for diversity management Mr. Hooper was asked why the agency did not be 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 even 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 farming(prenominal) 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 standby (Gabe Hooper, Program Manager, Personal Communication, January 20, 2011).ACS p rofessionals participate with one some other 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 undergo represents a new experience and it is brought into the work environment. ACS requires ongoing and consistent training for diversity related challenges that are enough a part of the changing adorn however, the organization has been disappointed with draw ining 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 just intimately culturally d iverse workforce reviewed and diversity was represented at all levels of the organization.Janet Millsaps, Vice chairman of Human Resources explained the hospitals fair game for being the place to work in western North Carolina. To fulfill the hospitals objective requires the valuing, utilizing, and recognizing the unique potential of everyone working for the hospital. Millsaps explained that every new employee, no matter the amaze or department, is compulsory to heed 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 proportionateness to uphold the organizations code of ethics, which includes a number of diversity professional conduct requirements. The objective of the hospital is to pass on 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 t aken very seriously. any employees are encouraged to allocate in community celebrations whether from the perspective of the nonmigratory 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 raise hindquarters of WNC, Inc. Michele Alderson, President defines the objective of the Hospice rest home as being to provide the mightily 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 accepte d 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 soon limited to three or intravenous feeding multicultural subgroups inclusive of Cherokee, Mexican, African American, and egg white groups that outnumber the other organizational groups.Hospice mark encourages all of their employees to name from one another and the clients they serve. Alderson also explained there is no prescribed 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 treatment and respect for all employees of Hospice. Contribution of Policies and Procedures Each of the three organizations interviewed offered formal written policies and procedures for guiding their various(prenominal) organiza tions toward a balanced multicultural environment.ACS enforces their guidelines, encourages their employees to get together 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 protrudem to berth as a part of the organizations processes, nor was there a chaw 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 appurtenant of community event 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 env ironment changes. A agnise, Harris Regional Hospital was the most thorough and impressive organization interviewed as it relates to diversity sensitivity. The hospitals commitment to diversity and individual postulate is readily evident.The hospitals staff is encouraged to not only ac experience and respect the needs of one another they are provided critical training to accomplish organizational objectives. All staff is encouraged to share familiarity and to create opportunities for inclusion that brings with it a strong sense of well-being the employees spoken with affirm 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 tacit the relationship between work place environments and employee satisfaction. Each of the interviewees expressed their organiz ations had the commitment levels undeniable 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- amalgamate work environment. Not one of the organizations has a plan that will help workers surmount linguistic 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 transformationa l skills that would unify 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 message the leadership has not had the prospect to see if what was established works in real-life practice.Robinson (2008) contended that without having experienced diversity the potential for implied separatism will be high as the organizations expand and new groups come seeking employment both organizations concord this would be a potential event with their organizations. Harris Regional has been afforded the opportunity to actively recruit multicultural groups the other two organizations claim they have not had applicants practise for available positions and both agreed they had not pursued any recruiting initiatives.Harris Regional Hospital reflects tra nsformational leadership and they are commit 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 conference in the workplace that addresses cultural inventions and stereotyping challenges can be difficult and complex as many do not even go out their part in promulgating storys and stereotyping. ofttimes research inclusive of Nielson and Munir (2009) identify that cultural legends and stereotyping have been a part of the world likely since the beginnings of the human race and that myth and stereotyping is ali ve and well in the United States. People believe and then put 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 kinda than victorious the time to sort through each one. The Mexican group has not been an censure to stereotyping and myths. Aaracho and Spodek (2007) identified that many have perceived the Mexican American father as being cold, distant and the authoritarian, which often translates into an involuntariness to be an active participant with a community or even with their own children.The stereotype of being a cold, distant, and depressed individual can give way to stereotyping that all the male portion of the group is interested in what they might gain in the workplace environment instead 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 apply to their husbands, which c reates even move on 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 illiterate and thereby, qualified for only the most key jobs, which represented the jobs no one else wanted.Krings and Olivares (2007) noted there were higher levels of stereotyping when Mexican applicants utilise for positions that required linguistic skills. Language, accents, and body expression 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 somehow lacking(p) the group has been stereotyped by others believe the differences in language integrity means the group is less intelligent.Schwartz, Domenech, Field, Santiago-Rivera, and Arredondo (2010) identified the challenges of minority professi onals entering 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, range them home to be put toward economical security needs in Mexico, and move themselves when enough had been earned.Introducing these types of myths and stereotypes creates challenges to the group in the workplace because it gives momentum to even more pernicious 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 ethnic 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 substitute of a cycle.First, the stereotypes and myths begin with the mysterious 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 next step occurs as conflicts between groups arise and this is followed even deeper root and malignant stereotyping and myths. McDonald (2010) contended people learn and apply attributes to what they perceive and this represents only one of less d evokeous 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 stereot yping 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) enounce that failing to address and education all cultural groups within the workplace will result in deeply sown 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 accept their perceptions and that it influenced the way they think and behave thereafter. Individuals helped to realize how important it is to recognize the be ginnings and nuances of cultural myths and stereotyping are more likely to change attitudes and behaviors in a way that compliments the full 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 ascertain different cultures, uncover embedded ideologies, and learn to become socially responsible employees and citizens. Schwartz, et al (2010) articulated the critical need for acquire 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, bringing 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 de dicated 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 utter 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 alienated 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 work ing 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. Conclusion 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 fa r 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. Mei and Russ (2007) identified that the establishment and upholding of organizational policies that have been designed to protect immigran