In diversity training, skill building differs from awareness building in that
Options:
A. skill building offers tools needed to act on actual problems. B. skill building focuses on teaching unwritten “rules” or cultural values of an organization. C. awareness building typically focuses on active listening, coaching, and giving feedback. D. skill building is typically perceived as less useful or worthwhile. E. awareness building is tied to specific issues managers have identified. |
The Correct Answer Is:
A. skill building offers tools needed to act on actual problems.
Correct Answer Explanation: A. skill building offers tools needed to act on actual problems.
In diversity training, the distinction between skill building and awareness building is pivotal. Skill building stands out for its practical application in addressing real-life issues related to diversity and inclusion.
It focuses on equipping individuals with the tools, strategies, and techniques necessary to effectively navigate and resolve actual problems arising from diversity concerns within an organization.
This distinction becomes clearer when compared to awareness building, which primarily concentrates on enhancing understanding, empathy, and consciousness about diversity-related issues, often through activities like active listening, coaching, and feedback.
Now, let’s delve into the reasons why the other options do not accurately define the difference between skill building and awareness building:
B. Skill building focuses on teaching unwritten “rules” or cultural values of an organization.
Skill building does involve understanding the cultural dynamics within an organization. However, it encompasses much more than simply teaching cultural values or unwritten rules. While being aware of these aspects is essential for fostering an inclusive environment, skill building extends beyond cultural awareness.
It involves providing individuals with actionable tools, strategies, and techniques to navigate diverse settings, handle conflicts, and promote inclusivity effectively.
C. Awareness building typically focuses on active listening, coaching, and giving feedback.
This option rightly identifies some activities associated with awareness building, such as active listening, coaching, and feedback. However, these activities are part of a broader range of techniques used in awareness building initiatives.
Skill building, on the other hand, goes beyond these activities by providing specific skills and tools that enable individuals to proactively address diversity-related challenges.
D. Skill building is typically perceived as less useful or worthwhile.
This statement is more of an opinion rather than a factual representation of the differences between skill building and awareness building.
In reality, skill building is widely regarded as a crucial aspect of diversity training because it empowers individuals with practical tools and knowledge, enabling them to contribute effectively to a diverse workplace.
E. Awareness building is tied to specific issues managers have identified.
While awareness building might address specific issues that managers have identified, skill building is not necessarily confined to particular issues.
It aims to equip individuals with a comprehensive set of skills applicable to a wide range of diversity-related challenges, thereby enabling them to navigate various situations that may arise in a diverse workplace environment.
In summary, while cultural understanding, active listening, and awareness of specific issues are important elements of diversity training, skill building stands out by providing individuals with the practical skills, strategies, and tools needed to navigate and address diverse challenges proactively.
Skill building empowers individuals to take tangible actions that contribute to fostering an inclusive and supportive workplace environment, distinguishing it from the broader but less action-oriented approach of awareness building.
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