Assignment On Diversity Management

Today’s most business primary concern is retaining workforce diversity. Recognizing the importance of diversity in the organization and effectively manage to ensure the organization and its valuable diverse employees are growing hand in hand. Rising of immigrants’ employment opportunity, joint venturing business globally has equally brought an opportunity for shared values, exchange of cultures and intelligence to widen the opportunity for business enterprise and also a platform for employees to reach target goal.

Though it may not have this affect on all students, it would most likely affect those that already have little to no motivation to continue their education. A third obstacle would be the staff. If you were to cut down on staff their would be less jobs and a higher unemployment rate. These employees would reject the layoffs because to put it simply, it is a loss of a job that can not easily be replaced. By making them find new jobs it could cause an uproar.

The chapter presents an explanation of various perspectives of culture with the aim of helping the reader understand how cultural identity develops. The chapter achieves its objective through an open structure which introduces concepts to the reader in a sequential manner. It starts by laying out the structures and demonstrations that social scientists use to acquire information about the development of culture. This is essential because learners need to be confident of the authenticity of information they are going to get from the book. Then the chapter proceeds to explore involvements that have an impact on the development of the cultural identity of individual persons.

We live and work in a diverse world, consists of people with divergent backgrounds with different needs and preferences. This multicultural world brings out the potential on improvement and efficient, but also comes with that are the challenges. Workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Kossek, Lobel & Brown, 2005). The culture of an organisation plays a big role in the performance and sustainability of an organisation, and it is also important to the well-being of its employees.

In this paper, I will be reflecting on what I have learned during this course about human services and systems thinking. This will include human service definitions, themes, and the history of the helping profession. Additionally, I will write about the models of service delivery, system approach to people, relationships, and organizations. Finally, I will conclude with where I am now as I consider a career in human services and where I would like to be in the future with my involvement in human services. In the textbook called, “An Introduction to Human Services” written by Marianne Woodside and Tricia McClam (2015) the authors write about the six perspectives that make up the human services definition.

Any developments or changes introduced have revolved around creating incentives to take up work and removing the deterrents around employment. Changes to existing programmes or the implementation of new ones, at times often lack consideration for the overall objectives of the social welfare system as they are sometimes a result of the reactions of several pressure groups. Programmes such as back to work allowance and back to education allowance have been successful and have helped a selected few back into employment. In spite of these improvements, the government still have yet to remove the barriers to people who receive social assistance payments that will enable him/her to return to work, which in turn may lead them to become socially excluded or fall into poverty. This could be seen as a step back from the Poor Law policy as by removing the outdoor relief this encouraged independency by motivating one to seek employment and it discouraged dependency on the

INTRODUCTION This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity.

As suggested above: training, training, and more training. Diversity in the workplace is always evolving and changing. Organizational leaders and Human Resource departments need to know, understand, and stay up-to-date on all the laws, regulations, and policies concerning diversity in the workplace. Is a strong communication campaign needed to ensure the public of Denny 's commitment to diversity or is a more subtle approach needed?

It contributes to research by introducing a framework, build on the framework of Van Knippenberg and colleagues (2004), showing the source of the inconsistent findings about the impact of diversity examined by so far, and the team learning theory of information use (Gibson, 2001). For the purpose of a clear understanding the key terminology will be defined first. Afterwards, an overview over different dimensions of diversity will be given and important theories of team learning will be elaborated. Explaining the impact of diversity on multinational team learning, three approaches will be defined before this thesis will come up with the framework that gives a conspectus of the moderators and mediators influencing the effects of diversity on the team learning processes. A short discussion will provide the reader with beneficial implications concerning the theories as well as managerial decisions, before a conclusion will be drawn to sum up

It also gives descriptive diversity feedback to human resource leaders to develop more effective initiatives in the future. Staff would ultimately feel empowered, valued and willing to participate again. One possible detriment of these assessments is staff comfort with the issue. Race, ethnicity and diversity still remain sensitive topics for some and although most staff say it is an important element in the workplace, I anticipate some feeling uncomfortable being that open and sharing feelings of discrimination, even if it does exist. This would in turn make it difficult for human resources to effectively assess and implement any necessary changes to staffing, policies or procedures.

Does the design end itself to a thorough, in-depth intensive examination of the phenomenon of interest? The qualitative design is appropriate to my research question. Given my research project is broad and complex, this design allowed me to refine my ideas and goals. This design allowed me to follow a path that leads to understanding of past experiences or occurrences in evaluating the effectiveness of universal MRSA screening. Likewise, the design helped me what aspect of my research to focus on.

Next, he provides how beliefs may contribute potential problems in a workplace. This article relates to the course in giving diversity education in which enables us to develop diversity consciousness. (Bucher, pg. 27) Harris provides the example

A comprehensive log will be kept for the first week to observe where I waste the most and the least amount of time. I will also keep daily and weekly to do list and continuously review my progress and reward myself for completed tasks. I will be able to apply these techniques and experience to future roles. Aim 2: Intergrate and identify knowledge gained from my studies to a practical working environment Strategies: • Research the company’s main goals • Identify relevant academic theories in the workplace; outcomes and ethics of the organisaion • Document the

Most directors and managers focus on improving the efficiency of processes with the software currently available, but ignore solutions that require major changes. Developing new applications is expensive and time consuming, so for them, there is no urgency to take the risk if not required. Legacy software has been used since the 1970’s with enhancements, but the overall framework is outdated and future capabilities are limited. I will share my experiences and propose new ideas to improve current procedures from the perspective of a junior analyst. Executives normally view processes from a high level with less detail associated with each process, and may not understand the day to day challenges faced.

Since then, organizations are now realizing the importance of maintaining an inclusive workforce consisting of all generations working together for the good of the organization. The Baby Boomers, Millennials, GenX’s and Traditionalists are employees that make up today’s typical organization. Each generation may have different expectations and values based on their generation. Consequently, these differences could possibly trigger workplace conflicts, stressful situations, poor work environments, miscommunications, and or reduced productivity. Organizations that are seeking to create a diverse work environment must be willing to address any underlying issues regarding generational differences.