Companies are beginning to harness the power of diversity in order to benefit their employees and their business itself as well. As businesses and communities are becoming increasingly globalized, companies are starting to operate within a diverse marketplace. Establishing diversity in the workforce indeed brings about innumerable benefits. Promoting diversity in your company also implies having a broader collection of skills such as different languages and different approaches to the same problem as well as varied experiences from each diverse employee. For this particular reason, companies that truly engage in diversity will enjoy a competitive advantage over the other companies in the same industry.
Page has listed out a set of principles regarding diversity management. His works states that the higher the complexity of a problems, needs more diversity in the problem solving group. Secondly, the definition of diversity involves the diverse perspective, heuristics, categories and models. Thirdly, a logical approach to diversity management must rely on math, science, and empiricism, not anecdote and metaphor (James, n.d.). Dr Page believe that the diversity drives employees’
This course looks at the significance of diversity in management and the implications of diversity for how organizations are organized and how they function. The changing demographics of the workplace are examined and the significance of diversity for domestic and international business are discussed. Organizational approaches to diversity are examined and analyzed. The course attempts to engage differences within the class and help students develop leadership skills for managing diversity, including consensus building, conflict resolution and talking through differences. INTRODUCTION The United States has become a place where different cultures have immigrated to build their lives.
Preview your main points: First, I will reveal the misconception about about diversity within the workplace, then how we can encourage and support it, lastly the benefit of diversity within the workplace. Transition statement: Let me begin with the misconception about diversity is within the workplace. Body I. There are challenges to managing diverse work population. Managing
Even though in the workplace employees are interdependent, it’s important to respect individuals differences will help to increase productivity in the organisation. Having diversity in the workplace, can help lower the number of lawsuits and increase creativity, business image, recruitment and marketing opportunities. (Esty et al. 1995). It’s important that organisations practice diversity management for its success and the consequences such as money and loss of time should not be
These differences contribute to the organizations ability to be flexible, generate problem solutions, relate effectively to a wide range of clients and to providing a balanced range of services. An organization can invest in developing effective employment programs and strategies that support diversity, but unless they have created an inclusive work environment, that celebrates and builds on differences and that is productive, rewarding, enjoyable and healthy for everyone concerned, they are likely to find that diversity creates more problems than it solves. They will be unable to take advantage of the benefits of diversity and are likely to have difficulty retaining employees. Work practices that make environments safe for all have achieved cultural competence and as a result are demonstrating cultural safety. Overall, this means that the workplace if spiritually, socially and emotionally respecting and appreciating different cultures and that there is no assault, challenge or denial of any person’s identity.
Diversities bring a varied points of view and approaches to problems and opportunities can improve directing decision making. A wider range of creative ideas could provide by the diverse employees and they are more attuned to the needs of diverse customers. Diversity can also increase the retention of valuable organizational members. Diversity is expected or required by other firms. Diversity is more than just tolerating differences.
Age Diversity in the Workplace Diversity at workplace is one of the prominent issues in today’s world. It is the challenging issue that managers face to manage at the workplace. But it gives the highest output if properly managed. By managing the workplace diversity, companies can increase the overall efficiency that results in higher output. Besides, it enhances the image of the company to become ‘Employers of Choice’.
The ability of the employees to learn via thinking is an essential competency for the organization or the workplace, (Johnson, 1997). The authors have emphasized on the implementation of the resource-based view in the strategic leadership and management of the teams and organizations in general, and the use of the managerial skills in particular. This is a very important approach because the use of the resource based approach in general helps people working in teams to analyse the strengths and weaknesses in terms of the available resources for sustaining the competitive advantage. The managerial skills can be used by the team members when the resources of the firm are not adequate in order for creating a competitive edge. The managers working in groups can use their human, conceptual, and technical skills in order to achieve a distinctive position in the marketplace.
Government Accountability Office (2005), a majority of experts in DM identified a number of leading practices to manage diversity as illustrated in the following paragraphs. Firstly, "top leadership commitment" means that the top level of management is committed to providing all organization with a vision of diversity. Second, "diversity as part of an organization’s strategic plan" means that the strategy and plan of diversity are developed and associated with the strategic plan of the operation. Third, "diversity linked to performance" means understanding that diversity in the workplace is critical to increase productivity and develop an individual and organizational performance. Fourth, "measurement" refers to the measurement of the impact of an overall diversity program.