Disadvantages Of Diversity In The Workplace

Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages. Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity. Unmanaged diversity in the workplace might become an obstacle for achieving organizational goals. Therefore diversity can be perceived as a “double-edged sword”. (Barbara Mazur, 2010) Performance management (PM) is a very important process of human resource management(HRM), in general.

CHAPITER 2: Theoretical basis and literature review UNDERSTANDING DIVERSITY The Concept of Diversity in the workplace has been growing faster than its concomitant issues could be adressed. “Diversity Management can be defined as the process of planning, directing, organizing and applying all the comprehensive managerial attributes for developing an organizational environment, in which all diverse employees irrespective of their similarities and differences, can actively and effectively contribute to the competitive advantage of a company or an organization. Managing employee heterogeneity is more important and more difficult than managing homogeneity in fully utilizing internal human resources. As diversity has evolved to become a critical workplace topic over a period of years, it has been defined in various ways. Thomas (1995) defines diversity as any mixture of components characterized by similarities and differences.

Rotation or enrichment of jobs increases the intrinsic factors of work – such as achievement, responsibility, and growth – and hence, has a higher probability of motivating employees. Both methods also enable management to fill vacancies without much difficulty, be more flexible with timetables, and adaptive to changes. Additionally, evidence supporting improved performance in manufacturing settings due to job rotation is especially relevant to Square International Company. Yet, drawbacks such as increase in training costs and disruptions in the workflow related to job rotation, as well as the ineffectiveness of job enrichment caused by infrequent feedback and focus on past problems must also be considered. Altering work arrangements (table 3.1.2) with flextime, job sharing or telecommuting is another approach to motivation.

One of the corporate values of this company is to provide an enriching and rewarding workplace for its employees. Its management strives to attain this by focusing to deliver quality services to its staff members through trying to mirror the viewpoint that its customers have concerning the company. It also uses some of its benefits like for example part of its profit to cater for various products such as accident protection insurance, company-paid cancer policy, and employer-paid life insurance for the employees. Providing these products freely or at subsidized prices mean the company focuses not only on attaining benefits but also on ensuring the corporate values are

In as much as the economy has increasingly advanced, the importance of excellent talent is becoming a top priority for most organizations. There are major anxieties with businesses when they have to acquire actual talent, retain and develop potential talent for their organization. Being aware that enhance talent within an organization will bring better outcomes. Management should then maintain a competitive benefit over its competition by measuring and tracking the skills and abilities of their workers. Different forms of measurements are achieved to measure the talents of human capital.

Executive Summary This assignment analyzes the employment relation practices of a large employer and a small private sector firm. The organizations that have been selected for this particular assignment include British Petroleum and SolutionsPT Ltd. The approaches that are used by British Petroleum in order to manage employee relations shows that management of the company gives particular importance to its human resources because the senior management of the company has a perception that satisfaction of employees result in success of the business in the long run. The HR department of BP has introduced several policies that can help to motivate the employees working within the firm. The performance based reward system was introduced by the

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. With workplace culture becoming a hot-topic in the recent world, Even though everyone agrees that the culture is important – but it is very difficult to point what the culture is and how to fine-tune it, so that it empowers the organisation as well as the employees.

It also relates to HRM because it mentions some tips and tricks that HR professionals can do to lawfully boost diversity in the workplace. Increasing diversity in the workplace is always a good thing and can also alleviate the tension between employees who sense that there is a gender bias present. If a business wanted to increase diversity in the workplace, they should come up with strategies and/or job ideas that both men and women can both do equally, or an equal amount of duties for each gender. Being able to increase diversity in the workplace is crucial for a business because it would not only make employees feel more comfortable, but it can also create opportunities for both genders to

With this initiative, comes the challenge for top executives and down to rethink their perception of others, and with this topic includes body art. Open-mindedness is required for a company’s diversity program to succeed. “Diversity sounds simple, but diversity encompasses race, gender, ethnic groups, age, personality, cognitive style, tenure, organizational function, education, background, and more” (The Multicultural Advantage – www.multiculturaladvantage.com). “Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability. Company-wide strategies can then be executed; resulting in higher productivity, profit, and return on investment.” (The Multicultural Advantage).

If he invests a lot in human resources, by recruiting talented employees and teaching them to all aim to the same range of goals and not to just think about profit, he will have a mind-set more appropriate to work in team and exercise his leadership. The CEOs is required to relate in a perfect harmonious way with the market, targeting untapped markets with a possibility of high growth, trying to impact as much as possible the industry by using one or more competitive advantages that the firms has. Musk strategy in identify a niche in the market is a good example of an effective leader in the company. Musk’s strategy is based on starting his companies within niches. For a small start-up, occupying niches is a significantly easier endeavor than competing head to head with global