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.
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.
Workforce diversity is essential for clarity and efficiency of all organizations. Strategies must be placed into the workplace to make the each organization become a multicultural, diverse workplace in order to make this work. This process commences with managers but must include assistance from employees within the organization. There is a challenge to be sensitive to the needs of varieties employees and try to develop flexible employment approaches to increase their well-being. For example, creating management programs designed to provide constructive feedback to employees about their personal styles of dealing with minority employees, offering new benefits packages customized to the needs of various employees, providing a flexible time of working and job sharing.
Amongst such important aspects has been the ability of the organizational management to effectively enhance cooperation among the employees from different social, economic and cultural backgrounds. The study’s problem statement, therefore, includes the investigation of different variables that affect the diversity management within the place of work. b) Research questions. This study’s research questions are: 1. What are the benefits of embracing workforce diversity management at the place of work?
As most global business struggle with profit maximization, the issue of diversity is steering them in the face where they are mandated by various laws to ensure diversification in their employment process not minding even if all the result oriented employees they would need are from a particular sex or race. Given the fact that correlation does not equal causation, a greater ethnic and gender diversity in corporate business leadership does not mean more profit), but it actually do show that when companies promote within itself diverse leadership management, they tend to be more successful. More diverse companies are believed to be better able to win talented employees and grow their customer base, orientation, decision making, and employee satisfaction, and all that ensures a ripple increasing returns. This therefore suggests that other kinds of diversity such as age, sexual orientation, and experience are also likely to bring some level of competitive advantage for companies that can attract and retain such diverse
Article Summary In human resource management we learn that diversity is a strength to any organization. It allows for many cultures to come together to make an organization be available to a wider base of customers. As I read this article Sarah Fister Gale explains that there are many reasons why diversity is not always the best thing that a company could have. She explains that it is not necessarily needed within an organization because it brings a lot of friction with people from different cultures and it can cause many law suits for the organization. Gale states that although there have been a decrease in discrimination claims for companies not hiring, there has also been a rise in harassment suits from employees because other employees
2015 Author R. SasikalaandDr. N. Thangavel in their paper Workforce diversity and its impact on employee performance: a study of IT companies In Tamil Nadu have stated that today, Organizational response to managing workforce diversity is of a wide range. Still rest others are implementing the HR strategy to bring the change process in culture and work. Based on the results showed above, the overall effects of workforce diversity dimensions like gender, age, and ethnicity and education background towards the employee performance are significant in most of the ways. This study mainly focused only on four diversity dimensions which are gender, age, educational background and ethnicity, which may have limited the robustness of this research.
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.
B. CONCLUSION A healthy environment in the organizations cultivating diversity positively influences several employees and organizational factors like the ones studied in this paper, viz. employee satisfaction, and intent to leave or continue in the organization. From managerial point of view, it is important that enhancing workforce diversity and nurturing the diverse aspects of workplace carefully will bring about a better organizational diversity environment which in turn will end up being useful for the organization in several ways. Such activities won't just help in expanding organization's net benefits but will also help in enhancing its image and good will.
Work place diversity and Human Resource management Diversity To analyze impact of diversity at workplace on management, it is necessary to understand the term and have a base for reasoning and conclusions. Thinking about diversity, first thing that appears in the mind is differences; differences in the negative attitude. Misunderstanding, discrimination and stereotypical beliefs, all those concepts are seems to be closely related with diversity. But, abstracting from negative thoughts and trying to study the diversity, we will find out, that it could be interpreted absolutely contrary. "The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage, age, gender,