It also makes it possible for the business to compete on the market and attract more diverse customers. Investing in Diversity management does not only bring higher revenues, it can also avoid discrimination lawsuits. „With demographic shifts, advances in technology and communications, and globalization, diversity is quickly becoming a driver of growth around the world.“ Diversity is not only beneficial for the companies the organizational culture gives the employee a feeling of belonging and the confidence that they can live their individuality and will be accepted if they do so. In my opinion, it is diversity plays a very important role not only for business also in real life, you can profit from other people with different age, other countries or gender, because you can learn everyday something new. Further, it is important to accept the people for who they are otherwise prejudice and stereotypes will be created and this would the first step to discrimination
As the teams become more productive, the organisation becomes more successful. The use of teams in a unitarist perspective also improves communication skills among the workforce. It is imperative that employees can listen effectively to carry out tasks efficiently and communicate with team members efficiently because of the responsibility top management places
The competition between businesses will ensure better quality of their goods and service they provide. Competition is well known for providing great productivity which leaders to a growth in the economy. Not only can competition improve the quality of work, it can also improve innovation. Innovation is an important quality to have in a company because it aids in keeping products and services fresh. “Economic Influence on Marketing” claims, “To keep current, your business has to adapt to changes in the industry and must always keep its eye out for innovative, cutting-edge technology and product improvements” (Bradley).
Moreover, it can bring greater efficiency for which you can efficiently deliver what you want to say when you have better communication skills. In addition, it can help in advancing career prospects. For instance, a leader that have good social skills can lead others effectively can help build teamwork which can lead the company to a success. Furthermore, it can increase overall happiness. For example, a manager who can communicate well with the subordinates can lead the success of a company because everybody can help each other out when
Like every individual do their best to show their power of talent. If an individual perform more then the task he use to do, he’ll result more benefits to an organization. If an employee takes more responsibilities then the given one. Could help out company as well as employee. If the improvising in job task is being done then the individuals will have more learning skills and will provide more goods to the company as it would be good for both company as well as individual.
• Diversity Management at Organisational Level: Organisations have a better grip in understanding of legal, political, social, economic, cultural environment. Better suited to serve diverse external customers in a well managed diversity enhances employees relations and reduces the cost of labor. Employers who successfully manage diversity are better at attracting and retaining skills and talents because many workers are drawn to companies that embrace diversity (woods and sciarni 1995 p
Contemporary management involves many aspects of management. These aspects include planning, leading, organising and controlling operations to achieve certain organisational goals. When comparing different management levels it is evident that at all levels emphasise the importance of using resources effective and responsibly. Managers should be able to build their own as well as their subordinates’ skills, regarding decision making, monitoring information and supervising personnel are which are essential to success. Managers have great responsibilities, these responsibilities include managing a diverse work force, maintaining a competitive edge, behaving ethically and using emerging technologies.
Innovation is likely to be positively driven by work designs that empower staff to work with end users and network with peers to find novel solutions to pressing problems. Quite a number of the cases the project collected reflect the importance of work organisation, particularly among the innovation-oriented networks. Working across horizontal networks supplements the traditional top-down hierarchy of bureaucracy and supports staff to expand their resource base and interactions in a way that can redefine how they structure their work. The UK’s Movement to Work showed this in action, with cross-departmental networks implementing an innovation and ensuring its success. Box 3.5.
The charismatic then establishes goals and becomes more involved with workers to accomplish the goals and fulfill the company’s vision. More challenging group goals can lead to increases in effort, and affect how the group of workers think innovatively in planning and execution to reach those difficult goals (Management by Objective, pp. 176). Fiorina captured the motivation of her employees by affirming them publicly for achievements and getting involved in gathering an understanding of the work conditions and assisting them in reaching
1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998). Researchers have shaped compelling evidence for the fundamental relation between employee performance and how management acts with them (Boheene & Asuinura, 2011).