Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part
In this regard, organizations are exploring the inclusion of workforce diversity against the traditional monolithic structure. Ife Iron and Steel Nigeria Limited’s workforce has employees from different regions of the country, cultures, generations and genders. Just as organizational performance is highly influenced by individual employee performance, the positive outcomes of workforce diversity at the employee level would also act as intrinsic as well as extrinsic motivational factors for them and would also increase employee participation. Therefore, this study focuses on the employee’s perception gained through their personal experience in dealing with workforce diversity - with respect to age, gender and ethnicity in the context of their organization in Ife Iron and Steel Nigeria Limited. An attempt is also being made to identify potential
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.
The benefits that can be derived out of multicultural workforce includes a bigger pool of creative ideas , solutions , better accessibility to new markets and also better adaptability to marketplace changes. 1.3.4 - Performance: Cultural differences within a multicultural team must be dealt with in order to connect the people within the team. Research indicates that a multicultural team achieves better performance than a homogenous team. A research by Jehn et al (1999) studied how various types of diversity affects team performance. He created a model which discussed three types of diversity, • Informational diversity: The differences that exist in the cultural background, work experience and other specialised
The sales career field is dependent on individuals to be effective. These individuals are not only the people who are out on the road or interacting with customers, but also the individuals who occupy sales leadership positions. As the Millennial generation readies to enter the workforce, leaders in sales organizations will need to adjust their leadership styles in order to accommodate the changes in social norms and work attitude of this younger generation while maximizing the potential of Millennials. The millennial generation consisting of 86-million individuals is the largest population cohort the United States has yet to experience (Doherty, 2013). According to Chou (2012), Millennials are individuals born between the years 1979 and 1994.
PURPOSE OF DIVERSITY MANAGEMENT WITHIN AN ORGANISATION What is Diversity? Diversity is the co-existence of employees from different socio-cultural backgrounds within an organization. These factors include race, gender, age, colour, physical ability/disability, national origin, religion, sexual orientation, values, ethnic culture, education, language, lifestyle, beliefs, physical appearance and economic status (Wentling and Palma-Rivas, 2000). Diversity at the workplace is a very complex situation to manage, though it comes with the advantage of increasing the effectiveness of an organization (Ongori & Agolla, 2007). Organisations, with diversity as part of its value, are usually notable for cultivating success and exhibit sustainability in
The increasing globalization has led to inevitable interactions among individuals from different beliefs, cultures and backgrounds. This means that people cannot work and live in confined workplaces, which which represents the greater part of the global economy. In point of fact, competition originates from virtually every part of the world. It is in this respect that most organizations, both the profit and nonprofit, have embraced diversity in order to enhance their creativity and embrace change (Meeussen, Otten and Phalet 636). Capitalizing and maximizing on the workplace diversity is, therefore, an essential aspect of modern management.
Leader-member exchange highly improves job quality and fulfilment and aids in demonstrating OCB. For firms to be able to incorporate the OCB, they have to hire people who have conscientiousness traits as they demonstrate OCB behaviour which often results in progression within an organization in special offers and job satisfaction. The workers in return gain respect and recognition for their work from the management which increases motivation and further inspire to adopt OCB. Employees with conscientiousness traits have great LMX quality relationships with their superiors. This leads to high levels of job satisfaction from implementing OCB giving them more responsibility and freedom and present constantly new opportunities for them.
Right now, many firms are rethinking the way in which they undertake business as a way to improve productivity and the quality of their products but also to stay competitive within the changing and unforgiving environment. Those who control the production have realized that investing in human capital in the form of training and development provides enhanced returns. CHALLENGES Globalization and industrial restructuring During the last four decades, the labour markets have experienced many changes but globalization and industrial restructuring have significantly changed the size and composition of the workforce. Quick exchange of labour, goods, and capital because of globalization also impacts the wages. Globalisation has brought new ways of production which do not require significant labour force and because of that the number of employed people declined.
Managing these relationships is vital to business success, as strong relationships can lead to greater employee happiness and even increased output. To reap these benefits, keep the dynamics of your employer-employee relationship in mind. So improves cooperation between employers and employees, minimizing the unnecessary conflict, keep employees informed of decisions that concern them, these are the importance of employee relations. And the conflict between employees and their employers arise because of different interests. To overcome for industrial peace, the employees and organizational interests must be merged or