9) Incorporating diversity plans and inclusive measures in employee and customer publications. 10) Planning Diversity related events and activities 11) Creating a workplace where different perspectives are valued and embraced, and increasing system awareness about Strong diversity policies. 12) Making long term commitment to maximize diversity and inclusion. Boost employee morale in the face of ever changing demands in the workplace. How will you implement new employee engagement programs that both resonate with employees and build a greater sense of comrradery amongst employees?
Today’s most business primary concern is retaining workforce diversity. Recognizing the importance of diversity in the organization and effectively manage to ensure the organization and its valuable diverse employees are growing hand in hand. Rising of immigrants’ employment opportunity, joint venturing business globally has equally brought an opportunity for shared values, exchange of cultures and intelligence to widen the opportunity for business enterprise and also a platform for employees to reach target goal. The objective of this argumentative essay is to achieve the highest understanding of workforce diversity. What is workforce diversity?
Firstly, employers in workplace try to increase productivity through compensation. Increase in compensation will increase the motivation of the employee and hence they will work hard to achieve the goals. Secondly, employers can focus on job satisfaction of their employees. Job satisfaction means treating them fairly and ensuring that they are involved in projects and are integral to the firm. Ensuring job satisfaction is one of the main ways to increase productivity.
• Hiring women, minorities, disabled, etc. will help organizations to tap these niche markets (Mueller, 1998) and diversified market segments (Fleury, 1999). • It also provides superior services because diverse employees can better understand customers’ needs (Wentling & Palma-Rivas, 2000), with the advantage of tapping into diverse classes and target groups, hence expanding the business market (Mueller, 1998) and diversified market segments (Flueury, 1999). As all segments of the society are stakeholders in the development and prosperity of society as a whole, creating and managing a diverse workforce could be seen as a social and moral imperative (Mueller, 1998). Impact of a diverse workforce • The challenges faced with a diverse workforce are the substantial amount of capital needed to continually train and develop employees on diversity.
PROMOTING WORKFORCE DIVERSITY “We need to give each other the space to grow, to be ourselves, to exercise our diversity. We need to give each other space so that we may both give and receive such beautiful things as ideas, openness, dignity, joy, healing, and inclusion.” — Max de Pree Workforce diversity, in simple terms is, a workforce consisting of a rich mix of employees from different backgrounds- race, age, gender, culture, ethnicity etc. From the abundance of different minds, comes numerous creative and inspired ideas. Diversity in the workplace brings with it a host of potential benefits for the company. It proves to be a valuable asset for any organization that seeks a competitive advantage over its peers.
Respondents said that helps their business in terms of: Language skills (73,5%) Productivity (58,8%) More creative and innovative workforce (58,8%) Greater share of the consumer market (44,1%) To conclude, the above survey shows that diversity and equality in the workplace is of a great importance for each employee all around the world. As it is shown, huge organizations nowadays are employing diverse workforce and this gives them new advantages over other who do not employee diverse workforce. Furthermore, diversity in the workplace is booming organizations in areas such as language skills, productivity, more creative and innovative workforce and as well as greater market share of the consumers. On the other hand, the survey shows that even organizations who promote diversity, they struggle to find ways how to better deal and promote diversity. Only, small amount of organizations are having a Diversity Officer who is responsible to deal with diversity issues.
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
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.
Every manager has an important role to play to promote the corporate culture and embrace cultural diversity. So companies must develop more diverse leadership teams. 6.1. Advantages: 1. Increase in Productivity, due to the fact that it may create a more competitive environment leading to increased productivity 2.
In this case, supposed the company should hire their employee from different ethnic groups to makes the team more diverse for the organization development, or the company should allocate the quota for different ethnic groups in board level in order to capture business opportunities. According to Rose, the workplace diversity could bring some positive impacts towards all employees within the organization such as productivity increased, creativity increased or even the language skills of employees can be improved by interacting with different people who speak different mother tongue (n.d.). It seems that getting more employee from different background could enhance the organization development and improve the employees’ qualities within the organization. However, the reality reveals that this is not the case in most of the