Diversity that exist within the workplace is becoming one of the important issue among other issues. Diversity is a something that is attention worth that will lead to things like workplace relationships between employees, personal improvement, and inclusion. Diversity also relates to the level of the distribution of heterogeneity within the group of workers in the corporation (Simons et al. 1999). So, a diversity does exist from the different composition of group of personals, in the context of corporation or organization will refer to workers (Kearney et al.
Therefore, we all have to introspect into the part of our bodies that capture our imagination. One of the most overlooked aspect that shaping our identity is the social groups in which we find ourselves. Our identities become defined in numerous ways. For instance, in the United States, identity is commonly defined by our racial and ethnic alignment. Likewise, in other circumstances, our familial backgrounds, religious alignment or sexual orientation defines our identities.
Historical and Contemporary Aspects Originally, women were more involved with domestic work and still are especially in developing countries. This changed in the 20th century when they began joining the corporate workforce then dominated by males getting upto 60% of what the males earned. As a result, more women got employed
This is also an example of how social norms is an important factor to this wage gap. For instance, fewer women than men are aiming for the very top in jobs, and “among senior managers, 60% of women say they want to be a top executive, compared to 72% of men”(Lebowitz). This may be based on the assumption that women may prioritize other aspects in life, such as starting a family, which was previously mentioned. This affects their choice of being promoted to higher positions because it requires more hours and commitment to the job, and
Organizational culture In the past decade much attention was given to study organizational culture as it has proven to have effected on performance and success of organization. Organizational culture has been considered as one of the components in success of an organization, as it affects all the functions of an organization. The concept of culture has been defined differently by each scholar (Schein, 1990). Most of the researchers state that organizational culture is a set of values, norms, assumptions, beliefs and understanding that are shared by the member of the organization and is taught to the new member of the organization. Schein defines culture as “a pattern of basic assumptions - invented, discovered, or developed by a given group as it learns to cope with its problem of external adaptation and internal integration- that has worked well enough to be considered valid and therefore, to be taught to new members as the correct way to perceive, think and feel in relation to those problems” (Schein, 1990).
Government Accountability Office (2005), a majority of experts in DM identified a number of leading practices to manage diversity as illustrated in the following paragraphs. Firstly, "top leadership commitment" means that the top level of management is committed to providing all organization with a vision of diversity. Second, "diversity as part of an organization’s strategic plan" means that the strategy and plan of diversity are developed and associated with the strategic plan of the operation. Third, "diversity linked to performance" means understanding that diversity in the workplace is critical to increase productivity and develop an individual and organizational performance. Fourth, "measurement" refers to the measurement of the impact of an overall diversity program.
For the past 20 years, women have outnumbered men among new graduates and, as a consequence, female employees are now generally more educated than male employees. Without these educational achievements, the gender pay gap would be even wider. Even though women are educated, they usually can work for a job that not equivalent with their qualification and also it is because of little jobs opportunities. Furthermore, persistent gender pay gap within sectors and occupations cannot be explained by differences in
INTRODUCTION This assignment will focus on explaining the importance of diversity management, challenges of managing diversity, give strategies and implementation of management diversity in the workplace. Diversity management intervene in the workplace of different cultures with the aim of maximizing every individual’s potential to contribute towards the realization of the organization’s goals through capitalizing on individual talents and differences within a diverse workforce. (Chartered Institute of Personnel and Development 2005: 1-7). Whether or not organizations are effective in managing diversity are a function of senior managements’ commitment, and the perceived centrality of
Regular conflicts in the society, occur due to cultural diversity. For instance, a particular Culture can influence the social organization of a community. Authority can in this case is the power that group members exert in decision making. That is individual resolutions made, relating to the group, normally affect the personal reactions when complex situations and circumstances confront the group. Charles Tilly had the idea that people have rational choices to make to defend their deeds (Tilly 2005: 24).
On the other hand, the role of leader in today’s organizations has changed and the success of any organization relies on the relationship styles practiced by leaders (Hina Saleem, 2015). Therefore, employees with high job satisfaction are likely to exert more effort in achieve common goal in organization. One of