Communication skills are also very important to the ability to solve problems and work well with others. In the 21st century, the economy continues to increase. So do job opportunities and diversity. Maintaining social intelligence (SI) and finding a way to connect to others is beneficial to the company and employees. A managing director from Kelly Industrial, Ian Robinson, explains the convenience of social intelligence within a diverse workplace, “SI also helps to break down cultural barriers and can help improve productivity and teamwork in a culturally diverse workforce, as it leads to cooperation in the workplace by making people want to work harder while at the same time inspiring them to be more committed to their work” (Robinson).
For illustration, these practices include encouraging the use of a common language in the operation among all workers, encouraging participation of them, and continual communication between them and employers (Saxena, 2014). Managing diversity is important to achieve collaboration and cohesion among employees (Aretz & Hansen, 2003). Creating a teamwork atmosphere among workers is crucial for managing diversity in the workplace well (Farren & Nelson, 1999). Moreover, team working is critical for satisfying employees (Hanaysha & Tahir, 2016). Diversity management in the place of work is the process of connecting individuals from different backgrounds, religions, and ages to create a cohesion between them (Rosado, 2006).
Thus, the socio-economic dimension is vital for understanding the communication of range of interests and how managing diversity can improve organisational efficiency (Bratton & Gold, 2012, pp 56). As mention by Cornelius (2002), businesses that are responsible for embracing equal opportunity and diversity with the workplace often receives positive public image. Differences between Equal Opportunities and Managing Diversity at Work Equality Providing equal opportunity is related to treating every individual fairly and at one level without any biasness (Lorence, 1990, pp 12-34). This also relates to the phenomena of creating such working environment that motivates and values diversity and encourages dignity. For (Huxham & Vangen, 2013, pp 45-89), creating equal opportunity often reflects on ensuring and
Productivity increases exponentially when people of all cultures pull together towards a single inspiring goal (Ethno connect). Companies, therefore, should seek to create an organizational culture that encourages not only the diversity of the composition of its workforce but also personal performance. Positive influences of cultural diversity not only allow the organization to increase the scope of its scope; companies also receive a favorable exposure of each sector of the population because of its multicultural approach. Influence cultural diversity Cultural diversity is oriented to have a deep respect and understanding of various people in the organization. This aspect of the organization is strengthened by the feedback, teamwork, team activities and interpersonal communication.
Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages. Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity. Unmanaged diversity in the workplace might become an obstacle for achieving organizational goals. Therefore diversity can be perceived as a “double-edged sword”. (Barbara Mazur, 2010) Performance management (PM) is a very important process of human resource management(HRM), in general.
It offers a real chance to review and revise what equal opportunities is supposed to be about and how a positive change can be brought about in the workplace that benefits all. In this essay I talked about managing diversity, what it means and how it is more than just a ‘business orientated catch phrase for employers’. The differences between equal opportunities and managing diversity was discussed as well as the importance of justice and how it is a main concern and outcome for managing diversity. However the question still remains will many organizations implement this management philosophy or will they use the term ‘managing diversity’ for the appeal rather than the benefits? An organization that implements this and takes care of the social wellbeing of their employees will automatically see the differences and notice that justice is of high priority just as much as utility is, as ethical and moral business cannot be managed without doing so.
It is apparent from these two types of dimensions that the diversity in the workplace plays vital role. Diversity in the workplace attracts employees from wide range of backgrounds and this gives the organization chance to create creative, quality and talented workforce (Sunanda, Bagade and Prabha, 2013). Nevertheless, the workplace diversity can be responsible for conflicts between employees due to difference of behaviors, perception, attitudes, ideas, interest, religious and political differences (Abdel, 2012). Kigali argued that conflict is not always negative and it depends on how conflict is solved, if it is handled correctly, it can be valuable source of improvement (2006). These views indicate that although the diversity can be the cause of conflict, by handling them properly diversity can be responsible for huge advantages for the organization as it was mentioned
Staffing help organizations maintain efficiency and productivity. Staffing involves selecting the best people to work in an organization. SUMMARY:- Staffing is important in organization because it enables personnel qualified and efficient to work in their area of expertise and this help in the growth of the organization. CONCLUSION:- Every organization requires appropriate staffing of personnel in order to be successful. CONCEPT 7: CULTURAL BARRIERS TO COMMUNICATION Definition: - Culture is a set of shared values that a group of people hold.
II. Advantages of diversity in workplace An organization’s success and ability to compete depend heavily on how well it can manage its human resource. Acknowledging and well-define development plan for diversity are keys critical success factor that require awareness and actions from top management down to lowest grade of staff. Having diversity of human capital bring positive outcomes as follows: • Supporting recruitment challenges and skills shortages • Improving employee satisfaction and retention • Providing better client service and innovation • Broadening community engagement • Fostering organization process and problem-solving skills • Promoting organizational values more fully 1. Supporting recruitment challenges and skills shortages In country where human resource is limited, shortage of talent is a priority problem that inhibit the economy to grow.
Humans by nature prefer validation of their views and opinions. However, in order to truly reap the benefits of workplace diversity, it is important to shake things up a bit. This creates an environment where truly meaningful innovation can take root. • Cultivate an Organizational Culture that is Genuinely Open to New Ideas: Even the most diverse team will not be able to inject innovation and creativity in an organisation if they sense that new ideas are not welcome. Companies with hierarchical culture take time to get to the point where subordinates feel comfortable exercising their creative problem-solving skills.