Literature review:- Workplace diversity is high on the agendas of human resource (HR) departments and managers (Olsen & Martins, 2012), organizations have to adjust their practices. Because diversity implies that people are different from each other, this also means that people have more diverse needs in relation to what their organization offers them (Rousseau, 2005), For instance, organizations may offer the opportunity to customize their careers and provide them with an individualized choice concerning how they develop their careers in the organization (Greenhaus, Callanan, & Godshalk, 2010; Rousseau, 2005). When employees are able to make individualized career choices, the advantages of workplace diversity rather than the …show more content…
In the present time it is believes that the concerning with the family support it also resembles to organization tasks.Items were theoretically derived to assess employees’ perceptions regarding the extent that the work environment was family-supportive. Specific ideas for item content came from articles by Friedman (1990), Friedman and Galinsky (1992), Kofodimos(1993, 1995), Lobel and Kossek (1996), Magid (1986), and Perlow (1995). In response to these changes and the conflict they generate among the multiple roles that individuals occupy, organizations are increasingly pressured to implement work practices intended to facilitate employees’ efforts to fulfil both their employment related and their personal responsibilities (Rapoport, Bailyn, Fletcher, & Pruitt, 2002). In …show more content…
Joshi & J.S. Sodhi (2011), “Drivers of Employee Engagement in Indian Organizations”. The findings are Executives and non-executives alike, were relatively more satisfied with the job and perceived a high sense of involvement and commitment in their work and the organization. Saradha H and Dr Harold Andrew Patrick (2011),“Employee Engagement In Relation To Organizational Citizenship Behavior In Information Technology Organizations. As per author several literatures on OCB have highlighted the relationship between OCB and productivity, in-role performance, and business unit performance. However there has been no research established to find out if there is any influence of OCB on employee
Society and a workplace are influenced by social, political and cultural beliefs. These are based upon experiences of which are changeable. Throughout our lives, we develop these beliefs. In the article “Embracing Diversity for A Healthy Workplace,” the author Robyn Harris gives a reflection to help identify areas that can improve personal and social awareness. Inclusion treasures diversity and builds community in this article as he discusses how beliefs impact on diversity and different cultural groups.
Organizational diversity is a concept where an institution upholds diverse values owing to the differences in race, experiences and religion, among others. The composition of people from different backgrounds constitutes diversity. In the contemporary society, institutions are required to respect and nurture diversity. Diversity helps in bringing exchanges between people with varying experiences and backgrounds. As such, it results in positive benefits that enable the society to live harmoniously.
Diversity training provides the knowledge, skills and tools that will assist new employees on proper way to treat people who may be different from them by for instance their culture, background or ethnic. Some of the strengths of diversity training for new employees are its ability to create in them a positive idea of the organization and foster the idea of belonging. For instance, as a young woman and entry level employee, I will feel more comfortable working in an environment where diversity is promoting. Why, because I will feel more valuable, have an equally opportunity for advancement and must of all, have my rights respected. In the other hand, some of the weaknesses of diversity training during new employee orientation can be the address
Introduction Diversity is an intriguing and yet a controversial topic. There are both professional and personal inferences for it. My explanation of diversity or interpretation of the word will be changed throughout the course of this class. I am looking forward to expanding my knowledge and depth of the implications that diversity has as it pertains to my professional and personal experiences. Prior Experience with Diversity Before enrolling in this course, I had an erudition of what diversity meant.
The ways in which diversity can impact on work and work relationships: Cultural diversity can affect the workplace in numerous ways. Negative impacts can include miscommunication, creation of barriers, and dysfunctional adaptation behaviors. Positive impacts can include building a sound knowledge base fellow colleagues, which can make for smoother integration of the organization into foreign cultures. Many organizations have recognized that the workforce is changing and they are working to create a work environment in which diversity and difference are valued and in which employees can work to their fullest. They are dealing with the problems that arise when people in the workplace communicate.
Without limitless effort of employees this target is unapproachable. Extra effort behavior of employees making them work more for organizations rather than acting in normal standards is the basic definition of organizational citizenship behavior (OCB) (Rasheeqa Tabassum, 2016) As it is related with engagement and performance, an important concept for organizations. Ensuring productivity and efficiency in corporations could be possible through improvement of organizational citizenship behavior so it is critical. (Yasin Munir, Prof. Dr. Muhammad Ehsan Malik, Baktawar Javaid, Amina Arshad, Mayda Khalid, Rubia Nawaz, Sania Nazir, 2013)
- Ways in which diversity can impact on work and work relationships - The similarities and differences that exist between you and your work community may have an impact on your work. Everyone around you will have similarities and differences, there is a reason we are all individual people, we are all different and have something different to offer. Culture plays an important part in shaping a person’s behaviour. Cultural values and beliefs provide a framework for people to make assumptions about and respond to their situations and or circumstances. Culture also strongly influences perceptions and expectations.
In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.
The objective of this argumentative essay is to achieve the highest understanding of workforce diversity. What is workforce diversity? Why work force diversity is important? What are the benefits an organization and contract worker receives? How can an organization exploit and retain maximum benefit from diversified skills each employee’s possess for overall organizational success?
INTRODUCTION This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity.
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.
Successful strategies link diversity progress directly to business results. (www.diversityinc.com/diversity-management) Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization As a group we discussed diversity management and realized that the world is a big place and there will always be diversity.
Diversity can be defined in several ways. But, I define it as people coming together from different races, nationalities, religion and sexes to form a group, organization or community. A diverse group or organization value the difference in others. And when diversity is within the workplace, and academics, there are many different benefits. It can increase the income mobility within the workplace.
Age Diversity in the Workplace Diversity at workplace is one of the prominent issues in today’s world. It is the challenging issue that managers face to manage at the workplace. But it gives the highest output if properly managed. By managing the workplace diversity, companies can increase the overall efficiency that results in higher output. Besides, it enhances the image of the company to become ‘Employers of Choice’.
Moreover, both job satisfaction and employee engagement are playing a significant role through accomplishing the organizational goals and objectives effectively and efficiency. Job satisfaction is important in the organizational settings, because according to Robbins and judge in 2013, first of all, job satisfaction affects productivity because several studies have stated that, the more employees are satisfied and happy, they more likely to have more products. Secondly, job satisfaction influences absenteeism, there is a negative relationship among job satisfaction absenteeism because satisfied employees are less likely to miss work. In the third place, job satisfaction again plays an essential role through the decisions of staying or leaving of the workers within the organization which is called turnover .in the fourth stage, job satisfaction is the main consideration of an employee 's organizational citizenship behavior (OCB), also the employees who are more satisfied are more likely to involve in OCBs, and talk more positively about the firm.