1.0 Introduction
Students are required to analyze current challenges faced by managers in the organization and provide some recommendations from an organizational behaviour perspective on how managers can better handle these challenges. The objective of this assignment is to develop our ability to analyze organizational challenges and suggest managerial improvements from an organizational behaviour perspective.
1.1 Definition of Organizational Behaviour
Organizational behaviour is concerned with people's thoughts, feelings, and actions in establishing a work. This study many factors which have an impact on about how individuals and organizations respond to, work in organizations and how organizations manage their surroundings. This is a field
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Organizations are increasingly emphasizing teamwork or as a source of competitive advantage in a diverse workforce. Every person must be treated equally when it comes to obtaining a job, improving in their career, and being treated fairly in the workplace. In fact, we realize this is not the case. Unfortunately, our reality is unfair treatment when it comes to an individual's gender, race, culture, ethnic origin, lifestyle etc. These discriminations still exist in salary decisions, hiring and so on. Diversity is essential in order to achieve ultimate success. Workforce diversity is a fact of organizational life. It is usually a key concern for theory and practice in organizational …show more content…
Workforce diversity is essential for clarity and efficiency of all organizations. Strategies must be placed into the workplace to make the each organization become a multicultural, diverse workplace in order to make this work. This process commences with managers but must include assistance from employees within the organization. There is a challenge to be sensitive to the needs of varieties employees and try to develop flexible employment approaches to increase their well-being. For example, creating management programs designed to provide constructive feedback to employees about their personal styles of dealing with minority employees, offering new benefits packages customized to the needs of various employees, providing a flexible time of working and job sharing. Last but not least, managers can establish mentoring relationships to support minority employees and informal networks among minority employees to provide social
Diversity and inclusion are implanted in UnitedHealth Group's estimations of Integrity, Sympathy, Connections, Development and Execution and are important to satisfy our general mission to enable individuals to live more advantageous lives and to help improve the wellbeing framework work for everybody. UnitedHealth Group's responsibility regarding assorted variety and consideration enables our representatives to contribute their best work, teaming up to be the transcendent wellbeing and prosperity business and group accomplice of decision. By utilizing the profundity of an assorted workforce, we can better address the issues of the inexorably multicultural customers, groups and people we
In the workforce, there are wage gaps amongst different races. African americans earn seventy-three percent as much as whites and hispanics earn sixty-nine percent as much (Patten 9). Although the Fourteenth Amendment prohibits the State and Federal powers to exploit an employee based upon their race, religion, and gender, there is still discrimination in how much a person earns based upon their race and gender. Even though there is an equal employment opportunity agency that protects an individual’s civil rights in a workplace, there is still racial bias in salary
JLL Case Challenge 2 : Address gaps in recent openings, paying close attention to where your company measures in terms of diversity and inclusion initiatives and steps you can take to stay competitive in hiring to promote a more diverse workforce. Diversity is an essential component in any organization because, people from different backgrounds and skills sets give different perspectives and innovative ideas which play a vital role in achieving its business goals. 1) At JLL (an equal opportunity employer) we consider people as valuable assets and we take pride in a culture that is inclusive of all backgrounds and experiences. 2) Currently we have 60,000 employees over 800 locations across the globe coming from different cultures, backgrounds,
These differences contribute to the organizations ability to be flexible, generate problem solutions, relate effectively to a wide range of clients and to providing a balanced range of services. An organization can invest in developing effective employment programs and strategies that support diversity, but unless they have created an inclusive work environment, that celebrates and builds on differences and that is productive, rewarding, enjoyable and healthy for everyone concerned, they are likely to find that diversity creates more problems than it solves. They will be unable to take advantage of the benefits of diversity and are likely to have difficulty retaining employees. Work practices that make environments safe for all have achieved cultural competence and as a result are demonstrating cultural safety. Overall, this means that the workplace if spiritually, socially and emotionally respecting and appreciating different cultures and that there is no assault, challenge or denial of any person’s identity.
Introduction Organizational Behavior is the field of study which investigates the impact that individuals, group and structures have on behavior within the organization. We are born in an organization, we live, we work and most probably we will die in an organization. Yet most of us do not understand how people function, behave and interact between each other within these organizations. We also do not understand if people shape an organization or an organization shapes people. Different people work differently in different situations.
- Diversity brings a variety of ideas and viewpoints to the organisation especially when creative problem solving is required. - Diversity increases passionate workers and makes work fun and
In other words, workplace discrimination contributes to women’s lower socio-economic status which hence lead to women having to settle for low payed jobs or having the secretory-boss kind of relationship in order to be promoted. Most feminists writing about organizations assume that organizational structure is gender neutral but gender inequality in organizations is a complex phenomenon that can be seen in organizational structures, processes, and practices. For women, some of the most harmful gender inequalities are acted out within human resources practices. This is because human resources practices which include policies,
Organizational behavior: Emerging knowledge, global reality (7th ed.). New York, NY:
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?
Contemporary management involves many aspects of management. These aspects include planning, leading, organising and controlling operations to achieve certain organisational goals. When comparing different management levels it is evident that at all levels emphasise the importance of using resources effective and responsibly. Managers should be able to build their own as well as their subordinates’ skills, regarding decision making, monitoring information and supervising personnel are which are essential to success. Managers have great responsibilities, these responsibilities include managing a diverse work force, maintaining a competitive edge, behaving ethically and using emerging technologies.
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.
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’.
Before I attend to this class, I think Organizational Behavior (OB) is a concept how behavior affects the management, leadership and relationship among people in an organization resulting from the meaning of OB word by word. Nevertheless, this assumption was changed after I attend the Organizational Behavior class, which has the subject code BUS 314 thanks to my lecturer- Mr. Nguyen Dinh Hoang, who put huge efforts to inspire me to learn this subject. At the beginning of this course, he drew an overview of Organizational Behavior, is a field of study that explores the impact of three determinants: individual, groups and structure of an organization.
Diversity management can defined as an activity that recruits diverse employees such as women and minorities into the workforce and it’s also can increase the competitive advantage of the organization. (Stone 2013). By applying diversity management, a more productive environment will be created so everyone would have a feeling of they are being valued and their talents are being fully used resulting in their organisational goals are achieved.. (Kandola and Fullerton 1994, p. 56). Equality legislation helps the employers to know better on how to recruit and treat their employee fairly and also helps to promote diversity in the workplace. (Nibusinessinfo n.d).