For example, it is not a good practice to limit diversity to only workforce representation — like some organizations tend to do — and reserve bigger decision-making roles for a select gender or race. Popular American clothing retailer, Abercrombie and Fitch, found itself embroiled in many lawsuits, as it was thought to be promoting a particular race to increase its sales by including and hiring a majority of white Americans in the positions visible to public and pushing people of color to stockroom jobs. The positives of diversity and inclusion outweigh many challenges, which can be handled if organizations have diversity management measures in place. Therefore, it is important for companies to have and manage the policies that contribute to positive work environments in order to leverage
However, they are very orthodox and may conflict with the employee’s best interests. Therefore, the rate of attrition at Biocon is very high with huge dropout rates by employees especially in the Sales team. This negatively affects the company’s image in front of the market and in front of the customers. However, there are several HR policies implemented by Biocon which are highly motivational to its employees. Firstly, their recruitment policies can be beneficial to employees using the ‘Employee Referral Program’.
At this situation, you must bear in mind the business ethics which can lead you to the correct direction. Moreover, if you accept the request once before, the professor would demand more often and by now, if you deny or ignore them, they may threaten you by attempt to fire you. Hence, you might suffer from tension and depression and will decrease the productivity during working hours. As in today’s business environment, sexual harassment in workplace is getting more common. The manager and supervisor of the company must be a role model and must pay full attention for their employees to prevent any harassment happen.
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.
This study states that, “The accuracy of a crowd’s prediction cannot be worse than the average accuracy of its members… Furthermore, the amount by which the crowd out predicts its average member increases as the crowd becomes more diverse” (Page, n.d, p197). The author here refers to the businesses of prediction a business that is not an easy one hence proving that people from diverse backgrounds bring different and innovative ideas to the table. This can be in any field of business, the reason is not that the people from different cultures will be smarter than those of the dominant culture but simply because they have different experiences and different backgrounds so their thinking is unique from the others. The combination of these two mindsets is then better than the
From this issue of ageism in workplace, it will automatically influence the management decision and can have an implication for promotion, recruitment, job security, salary, and termination of an employment. It does not only give big impact to the organization or company, but it may also give negative effect to the older workers. Besides that the ageism attitudes according to Hayes (1993 cited in NCAOP 2005), it will lead to the elder abuse. When there is always judge the older people by assumption rather than reality, this may lead to treating the older people in particular way such as prohibit the older person from doing activity because perceived that they are
Moreover, most big companies tend to place their employee to certain department based on their language instead of their skills to make it “easier”. In addition, in this era, most of the companies hire employees from different races due to globalization. So, as we can see, there might be some of the employees that would be racist towards other races so probable that they would not accept having other races working at the same department as they are (Racism 2015). It does not matter how unfair it is to the inferior races, they still have to learn to accept all these people around them and learn how to be professional in the workplace in the midst of racism and hate crime. Sometimes there are workers that say harsh words to the workers from different nationality as they are and that is usually came from the workers with higher ranking in race.
However, it is a double-edged sword and unmonitored diversity may cause a great loss to the organization in numerous ways. Ignoring the mounting costs of mismanaging cultural diversity in the workplace will have long-term effects on your company’s future. Mismanaging cultural diversity at work causes unhealthy tensions between employees and employers and a loss of team
Conflict creation is mostly occurring in organizations. Bellow - ranking employees clash with higher ranking employees: operational methods antiquate, advanced thinking, lack of accepting refused to settle in organizations in conflicts is consists from principles, nature, public and cultural standards are factors to generate stress .To motivate employees there are some main points: 1. Give staff more rewards and credits and what they need.if the employee done great work gives them more rewards and appreciate and recognition in front of his subordinates . And it really motivates the employees and then they perform better and work hard for the organization
Therefore, the employers should study the pros and cons of adopting FWA, and how is it going to affect the productivity of the employees in the business. As we discussed the pros of READ adopting FWA earlier, we come to discuss the cons of it. - To begin with, business owners and managers need to recognize that flexible work arrangements are not always appropriate for all people, jobs, or industries. In some jobs or industries FWA can turn out to be catastrophic while it decreases productivity immensely. - Another challenge that could be faced by employers adopting FWA is if the employees weren’t willing to adapt to such changes or weren’t able to resist any non-work temptations.