The pros of both Kotter’s and Lewin’s is the fact that initiating change usually bring good development to an organization. Encouraging and accepting external influences also brings on a company to a lot of exposure which brings on good opportunities. The cons of the two men theories though is that there are no changing of the status-quo since change are only effected by top level management. Again there is lack of empowerment to effectively evaluate and make sure the change do occurs by the team for managing change. On Nadler’s theory, according to Wyman, (1995), the model’s theory does not put strict restrictions on the organizations of the managers and does not design a specific structure of the organization.
Diversity creates a larger pool of views and resources that companies can utilize to achieve goals. In a world where connections and personal relationships may be the most important thing, the increased diversity within a company can lead to resources we may not have otherwise. Resources can be relationships with other peers inside or outside the company. A specific example that I have encountered is when I worked for my father's business throughout high school. Although this example is not specific to the oil and gas industry it still shows the need for diversity in the workplace.
HOW DO FIRMS ENSURE INTEGRITY AND DIVERSITY IN A WORKPLACE? TERM PAPER BY JUVIN JUSTIN PEREIRA R504 PGDM (A) Introduction Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status. The world's increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from different parts of the planet. For this reason, profit and non-profit organizations
Two are better than one and in this case, without having to divulge his personal interests, chances are that management may support such changes in the accounting method of amortization. Oscar must provide the advantages of using the straight line method, such as less complication in calculation and balance allocation of the expense. In this way, personal interests can be aligned with company’s interests and other stakeholders. In case the decision of the company is to lay off some employees, then it can be that this action is better off and strategically convenient for the business. In the case the management team decides to remain in the current method, then other solutions can be done without the need to lay off some employees.
Importance of an Organisational culture It is important for an organisation to maintain a healthy organisational culture within the work environment as a toxic culture can make for an uncomfortable atmosphere where employees feel unvalued and unappreciated. Lundberg and Woods (1990), highlights how cultures can vary in strength from strong to weak and it is important to maintain a strong organisational culture where the values and beliefs of the organisation are consistent and will withhold against the external environment. Organisational culture stems from effective management as it leads employees into sharing the same beliefs and so affect the organisational practises such as decision making, motivation and job satisfaction, all of which
Diversity refers to the social, cultural and business variety in society. In an average company, there is a diversity of people from different age groups, ethnicity and gender. The government also introduced some regulations to strengthen disparity in companies and schools, for example the 40% quota of women within the group at the University of Vienna. Managers hope that workers from different countries, ages and experiences, achieve positive effects and for that reason a lot of companies established diversity management units to maximize the potential. Globalization is a main driver of the Cultural or Ethnical diversity not only because it makes it possible for people to access other markets and countries it also promotes a peaceful connection between countries.
Globalization has caused more inter mixing amongst people from different cultures and backgrounds than before. People are now aware of diversity in the marketplace worldwide with competition coming from almost everywhere in the continent. Diversity can be a solution as well as problem, it has its own benefits and disadvantages. Hence we have to tactically manage the diversity in order to get maximum advantage from the same. Every organization adopts diversity at their workplace in order to become more innovative and open to change.
However, have purely a top-down communication hinders creativity and the numerous room for improvement that they may have achieved if they have openly embraced bottom-up communication and a decentralised hierarchy like organisations such as Emergenetics. Bottom-Up Communication occurs when lower employees pass information, suggestions, opinions, or grievances to someone higher up on organisational hierarchy. Have such an open communication flow will stimulate an innovative environment whereby employees are allowed to be honest on their thoughts and opinions with the top management such as the Chief Executive Officer. As such, the employers should listen actively and be open in receiving the feedback, ask questions if necessary and try to implement the recommendations where possible. In some circumstances where a positive closure may not be achieved, reasonable explanations ought to be provided so that the counter-party will be able to understand the reasons for it.
Further, inclusion is needed to realize the benefits of having diversity that goes beyond just meeting workforce representation. Advantages: It is imperative to introduce diversity and inclusion in the workplace because of several reasons. A diverse workforce produces better results. Diversity garners huge business results. A company that embraces diversity can expand its skill base, as people from diverse backgrounds bring more innovativeness and creativity to the workplace by using their experiences, skills, and cognitive approaches.
The purpose of this approach is to be harmonious and for employees to build a good relationship with the employer. If there is any dispute it is seen as disruptive and treacherous, because the organization goals are above interpersonal conflict. Management does not seek negotiations with employees and unions because it is not seen as being necessary for achieving harmonious employee relations 2. Pluralistic