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.
outcome and feedback loops to redirects to strategic and operational issues. In successfully Team based organization the complete focus is not only on teams but also highlights the essential role of the managers. Form a strategic vision: Rapidly growing technology and global competition are making the organizations implement new ways to gain competitive advantage. In this new technological era one company masters a new technology and the other company makes the technology advanced. So there is need to catch the flexible changes in the market to meet the customers’ expectations which is essential in drafting organizational strategy.
The concept of a multi-cultural team is one that can seem scary to some managers and employers because it involves a concept of bringing a diverse group together to work on important projects for the company. The diverseness of the group is something that can work well as it brings in a variety of viewpoints, experiences and personalities to round out a group, but that same diverseness can cause some problems for the team and those that manage the team. Understanding the dimensions of the team, laws and programs in place that protect diversity and how best to deal with a diverse team can make the difference between a failing team and one that is a successful endeavor for the company. Each layer of understanding will help better manage a
According to Stamp and Thoren (2016) turnover can be very disruptive and costly for any business or industry. Therefore, it is imperative that organizations find sufficient ways in which to avoid turnover. Typically, employees can leave an organization whether voluntary or involuntary, yet when employees do leave an organization it can trigger many disruptions in the overall operations, work
Often times when women report sexual harassment at work people usually do not believe them so they get fired for what people think considered lying or dramatic. Sexual harassment remains any sexual advance that makes someone feel uncomfortable, and with this act most people do not come forward. (Compound) Women usually do not report sexual harassment, instead "women just take another job” (Gretchen Carlson 8:09). Women would rather quit their job and find a new one, rather than deal with the process of openly confronting the person who
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.
Normally the team performs better on complex tasks as the team members are more creativity and diverse thinking. However, heterogeneous team tends to have more conflict among team members and have great difficulty building interpersonal relationship. They normally takes longer time to agree on norms and goals. For instance, a temporary cross-functional teams comprising of finance, IT and SAP consultant was being formed to discuss and implement the accounting system migration. All department require to meet up regularly for discussion and communicate the issue and concerns over the system migration to consultant.
Employee turnover has been a topic of interest to economists and academic experts (Mowday et al., 1982; Hom and Griffetch, 1995; Griffetch et al., 2000; Hayes et al, 2006). When employees feel dissatisfaction for their organizational culture, employees will be leaving the company or change jobs. The rate of employee turnover is increased because the organizational commitment in a manufacturing company is low. Based on previous studies, organizational commitment is the reason to increase the rate of employee turnover (Law, 2005; Trimble, 2006; Pao-Long et al, 2007; Wagner, 2007). Organizational culture can produce the loyal employees or employee commitment (Kossek and Zonia, 1993; Fields and Weaver, 2002; Myers and Dreachslin, 2007; Sippola, 2007) Therefore, need to change the organization's culture of newer technology and finds innovative ways of retaining employees.
The issue of employee turnover has to be identified addressed by the management and a possible solution should be found. This could be done by finding out the root cause of the issue. According to researchers, there is a correlation between job satisfaction and employee turnover. There are other factors that lead to higher employee turnover such as poor working conditions, Employees often voluntarily leave a job due to the relationship they have with their direct managers. Generally, if the work relationships are positive and motivating, employees will accept average wages and mundane or even highly stressful work.
Due to globalization, diversity is increasingly evident in almost all companies and organizations around the world. The hospitality industry is not exempt from it. In fact, workforce diversity may be among the key aspects of the industry’s success. This may consist of issues involving age, education, ethnicity, gender, income, marital status, physical limitations, religion, sexual orientation, or any number of other things. Understanding the challenges that may be faced by the interaction of any of these diverse groups, as well as the required openness of the company toward such groups, will help HR personnel provide assistance in training employees to work with those they may consider “different,” accept that such workers may be present in the business, and agree to treat each other respectfully, even if they never come to agree with each other over various issues.