For this particular reason, companies that truly engage in diversity will enjoy a competitive advantage over the other companies in the same industry. It is indeed argued that “diversity is probably a competitive differentiator that shifts market share toward more diverse companies over time” (Hunt et al., 2015, para. 1). When your workplace is home to employees all with different backgrounds, experiences, diverse races and so forth, your company will be more attractive to people and will be able to market to all groups of consumers. Research shows that companies with a more racially diverse workforce will perform better than the other competitors in the industry.
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.
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.
literature view: Knouse and Dansby (1999) indicates that organizations that engage in diversity will experience increasing harmony amongst staff, different network contacts, and staffs taking on varied responsibilities and tasks. Valuing diversity means understanding that differences are not absolute but are variables and that differences enables organization to be more effective because it can capitalize on divergence of perspectives and talents to find the perfect solution for each single situation. According to Michael R, Carrel Norbert F, et all, organizations that use a diverse workforce will be able to sell to a diverse customer base; they cited the example of Avon Corporation with initial low profitability in inner-city markets but
Multiculturalism in an organization will ensure that development of knowledge is happening in the workforce regarding religion and history (Joseph, 2017). Furthermore, development of a platform will be necessary where the employees can talk about people as individuals other than as a group, which often seems as stereotyping (Matejskova, 2015). Now a day's it is significant for the organization to adopt the multiculturalism and diversity because will retain the employees in the long term. Training of the workforce ensures that the employees will be able to rethink the current rules and regulation of the organization about the diversity and multiculturalism (Morgan Youssef, 2014). Even though power and privileges of the employees will not be eliminated, the talent that workforce has about conversing their dissimilarities and expectations will be enough for encouraging a general
Article Summary In human resource management we learn that diversity is a strength to any organization. It allows for many cultures to come together to make an organization be available to a wider base of customers. As I read this article Sarah Fister Gale explains that there are many reasons why diversity is not always the best thing that a company could have. She explains that it is not necessarily needed within an organization because it brings a lot of friction with people from different cultures and it can cause many law suits for the organization. Gale states that although there have been a decrease in discrimination claims for companies not hiring, there has also been a rise in harassment suits from employees because other employees
In short diversity reflects these sum total of individuals uniqueness. Response to diversity must be ethical even in the professional world and it must not hurt the sentiments of any individual. 6.MANAGING DIVERSITY Managing diversity is a philosophy about how differences among individuals and organization can be embraced rather than feared, encouraged rather than squelched. Empirical evidence tells us that organizations that are open to diversity where people from different backgrounds and with diverse points of view are encouraged to be fully involved in the decision-making process will achieve a competitive advantage against the organization that are either culturally homogeneous or fail to successfully utilize their diversity. Companies are finding that utilizing diversity in all aspects of the workforce makes not only strong moral sense but also strong business sense as well.
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. We understand that each individual is unique and recognize our individual difference. As a group we will be focusing on age, gender and race. Why its important to manage these diversities, what will happen if they aren't managed and how these applied in the workplace and
Today’s most business primary concern is retaining workforce diversity. Recognizing the importance of diversity in the organization and effectively manage to ensure the organization and its valuable diverse employees are growing hand in hand. Rising of immigrants’ employment opportunity, joint venturing business globally has equally brought an opportunity for shared values, exchange of cultures and intelligence to widen the opportunity for business enterprise and also a platform for employees to reach target goal. The objective of this argumentative essay is to achieve the highest understanding of workforce diversity. What is workforce diversity?
There must be clear and unambiguous statements about ethical and professional interpersonal relationships and significance of each individual’s contribution to the institution’s efforts towards attaining its goals. Most importantly, managing diversity must be a mainstream issue, owned by everyone. Essential to the implementation process is ensuring that (a) periodic review of progress is conducted, (b) diversity management strategic interventions are supported through resource allocation, and (c) individual performance of all managers is in alignment with the institution’s diversity strategic goals (Gwele 2008: