Whether you are the CEO of a company or a typical employee, you can play a significant role in encouraging diversity in the workplace. As seen before, hiring employees from different racial backgrounds and making them feel comfortable at work has several benefits. According to a new research by Hunt et al. (2015), companies with more racially diverse workforce perform better financially. In their research, they found that companies that embrace diversity will have greater financial gains than the industry average.
We know that commerce has been growing in global level rapidly in past ten years. In this case, supposed the company should hire their employee from different ethnic groups to makes the team more diverse for the organization development, or the company should allocate the quota for different ethnic groups in board level in order to capture business opportunities. According to Rose, the workplace diversity could bring some positive impacts towards all employees within the organization such as productivity increased, creativity increased or even the language skills of employees can be improved by interacting with different people who speak different mother tongue (n.d.). It seems that getting more employee from different background could enhance the organization development and improve the employees’ qualities within the organization. However, the reality reveals that this is not the case in most of the
Challenges in Employee Retention In the current scenario, a major challenge for an organization is to retain its valuable and talented employees. The management can control the problem of employees quitting the organization within no time to a great extent but can’t put a complete full stop to it. There are several challenges to it. Let us understand the challenges to employee retention: • Monetary job satisfaction, job dissatisfaction is a major reasons why an employee would look for a change of job. • In the current scenario, where there is no dearth of opportunities, stopping people to look for a change is a big challenge.
Amongst such important aspects has been the ability of the organizational management to effectively enhance cooperation among the employees from different social, economic and cultural backgrounds. The study’s problem statement, therefore, includes the investigation of different variables that affect the diversity management within the place of work. b) Research questions. This study’s research questions are: 1. What are the benefits of embracing workforce diversity management at the place of work?
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
Employee turnover which is also relatively known as staff turnover refers mainly to the percentage rate number of employees leaving the company and the number of new employees who replaces them over a certain period of time. Employees turnover it is not good for any organization as it increases the organization costs of recruiting and training new employees which is very costly for any organization. Employees tend to leave the company for many reasons such as lack or poor communication within the organization, managers as they act as one of the main reason for staff turnover, changes of the organization structure, poor or lack of employees engagement in decision making, paucity of motivation within the organization, lack of the organization
Nielsen and Nielsen, 2013 postulated that “global firm have been shown to perform better because of diversity.” But they further explained that the management of diversity is very crucial as the world is increasingly becoming interconnected and complex. In essence, many scholars have argued that diversity can positively affect adaptability and bottom line performance. However, organizational processes tend to systematically reduced rather than exploit the multitude of perception that different people can bring (Lane and maznevski, 2014) Below are the necessary actions an organization can take to prioritize diversity and manage the issues that are easily identified with
This course looks at the significance of diversity in management and the implications of diversity for how organizations are organized and how they function. The changing demographics of the workplace are examined and the significance of diversity for domestic and international business are discussed. Organizational approaches to diversity are examined and analyzed. The course attempts to engage differences within the class and help students develop leadership skills for managing diversity, including consensus building, conflict resolution and talking through differences. INTRODUCTION The United States has become a place where different cultures have immigrated to build their lives.
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.
Few studies have looked at the experience of inclusion from the point of view of the privileged in the equation (Geiger,Jordan 2014).Fewer have examined inclusion from the point of view of other less common demographics of interest in the diversity literature, such as that of migrants (Ortileb,sieben 2014). 2.2 HOW DIVERSITY IS ADVANTAGEOUS TO ORGANIZATION Organizations implementing diversity has many advantages. On one level it helps organizations to reach out to diverse customer groups and markets, and on another level by allowing for a variety of perspectives, it promotes innovativeness and superior work outcomes and performance. (Nisha and Neharika,2015) In one study of Fortune 500 companies, it was found that the top 25% of the firms in terms of women in senior management, actually yielded returns to their stockholders that were more than 30% higher than those of their peers (Catalyst,2004). Based on empirical evidence it is argued that diversity does in fact pay(Herring,2009).