1. In paper Managing Workforce diversity in competitive Environment, Parul Dixit and Dr.B.L.Bajpai, have searched various aspects of diversity dimensions, consequences of diversity and management of proper workforce which is diverse. Paper explainsdifferent types of diversity which exist in India which is the world’s most diverse country. It covers various diversity management practises used by top multinational companies operating in India. This paper also enlightens about how diversity affects the competitive advantage of any organisation against its competition and it also reveals what employees perceive about diversity From the survey it has been proved that a diversity climate which is better of any organization can improve the competitive …show more content…
2015 Author R. SasikalaandDr. N. Thangavel in their paper Workforce diversity and its impact on employee performance: a study of IT companies In Tamil Nadu have stated that today, Organizational response to managing workforce diversity is of a wide range. Still rest others are implementing the HR strategy to bring the change process in culture and work. Based on the results showed above, the overall effects of workforce diversity dimensions like gender, age, and ethnicity and education background towards the employee performance are significant in most of the ways. This study mainly focused only on four diversity dimensions which are gender, age, educational background and ethnicity, which may have limited the robustness of this research. The research tends to provide as an evidence to future researches related to the same field, as the workforce diversity concept has become very popular method to evaluate any employee’s performance in recent years in the organisation. From the results of the research, it was found that there is a significant relationship of the research variables like educational background, gender and ethnicity toward employee performance. If an organisation needs to stay ahead of its competitors it must start realising the need of such demographics being tackled effectively. (R. Sasikala, …show more content…
2015 Authors Daria Prause and Bahaudin G. Mujtaba in their paper Conflict Management Practices for Diverse Workplaces, have focused on the goal of looking into current conflict management practices, research about their compliance with the diverse workplace environment and analyse the effectiveness of conflict management procedures in the modern society based on workplace diversity and also studied the causes of gender differences. In this article the literature on differences in attitudes of conflict management techniques based on gender characteristics, conflict management and evolution of main principles in the society, has been reviewed. Discussions aboutchallenges that may occur at a diverse workplace when managing conflicts, conflict structures and types, and role of managers in the diverse working environment has been discussed in this paper. Strategies for conflict management for managers and employees has been reviewed in this paper.The author in the paper concludes that conflict is a multilevel and complex phenomenon, which cannot be satisfied with only one strategy most of the time, but it requires a compound set of actions and components.This paper also challenges the managers to find a better solution to conflict of employees and organisations, to include all the strategies and techniques to find a solution. (Daria Prause,
Importance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company.
McKenzie (2002), affirms negative outcomes that accompany conflicts in the workplace including high turnover rates and reduced staff morale, which culminate into low productivity. Essentially, the Thomas-Kilmann Conflict Model identifies five conflict resolution styles including the accommodative, avoiding, competing, compromising and collaborating styles, based on levels of assertiveness and cooperativeness. According to Kilmann & Thomas (1975), the collaborative approach is the best; defined by high levels of cooperation and assertiveness that stresses consideration of viewpoints, importance and needs of all parties for the best solutions. As such, Mr. Jarvis’ style would fail to appropriately deal with conflict and hence positive business outcomes as employee cooperation would be forced, assertiveness low and general lack of regard for employee input would allow conflicts to fester.
The ways in which diversity can impact on work and work relationships: Cultural diversity can affect the workplace in numerous ways. Negative impacts can include miscommunication, creation of barriers, and dysfunctional adaptation behaviors. Positive impacts can include building a sound knowledge base fellow colleagues, which can make for smoother integration of the organization into foreign cultures. Many organizations have recognized that the workforce is changing and they are working to create a work environment in which diversity and difference are valued and in which employees can work to their fullest. They are dealing with the problems that arise when people in the workplace communicate.
Sandra Rodriguez There are numerous people that view or assume that conflict is destructive. But some other individuals perceive conflict in a different insight because there can be made changes to address the problems regarding the conflict. There are positives perspectives on conflict like it provides opportunities for individuals to present contradictory yet fairly valid views that allow the understanding of their contributions to their jobs. Many Health care workers face recurrent conflicts because of the lack of communication and making assumptions. Many staff members may claim that they are no conflicts in there workfield others may argue that this is the outcome of not acknowledging conflict.
Workplace Diversity-An all Inclusive Workforce Starting with the basic question what is this workplace diversity .It is an environment created by individuals with wide range of characteristics and experiences which may include race, ethnicity, gender, age, religion, capability, and sexual orientation. Since the adamant of globalization, diversity in workplace has increased many folds and has played a major role in the functioning of the organizations. For some it has been a boon and for some it’s a bane.
Nowadays, workforce in hospitality becomes diverse because employees come from many countries. For instance, an organization can include employees come from America, France or Vietnam… Then creates a challenging issue for managers is how to manage well a diverse workforce. There are many researches were conducted in order to help managers to find out solutions for managing cultural diversity in workforce in hospitality industry successfully. Current situation of Cultural Diversity in the workplace in Hospitality Industry Because of globalization, organizations in hospitality field not only compete with domestic market but also foreign market. Globalization is one of the causes that contributed most to workforce diversity.
In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.
It is important to ignore trivial conflicts and focus on vital ones. This further depicts that a manager needs to improve his conflict management skills for overall management effectiveness. This also shows that it is of utmost importance that a manager should be capable of resolving all vital conflicts effectively. When conflict at work is not handled correctly, the foundation of the team will break down, people will lose focus and the talents they bring to the table will not be utilised and go wasted. According to the Thomas-Kilmann Model, managers should keep in mind five conflict-resolution intentions to analyze and reduce interpersonal conflict in their organizations.
Conflict resolution happens often in the workplace that can either drive or disturb employees, supervisors, a team, and an entire organization. When supervisors allow conflict resolution to fester without taking immediate action, it can lead the organization into an unhealthy environment. In this paper, the topic for discussion will analyze various strategies that can be utilized to control and manage conflict resolution in the workplace, and the role of the supervisor during conflict resolution situations. In addition, a discussion will include how the workplace and its customers are impacted by a diverse workforce. Conflict Resolution Conflict in the workplace is inevitable, especially in a diverse workforce where employees possess different approaches to his or her job and come from various backgrounds, who share a common work space within an organization (SHRM, 2015).
Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part
INTRODUCTION This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity.
1: - Dimension Indicators of Interpersonal Conflict TYPES OF INTERPERSONAL CONFLICT: - Constructive Conflict: - When a conflict arises among two parties while communicating, so long as both parties continue to concentrate on the problem or task, they will head towards a satisfactory solution. So long as they do their level best not to let themselves get involved personally, to such an extent that they lose their ability to see their mutual objectives and interests, the process is constructively resolved. Such conflict assures cooperative relationship among parties, for the involvement of all members during the applicative stage of their decisions, and also secures their future working relationships. Destructive Conflict: - Regardless of the importance of the issue or project to them, people don’t always easily handle discussions constructively.
Successful strategies link diversity progress directly to business results. (www.diversityinc.com/diversity-management) Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. 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.
Age Diversity in the Workplace Diversity at workplace is one of the prominent issues in today’s world. It is the challenging issue that managers face to manage at the workplace. But it gives the highest output if properly managed. By managing the workplace diversity, companies can increase the overall efficiency that results in higher output. Besides, it enhances the image of the company to become ‘Employers of Choice’.
Diversity management can defined as an activity that recruits diverse employees such as women and minorities into the workforce and it’s also can increase the competitive advantage of the organization. (Stone 2013). By applying diversity management, a more productive environment will be created so everyone would have a feeling of they are being valued and their talents are being fully used resulting in their organisational goals are achieved.. (Kandola and Fullerton 1994, p. 56). Equality legislation helps the employers to know better on how to recruit and treat their employee fairly and also helps to promote diversity in the workplace. (Nibusinessinfo n.d).