They need equally diverse and effective theoretical approaches for diversity management.
Multicultural organizations such as in those of European countries have been the results of an evolutionary process of managing diversity of the workforce. The different types of individual diversity such as age, gender and ethnic origin will lead to such job performance, satisfaction and vertical mobility of employees within the organization (Jayne, & Dipboye, 2004). However the diversity management has affected the organizational and individual levels of performance depending on the part-time employees' contribution versus the full time employees' efficiency to the overall growth of the organization.
Organizational diversity management has become a very important aspect in the modern day management practice. Diversity is desirable when everything else has failed to ensure the continuous survival of the business. However diversity in itself might not be desirable when the degree of resistance to differ become stronger because when resistance gathers momentum that in itself is an indicator of the existence of other solutions. If organizational change were focused on improving critical success factors related to financial management, Human Resource Management (HRM), employee relations, supply chain management, quality management, marketing and corporate social responsibility (CSR), then the organization would have to face considerable resistance.
In the first instance managing workforce diversity is a significant important element in organizations while flexibility and creativity are considered as keys to compete successfully in the business environment. It is all the more difficult to manage the process of diversity smoothly because employees depending on their attitude to change would not remain silent. Thus as much as the active management of the diverse process involves attitudinal changes, there are predefined objectives that would require far reaching changes at each level before a final changes brought about (Kaiser, 2008)Albert Breton (Author) > Visit Amazon's Albert Breton Page
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. Organizational diversity management also requires a far greater commitment on the part of management to initiate diversity. However once it is initiated the degree of participation by other employees alone would determine the success or the failure of the diversity program. Thus organizational cultural and management theories have evolved overtime with particular emphasis on the diversity management process of employees in general.
Despite this theoretical postulate fitting in to autocratic and bureaucratic organizational structures and leadership styles, there is a still greater doubt about entrepreneurial organizations and leaderships accepting such diversity. In a business organization where an entrepreneurial leadership style prevails, diversity management process becomes much easier because motivation of the workforce would be determined by flexibility in working hours. Along with flexibility comes the necessity for part time work which is essentially characterized by compulsions to manage with care about