Managing workforce diversity can be defined as "planning and implementing organizational systems and practices to manage people so that the potential advantages of diversity are maximized while its potential disadvantages are minimized" (Cox, 1997). Further it is a process in…
For instance there are entrepreneurial, bureaucratic and autocratic organizations or/and leadership styles. 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 ...
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Managing diversity Name: Instructor: Task: Date: The rising proportion of individuals from diverse cultural settings has heightened the need to devise appropriate ways of managing the workplace diversity. The rise in cultural diversity has resulted to actions illustrating cases of inequality.
The researcher of this paper seeks to give an introduction to the topic diversity, giving a clear definition of what it really is. The main region of this studu’s focus will be European countries, but with exception to the UK. The paper will explore the various types of diversity management policies which are currently being introduced in organisations in European countries.
At the individual level analysis, there are different approaches most of which have conceptual viability but empirically supports practical use. The critical task is to find the diverse sources that enable to produce a coherent view of motivation and the content for mechanisms (Wilson, 2005).
There are also the secondary dimensions of the diversity of a particular group known through the educational background of an individual, his income, geographical location, religious beliefs, marital status and work experience amongst other factor. Diversity therefore defines how people perceive each other and how they handle it against the other in their daily interaction (Sweetman, 2004).
Going by the job description of most of these sectors mentioned above and the kind of work involved, this sector employees a large number of unskilled or semi skilled manpower. Only people in the management category are skilled or highly skilled, per se going purely by the educational qualification required for this sector.
This is because the elements of diversity include quite a number of factors aside from just beliefs, culture and values. Physical characteristics, age, race, physical ability, sexual orientation, geographical
On the other side, sociology of actions advocates the concept of an independent man, able to realize his full potential and to create a truly human social order only when freed from external constraint.
Several scholars, such as Munro (2001 as cited in Kirton & Greene 2006), demands a new culturally diverse and feminist trade union program which involves an understanding of diversity and refers to the persistent disregard of the interests of ethnic minorities, working class, and women.
Due to the fact that the statistics that have been presented focused almost exclusively upon the way in which rich and poor live their lives around the world, this has helped me to realize that it incumbent upon me as a citizen of a fairly “wealthy” nation to seek to
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