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workforce diversity, prons and cons
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Diversity is a term that we can all relate to in some way or another. The term diversity represents the multitude of individual differences that make people different from and similar to each other, (Kinicki&Kreitner, 2009). Although some people view diversity as an issue of age, race, gender, religion, or sexual preference, it is actually much more than that. It actually pertains to the differences that make each individual special or unique and this is why it becomes important to learn how to interact and grow with one another. In order for this to take place in the workplace, establishing a strong diversity management program is essential to the success of any organization.
One company in particular that has created and implemented an effective diversity management system is Xerox Corporation. Over the year Xerox has been recognized for their valued diversity program. Mulcahy stated,"I'm convinced diversity is a key to success. Experience tells us that the most diverse companies -- companies ruled by a hierarchy of imagination and filled with people of all ages, races, and backgrounds -- are the most successful over time."(M2PressWIRE, 2006). Xerox has not only gone above and beyond many companies by creating a program such as this one, but they have implemented it for years proving that a diverse atmosphere will help an organization grow and prosper. Within the organization of Xerox, they believe that the differences in beliefs and cultures will add value to the overall outcome of the company.
In the past certain people have unfortunately been limited to the success they are able to achieve because of their race, color, religion, national origin, sex, age, or disability. Xerox values these unique variances. Xerox ...
... middle of paper ...
...ues to strive for the best.
Reference
(2009, June 26). New Xerox leader marks a milestone for diversity. Irish Times.Retrieved from EBSCOhost.
Kinicki, A. &Kreitner, R. (2009).Organizational behavior: Key concepts, skills & best practices (4thed.). New York, NY: McGraw-Hill Company.
Two Latino Magazines Name Xerox Among Best in Diversity. (2007). M2PressWIRE, Retrieved from EBSCHOhost.
Xerox supplier diversity program celebrates 20 years of success. (2005). M2PressWIRE, Retrieved from EBSCOhost.
Xerox Workplace ranks among ‘Top 30’ for executive women. (2006). M2PressWIRE, Retrieved from EBSCOhost.
Thomas Jr., R. Roosevelt. 1990. “The Daily Experience of Genuine Workplace Diversity.” Harvard Business Review 68(2), 115.Retrieved from EBSCOhost.
Xerox (2011).Diversity. Retrieved March 22, 2011 from http://www.xerox.com/jobs/diversity/enie.html
While diversity is often a term used to refer specifically to cultural differences, diversity applies to all the qualities that make people different. From a management perspective, the key to diversity is to understand how different types of diversity and different demographic characteristics can impact human behavior. The four types of diversity that will be examined are: occupation, differences in skills and abilities, personality traits, and value and attitudes. For each type of diversity, the impact on individual behavior will be described.
When aligned with Organizational Objectives, diversity can be a powerful contributor to the organizations competitive advantage.” (Best practices page 9)
Diversity is a composite of racial, gender, ethnic, nation origin, cultural, attitudinal, social-economic, and personal differences. With the many legal implications and issues surrounding every aspect of the Human Resource function, the human Resource department must be prepared to resolve issues in a timely and cost efficient manner. With the saturation of laws surrounding personnel, nearly every decision made by the Human Resource Department has the potential for legal suits. Even if the Human Resource department has done everything that is required of them, it can still be costly to defend it. That is why supervisors, managers and workers must be trained on managing diversity in the workplace.
Jefferson P. Marquis, Nelson Lim, Lynn M. Scott, Margaret C. Harrell, Jennifer Kavanagh "Managing Diversity in Corporate America, An Exploratory Analysis" Rand Corporation. Web. 29 June 2015.
Diversity in the work place has generally been thought of as purely an employment equity issue. However, diversity is coming to be recognized as an asset which can, like any other asset that is well managed, contribute to the bottom line. Diversity is growing almost as quickly as the number of software vendors at an accounting convention (Talbot-Allen, 1995, p. 3)
In summary, most workplaces are becoming increasingly diverse as people from different genders, races, cultures, ethnic origins, and lifestyles find themselves working together. The key to making diversity work is management. Knowing what they are and understanding what effects (positive or negative) they have on the organization is very important to the success of the company.
14. Rice Jr., Booker (2000, May-June). Putting diversity to work: Playing on a level field. LIMRA's MarketFacts, 11(3), 38-39.
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
Managing workplace diversity well requires the creation of an wide-ranging environment that values and utilizes the contribution of people of different backgrounds, experiences and perspective. All organizations policies, practices and processes that impact on the lives of employees need to recognize the potential benefits that can be derived from having access to range of perspectives and to take account of these differences in managing the workplace. Work systems, organizational structures, performance appraisal measurements, recruitment and selection practices and career development opportunities all have impact on the organizational behavior upon the management of diversity.
Barak, M. E. (2005). Managing diversity: toward a globally inclusive workplace. Thousand Oaks, Calif.: Sage Publications.
This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
According to Kinicki, diversity represents the multitude of individual’s differences and similarities that exist among people. When developing a cultural diversity training program, one has to manage diversity with a new approach of inclusion and recognition. Managing diversity enables people to perform up to their maximum potential (Kinicki p. 111). As we analyze diversity, we will evaluate some common barriers and challenges in managing diversity. In developing a diversity program, we will analyze methods and procedures that will be apart of the program. Kinicki (p.*) says an important first step in overcoming these obstacles is for leaders to convey to their employees why the organization values diversity.
Diversity is all around us and how organizations deal with the notion of diversity can be complex and quite diverse. We know that being diverse in the workplace is important to the organization's success, should be recognized, accepted, and embraced. It’s how the organizations live up to what they believe in and must go above and beyond legal compliance and requirements to promoting diversity and inclusion. Otherwise, employees may view the organization's vision and policies as lip service and only be tolerant of diversity because the organization said so.