The purpose of this memo is to discuss how important diversity is in the workplace. Diversity can make or break an organization by either helping employees get along or see employees harass or even bully a co-worker. I see there has been some issues dealing with diversity at the Niche Hotel Group. The problem that I hear going on at this organization deals with an assistant manager bullying several male servers for having a different sexual orientation. This type of action shouldn't have been brought to the workplace, and for that reason I will offer a couple of recommendations to you. Also, to help the situation, I will give other diversity training techniques to your workplace to help your employee’s actions so this type of behavior doesn’t …show more content…
The hiring process could change in a way that they have to take a couple of diversity test to see where they stand on topics like this. Employees that are already hired could use the same training people get that just got hired. Training like this includes different test online from leadership to being diverse. The more test you have employees take the more information they see about being diverse. Not only will this put the information in their brain, it can help them be more diverse at home and the …show more content…
A recommendation to improve the situation at NHG can include more communication because it plays a crucial role in our society. If you don’t communicate to people on how diversity works or what training to do can hurt people and the workplace itself. Managers have to be able to communicate properly to their employees to get the job done. If any manager is bringing an employee down by harassing them isn’t good for the workplace because everyone isn’t on the right page. Same goes for an employee not communicating to the manager because of their race, gender, or sexual orientation. Also, managers and employees need to reevaluate themselves by doing several diversity test and talking about the different results each person encountered. It is extremely important for the managers and employees to have communication to human resources to diagnose the problem or communicate on who isn’t being
It sometimes give “the perception of ‘token appointments’ [of individuals] who could not be hired or promoted on performance ability alone” (Von Bergen, Soper, & Foster, 2002, p. 242). It can also create more discrimination in the form of reverse discrimination where those formerly believed to be discriminators are now unfairly victimized because of the color of their skin. Diversity training can sometimes be demoralizing and reinforces stereotypes when trainers resort to emphasizing differences that elicits anger and divisiveness (Von Bergen, Soper, & Foster, 2002, p. 245). Businesses can find their legal liabilities have increased when “unorthodox training techniques invade employee privacy and humiliate individuals in front of their co-workers” (Von Bergen, Soper, & Foster, 2002). According to Choi’s research “individuals in diverse groups tend to fell less safe and to trust each other less. Lower trust is more likely to lead to higher conflicts within groups” (Choi, 2008, p.
Cañas, K. A., & Sondak, H. (2014). Opportunities and challenges of workplace diversity: Theory, cases, and exercises (3rd ed.). Upper Saddle River, NJ: Pearson.
Being successful at managing workforce diversity involves attracting and retaining the highest quality individuals in the talent pool. For managers it means learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Successful management of workforce diversity is a process that takes place in many stages and on many levels. It requires managers to first recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.
Diversity management initiatives are long term and strategic in focus. They strive not only to recruit, but to actively develop, promote and capitalize on the different skills and perspectives of minority employees (Marquis, 2007.) Every day, peopl...
People want to be hired and work for companies where they know their skills are needed and they feel important. They do not want to be hired based on their gender, race or ethnicity. When an organization increases their diversity, they are able to enhance positive effects within their job. Diversity never needs to be looked at in a negative way, because no one wants to be put in a group just to meet a quota. People want to be put inside of groups because others want to include them and they feel their peers will respect their differences. When employees are not included they feel dissatisfied with their job which leads to conflict, miscommunication and eventually leads to
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
The importance of diversity, advantages and disadvantages/problems that arise in the workforce will be discussed, as well as the key tools and strategies supervisors need to know about managing diversity in the workplace.
Obeying the law and the greater good are excellent reasons for eliminating discrimination. Both affirmative action and diversity management are needed because affirmative action laid the foundation upon which diversity management can build. When comparing affirmative action and diversity management, affirmative action focuses on social differences as obstacles, while diversity management uses them as assets (Ewoh). Also, affirmative action only changes the demographics; while diversity management changes the behavior (Hur, Strickland 384). Diversity management alters employee attitudes and behaviors through training and awareness which affirmative action does not allow (Ewoh). Moreover, the emphasis, assumptions, change required, and most importantly, the results of affirmative action are a catalyst for diversity management and both together are more effective at abolishing discrimination.
Within an organization, diversity is considered a having a population of people that are of different races or cultures working collectively. From this collection of people, a variance of perspective is formed and talent is fostered in order to maximize performance. These great minds work
A basic problem regarding the implementation of diversity into the workplace is that its approach sometimes does not fit the interpretations of equity and equality according to the context in which it was meant.
...tes is known as the melting pot of the world. This country is the home of many different cultures from many different areas. Cultural competency in the workplace is an issue that everyone needs to understand. By understanding the characteristics of a diversity mature individual, employees can focus on developing themselves to hold a management position in the future, and be able to relate to other cultures in the organization. Companies continue educate their staff on affirmative action, and what it takes to manage a diverse group. These companies want to supportive workplace behaviors in the organization to help achieve the bottom line, increase stockholder value.
Diversity in the workplace is important for employees because it manifests itself in building a great reputation for the company, leading to increased profitability and opportunities for workers. Making sure all members, students, parents and guarding’s are welcomed at all times in a well-mannered environment Workplace diversity is important within the organization as well as outside ensuring all different are put aside and everyone can come together and work well as a great team.
Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses. It needs a certain numbers of policy and regulations to follow and adjust before businesses or organizations are actually considering diversity. Also, work diverse group come from people that has different ages, ethnicity, and sexual orientation working together to form a multicultural workplace. There are some
Diversity issues will gain importance because of the effective interactions and communications between the people. Diversity is the reality of the business world. It can have negative and positive impact on the employee’s behaviour towards work and work results. This also depends on how the employees have understood it and grasps it.
Within an organization, there are always people that think and behave differently, all dependent on their personal values and cultures. Efficient managing of the human resources is an art, and it is hard to find a perfect solution/combination. It is important that management recognize and understand that people work differently. This is why it is important to have strong cultural foundations that also guides how employees are expected to behave and work. Thereby it should be easier for management to utilize the work force diversity to something meaningful.