Many executives and scholars believe that the managing diversity in an organization is an important organizational function. Every organization is approaching to change their work force accordingly competitive globalized market to achieve better outcomes. People are now part of a worldwide economy than ever before. The globalization of business world has influenced much interest in the areas of diversity management among management scholars and experts. An organization needs diversity to become more creative, flexible and open to expanding the globalized market. Hence maximizing and optimizing on workplace diversity has become a essential role for diversity management today. Managers are well aware about managerial skills and multicultural work environment and their impact on the business world. The assay will discuss about diversity in an organization, diversity strategies, demography, and prevailing conditions. Furthermore, the assay will guide readers to understand the theory in practice in the Microsoft organization as an example.
Diversity is a subjective phenomenon. Diversity refers as any differences among members of a group or organization on any characteristic such as race, ethnicity, gender, education, nationality, and age (Olsen and Martins, 2012). According to Londen and Rosener (as sited Mazur, 2010) define diversity as which differentiates one group of people from another according to primary and secondary dimensions. Primary dimensions are regarded as basic identities such as gender, ethnicity, race, sexual orientation, age, and physical and mental abilities. Secondary dimensions are identified as educational background, geographic location, first language, family status, religion, work experiences, work style, in...
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...e,1999). Esty et al (1995) suggests that negative attitudes and behaviors can cause to break working relationship and damage integrity of the workplace. Managers are well aware that strategic planning is the major concept of the diverse workplace. Also business ethics play major role in this arena. Moreover, some countries introduced several federal laws to prohibit discrimination in the workplace, such as the civil right act and age discrimination act (How to overcome discrimination in the workplace, n.d.). For an instance, South Australia introduced the prohibition discrimination act in 1966. After nine years, the Commonwealth introduced the racial discrimination act in 1975. In 1984, Commision introduced the sex discrimination act, in 1992 implemented disability act and most recently introduced age discrimination act( Australian human resource commission, 2008).
Diversity is the difference between people’s culture, nationality, ability, ethnic origin, gender, age, religion, belief, sexual orientation and social class.
Diversity: The differences of various individuals or groups within an organization or cultural unit. It may refer to one’s own ethnicity, age, social class, regional origins, occupation, weight, height, skin tone, personal skills, etc.
The diversity of an organization’s workforce and taking affirmative steps to attract, develop and retain diverse employees has become an essential component to business success. It is to encourage managers to use all resources when recruiting to enhance the cultural diversity in their work place as “dynamic atmosphere of collaboration”.
With market globalization and international competition, firms have come to realise that a diverse workplace is a strong competitive advantage in today’s markets. It helps to attract a diverse customer base and provides new perspectives in an organization. We see diversity initiatives being implemented to improve corporate productivity and performance.
Diversity refers to the ways people differ from each other. These ways are significant and plentiful. Culturally, people vary in gender, age, ethnicity, race sexual orientation, educational background, religion, lifestyle, as well as veteran and/or immigrant status. Functionally, people vary in the ways we think, learn, process information, respond to authority, show respect and reach agreements (Pollar & Gonzalez, 2011.)
Generally when someone begins speaking about diversity in the workplace, thoughts of Affirmative Action, racial diversity, or even sexual equality are usually foremost in our thoughts. However, diversity in the workplace really is so much more than this, we must also consider aging workers, handicapped workers, those with alternative lifestyles, and even physical traits to name others (For the sake of simplification, throughout this paper these will usually be included in the term, minorities).
First, the management may be able to apportion the right resources and efforts in hiring the best and most diversified employees. Different perceptions on diversity indicate that diversity not only has benefits to an organisation but also presents several challenges, especially to the management. The different perceptions on diversity imply that managers should focus on solving diversity-associated problems to create an integrated workplace (Klarsfeld, 2016). To establish constructive diversity at the workplace, managers should institute feasible diversity-friendly policies, vision and
The emergence of diversity in organizations can be traced to the 1960s when legislation was enacted to prohibit discrimination against ethnicity, gender, national origin, race, and religion. Even though workplace diversity origins began in the aftermath of World War I, it was not until 1961, when President John F Kennedy established the President’s Committee on Equal Employment Opportunity (EEO), which was to end discrimination in employment by the government and its contractors (Cañas & Sondak, 2011). Workplace diversity continued to be advanced through the years by Presidents Johnson and Nixon administrations.
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.
In today’s rapidly increasing globalizing world, organizations are no longer working in isolation and the cultural diversity is as much relevant as the economic diversity. For an organization to cope up with the increasing competition, understanding and managing the cultural diversity has become more significant now than ever before. Diversity brings creativity, innovation and effectiveness in the way organizations perform, but it may also generate conflicts, differences and frictions among teams. In a hurry to promote the diversity in organization, managers must first understand the benefits and the challenges of diversity in workplace. This paper investigates
In an ideal world, every person is treated equally when it comes to getting a job, advancing in his or her career and being treated fairly in the workplace. Unfortunately, discrimination still exists in hiring, firing and promotions; and the diversity of the workforce regrettably can cause hostility in the workplace when individuals do not appreciate and respect the differences among themselves and their co-workers.
Workplace diversity is an important component to promote and encourage cultural differences amongst employees. Most companies view workplace diversity as an investment towards creating a better business. While workplace diversity is usually beneficial to companies, it can create many challenges for management and employees to welcome the opportunity of workplace discrimination. Discrimination within the workplace is an injustice work issue that should be prevented in order to ensure equality amongst employees. The purpose of this paper is to look into a company’s promotion policy to determine if management has wrongfully eliminated an employee from consideration for a promotion. The content will reflect the employee perspective, Maria, who
For the purpose of this paper, I will define what the term Diversity means, and then I will concentrate on the diversity as a result of geographic origin or ethnic diversity. I will look at how ethnic diversity is managed generally and then how my employer, deals with the diverse ethnic groups in its organization and what it needs to improve on.
Diversity is a value that shows respect for the differences and similarities of age, sex, culture, ethnicity, beliefs and much more. Having a diverse organization, helps notice the value in other people and also how to teach respect to people that might not know how. The world is filled with different cultures and people that might believe in different things as you, but that doesn’t mean you need to treat them any different. It is imperative for people to grasp diversity because it’ll help people how to engage with others in a respectful yet a hospitable way.
The researcher believes, in this fast-changing era, any kind of company or organization should be able to improve the quality of workplace diversity by having some important main factor to boost the new paradigm of a diverse workplace, such as: