Managing Relationships and Diversity
According to Kampf (2011), “A diverse workforce can deliver better decision making, better products and services, happier customers, increased productivity and a better bottom line” (Kampf, 2011, p. 44). Managing diversity means identifying people 's variances and recognizing these differences as valuable; by identifying this, it aids in best practices for management and the organization, which prevents discrimination and encouraging inclusiveness. It is not just good management, which reflects back on an effective workforce, it is understanding the similarities and difference in order to collaborate across geographic and cultural boundaries (Hofstede 's, 2001). Hofstede 's Five Dimensions
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This part of the dimensions shows up when results and conditions aren 't known by anyone. Certain people react in a different way when faced with the factor of doubt. Different people will be more comfortable while others are forced to enter or stay in an uncomfortable position (Hofstede, 2001). The ability to stay in one of those positions is the uncertainty avoidance.
The halfway point in the Five Dimensions is something called the collective and individualism dimension. An individualist society refers to a society that has unanswered endings with another person of the society. The loose ties are often accommodated with the individual and his or her immediate family. They focus largely on basing decisions around who the “we” and who the “I” is. It is very closely incorporated with the relationship tie of other people in, in- groups as well as their extended families.
Long-term orientation dimension is the fourth of the five dimensions. The long-term orientation is focused solely on the future. A group that builds this type of dimension takes mistakes that they have learned from in a short- term memory situation, and uses that information to formulate a plan for the future (Hofstede, 2001). Being able to adapt plays a large role if you are taking the cultural position, as well as a strong moral value on
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.
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.
Having diversity in the workplace allows for greater growth within a company due to the different opinions and perspectives of people from all walks of life. To remain competitive, many companies are being advised to recruit, develop and retain men and women of all different backgrounds, ages and races (Cox and Blake, 1991). By doing this and also accommodating the needs of their demographically diverse workforce, companies will become much more appealing places to work therefore reducing turnover and absentee
It helps to promote the organization which leads the company in the direction of becoming an international force to be reckoned with. When diversity is embraced in an organization, it grows the global portfolio and provides employers and employees with multiple options. It helps a person learn to be flexible and to overcome obstacles that get in their way. We all know that the world is diverse with many different cultures, genders, religions, and ethnicities. However, implementation of diversity is imperative within an organization because it allows access to a larger pool of complex ideas. As demographics shift globally, diversity is a necessity that organizations need to embrace in order to show their commitment to being open to change. Diversity in the workplace is important for the organization and the employee because it allows the organization to flourish through outreach and recruiting efforts.
Individualism in today’s society is the “belief that each person is unique, special, and a ‘basic unit of nature’.” The individualism concept puts an “emphasis on individual initiative” where people act independently of others and use self-motivation to prosper. The individualists “value privacy” over community the individual thrives to move ahead in life (U S Values).
Diversity in the workplace is very important in today’s global workforce because workers in the economy all over the world are currently made up of many different ethnicities, varied cultures, beliefs, and backgrounds. People that are involved in management such as managers, and supervisors could greatly benefit from being accustomed to diversity in the workplace because their job entails dealing with a multicultural work environment on a daily basis. Knowing how to handle diversity in the workforce and having the necessary skills for supervisors would be beneficial not only to them but also to the success of the company and economy because a strong, diversified workforce will create a more “creative, innovative, and productive workforce.” (Kerby, 2012).
Businesses that promote diversity in today's global marketplace are better able to attract and retain the best talent. Employing a diverse workforce allows a company to utilize the potential within the job market to its fullest and contributes to overall economic growth and prosperity. Differences among co-workers should not divide a workplace. Rather, differences among co-workers should be used to foster creativity and innovation, thereby driving profitability and business success.
Today’s modern workforce is made up of a diverse group of individuals. People of different nationality, race, creed, color, age, sex, and sexual orientation work side by side every day. This diversity has many advantages, but it also ads a level of complexity to management. The potential for discrimination is real, and needs to be managed so as not to incur lawsuits, loss of productivity, and unhealthy working conditions. Happy employees are productive employees, so it is in any organizations best interests to ensure that discrimination does not happen, but unfortunately, it does.
To begin with, the notion of the individualism is rather ambiguous as it includes a lot of different behavioural patterns. One more difficulty about the individualism is that it can be considered on different levels of human groups - on the individual, group, societal and cultural levels in particular. What is more, one of the most popular application of the notion of the individualism is its analyses on the level of a culture as a trait of a whole society. However, in order to understand the specialities of its revelations on the societal level, it is important to consider different processes of its construction.
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).
Living in a country where it was founded by immigrants, diversity is everywhere you go especially in the workplace. There are many types of diversity; ethnicity, gender, religion and age just to name a few. Working in a diverse organization it can give you a taste of the real world, and what you will deal with wherever you go. There is so much diversity in the world today so it is a benefit to experience it in the workplace as well. You are given the chance to learn so many things from different cultures, why wouldn't you want to work in a diverse organization?
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.
The Merriam-Webster Dictionary (n.d.) defines diversity as “the condition of having or being composed of differing elements; especially, the inclusion of different types of people (as people of different races or cultures) in a group or organization”. In general, diversity is often only related with differences in race and gender. In actuality, numerous elements can determine diversification in the workplace. Elements such as skills, abilities, experience, values, age, and education could be part of a diverse footprint in an organization. Other important attributes related to diversity include disabilities, religion, sexual orientation, and marital status (Guillame et al., 2013). The adoption of diversity in the workplace has the potential to increase organizational effectiveness in many ways. Organizations that practice diversity tend to increase their capacity to innovate and make better decisions.
Two of the four coordinates that are completely opposite from each other on this theoretical framework include “Individual” and “Collective.” According to classical theory, “Individual are the patterns of social life which are seen as emerging from ongoing interaction, and Collective are the patterns of social life which are seen as the product of existing structural arrangements” (Appelrouth...