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Threats in diversity training
Managing diversity in organisations in Principle of management
Managing diversity in organisations in Principle of management
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Diversity Initiative – By definition
A strategic response formulated by top management of an organization to acknowledge, value, unify and manage the presence of variety among the workforce related to culture, religion, gender, age, national origin, race and their statuses. Meaning of diversity as defined in Merriam-Webster Online Dictionary (2010); the condition of being diverse: variety; especially: the inclusion of diverse people (as people of different races or cultures) in a group or organization; programs intended to promote diversity in schools. Even though the differences in the human factors are indisputable, corporations can reap enormous benefits from the existing diversity by valuing and managing it properly. Inclusion of diverse workforce, added persistence, and committed approach by the management will bring the intended outcome.
Need for Diversity
The need for diversity in an organization arises in order to unleash the potential of every member of the company’s workforce. Diversity management will cater to develop the critical skills of the employee’s thereby decrease turnover and absenteeism. Organizations can serve a wide range of customer base in many different markets with its diverse workforce; appeal the global market by the understanding of how various communities and cultures in the different parts of the world distinguish the products and services. The labor forces entering the emerging market are going to come from highly diverse demographics. Therefore, companies should be prepared to employ them. By employing a diverse workforce they can provide a variety of answers to issues in the field. Globalization is leading to the worldwide competitive markets for the production of goods and services to ...
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...iversity Training. Journal of Counseling and Development : JCD, 70(1), 99. Retrieved June 20, 2010, from ABI/INFORM Global. (Document ID: 1583422).
The association for legal career professionals, Diversity best Practices (2009)
Thomas, D., & Kanji, A. (2004). IBM's Diversity Strategy: Bridging the Workplace and the Marketplace. Harvard Business School Cases, 1. Retrieved from Business Source Premier database.
Thomas Kochan, Katerina Bezrukova, Susan Jackson, Aparna Joshi, & et al. (2003). The effects of diversity on business performance: Report of the diversity research network. Human Resource Management, 42(1), 3. Retrieved June 20, 2010, from ABI/INFORM Global. (Document ID: 344072201).
Wentling, Rose Mary. (2000). Evaluation of diversity initiatives in multinational corporations, Human Resource Development International (2000) Vol. 3 Issue 4
Insincere diversity initiatives are unsurprisingly ineffective as employees and consumers carefully observe enterprise activity, easily spotting insincerity. Modern enterprises are increasingly previously closed-minded corporate cultures , because ultimately, a firm’s engagement with this community defines its brand identity of industry partners, employees and communities as a universal community. .
The Challange of Cultural Diversity in Corporate America The expanding conflict over cultural diversity in corporate America may present as many opportunities and problems as affirmative action. Today, cultural diversity is an important fact of life and business, due to the changing face of society, and therefore, the work place. It is growing ever more essential for people to interact with others outside of their racial, ethical, religious, regional, social, etc. boundaries. To stay on top of their competitors, corporations must change their approach, and see diversity not as a necessary evil, but as a source of enrichment and opportunity that may bring a wealth of benefits to the company.
Cañas, K. A., & Sondak, H. (2014). Opportunities and challenges of workplace diversity: Theory, cases, and exercises (3rd ed.). Upper Saddle River, NJ: Pearson.
America’s workforce is continuously changing. Businesses today hire and retain culturally diverse employees to compete in the globalize market. Companies are developing ways to tap into and capitalize upon the talents of their workforces. They are discovering how to value the diversity of their workforces and the potential that diversity brings in flexibility, ingenuity and problem solving are helping them achieve their goals.
A diverse workforce more closely reflects the global marketplace that the organization competes in. With the growing number of Asian, Hispanic and other minority populations, it makes sense for companies to promote and strive for diversity in the workplace. By doing this, businesses create the very conditions needed to produce more creative outcomes to the problems and challenges they will be faced with.
Gardenswartz, Lee, and Rowe, Anita, Diverse Teams At Work, Capitalizing on the Power of Diversity. Irwin Professional Publishing 1994.
Diversity is defined as “people from differing age groups, genders, ethnic and racial backgrounds, cultural and national origins, and mental and physical capabilities.” (Plunkett, Allen, Attner, 2013).
Traditionally, diversity refers to an assortment of races, ethnicities, genders, ages, disabilities and perhaps sexual orientations. A definition of diversity, however, should not be constrained by traditional categories such as these. Such a definition should also include categories such as religion, educational level, life experience, geographic location, socio-economic background, marital status and work experience. Indeed, each person employed by a company possesses unique qualities that encompass many factors.
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...
Barak, M. E. (2005). Managing diversity: toward a globally inclusive workplace. Thousand Oaks, Calif.: Sage Publications.
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).
Diversity is defined as race, gender, age, language, physical characteristics, disability, sexual orientation, economic status, parental status, education, geographic origin, profession, life-style, religion, personality, position in the company hierarchy and any other difference[3]. In other words, diversity refers to ...
Workplace diversity refers to the variety of differences between people in an organisation, Diversity comes down to acceptance, respect and understanding of one another in the workplace, even when you may disagree, you need to be understanding and try your best to relate to everyone and embrace their unique differences.
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:
The importance of diversity in the workplace that it can aid in a competitive framework