This has had serious impact on the personal and professional relationships among employees depending on the communication model that is established in an organization. In addition, due to the increased level of competitiveness in the business environment, organizations have been forced to establish suitable framework to effectively manage human diversity. This paper will analyze the concept of workforce diversity and organizational communication and determine its benefits and possible disadvantages in relation to business success. Benefits Organizations are forced to accept the concept of workforce diversity as
Most of the time, change is due to external forces originating from customers, competitors, technology, economic forces and the internal arena. On the other hand there are internal forces too that drive change. If for example top managers select a goal of rapid expansion, internal business processes or actions need to be changed to meet the growth. Demands by employees, labour unions or product inefficiencies all can generate a force to which management must respond with change. An overall model for planned change is depicted in Figure 1.
Applying Leadership Principles across Culturally Diverse Workforce in a Global Work Environment: The modern world has experienced tremendous changes, which have contributed to changes in people living in the global world. These changes have mainly been brought by globalization, which is a major phenomenon in the 21st Century. Leaders across various professions, businesses, and governments need to cope with globalization since it forces them to cross borders more often and communicate or conduct business with people from other cultures. This process involves developing necessary skills for working effectively in the modern complex world. Actually, the ability of these leaders to work effectively not only requires the development of essential skills but the application of leadership principles in the global work environment.
Interdiction Explain the value of working in groups and understanding diversity. How can employees overcome frustration in working others. The world is a forever changing climate of people. This requires companies to change with the times. The introduction of different cultures, beliefs, and diverse backgrounds requires a new approach for managing a larger arrange of people.
This leads to a larger range of perspectives and stronger critical analysis of issues2 Diversity is a reality in today’s workplace. It shouldn’t be merely tolerated but valued for what it brings to the organization. ‘It’s not about assisting the individual to “fit into” the corporate culture by “fixing” what is different about them.1 Diversity and Perceptions The multi gender, culture, religion elements of diversity are subject to multiple impressions in differing si...
To this concern, managers, analysts and other business professionals have changed the structure of their organization in order to remain competitive in a market that continues to demand higher expectations, both on the technical and financial plans which exceed the human level. Therefore, the goal of this paper is to highlight different
Human resource management (HRM) is defined as the policies, practices, and systems that influence employees' behavior, attitudes, and performance (Noe-Hollenbeck,-Gerhert-Wright, 2003, p. 1). HRM has changed earlier attitudes and assumptions of personnel management about managing people in several significantly impacting ways and the new model of HRM includes many essentials vital to the basic management goal of accomplishing and maintaining competitiveness. In this paper, the author will describe the changing role of Human Resource Management (HRM) in response to trends in globalization, technology, diversity, e-business, and ethics. Globalization The first impact on the changing role of HRM is globalization. Companies are finding that to survive they must compete in international markets as well as fend off foreign competitors' attempts to gain ground in the United States (de Silva, S., 1997).
According to Oxford dictionary, transformation is a marked change in form, nature, or appearance. Personal change management is based on our preferences and available alternatives. In terms of organizations, however, the complex process of changes takes a lot of efforts and time. It involves drastic changes on organizational level that are caused by either external or internal triggers. The example of external change is when competition pushes our businesses to meet certain standards and provide the same or higher level of product quality or service.
Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now (UCSF) Managing Diversity To address diversity issues, consider these questions: what policies, practices, and ways of thinking and within our organizational culture have differential impact on different groups? What organizational changes should be made to meet the needs of a diverse work... ... middle of paper ... ...e Schorr-Hirsh (2011).
Change Management The world in which business operates is changing at a rapid pace. Developments in technology, communications and competition have forced businesses to update their work practices and become globally competitive. Pressures for change in business can arise internally, that is from staff or management observing current processes, or from external pressures like changes to government policies. There are several pressures currently affecting large organizations in Australia, they are changing markets, technological innovation, Total Quality Management, changes to the nature of industrial relations (where wages and working conditions can be negotiated with staff), flatter organisational structures, HR perspective and environmental issues. These pressures for change must be recognised by management and to effectively manage change, an organization's leaders must enact a change management process.