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Importance of diversity management
4 different aspects of diversity
Research outline of diversity
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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.) Obviously, people differ in numerous ways, so what does that mean for businesses? Well, when work groups are comprised of people with different backgrounds, cultures and lifestyles, promoting teamwork and smooth interactions can be challenging. Finding new ways to work together will require thinking about people’s differences, not to divide, separate or exclude, but to take advantage of those differences. When people engage in divergent thinking, they put themselves in a highly exploratory mode, drawing from more of their total life experience to help solve a particularly difficult problem or to discover new and better alternatives to doing things. 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. 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... ... middle of paper ... ... cultural and personal differences among the people who work there and the customers who do business there (Williams, 2014.) This statement alone is representative of the majority of businesses operating today. With that in mind, organizations should welcome and encourage the benefits of diversity because not only is it the legal thing to do, it is also the ethical thing to do. Works Cited Jefferson P. Marquis, Nelson Lim, Lynn M. Scott, Margaret C. Harrell, Jennifer Kavanagh "Managing Diversity in Corporate America, An Exploratory Analysis" Rand Corporation. Web. 29 June 2015. http://www.rand.org/content/dam/rand/pubs/occasional_papers/2007/RAND_OP206.pdf Pollar, Odette & Gonzalez, Rafael. (2011). Dynamics of diversity: strategic programs for your organization. Boston, MA: Crisp Pub Inc. Williams, Chuck. (2014). Mgmt 2. South Western Publishing.
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
Aspects of diversity are in concordance with age, cognitive means, cultural factors, disability and other significant determinants. In partners develop at least two definitions of diversity as it is any mixture of items characterized by differences and similarities. Another one is its reference to differences between individuals or any attributes that may lead to the perceptions that another person is different from self. Diversity is truly confounding, as numerous different ethnic and cultural organizations have afforded to the social, monetary aspects and cultural standards of our society. It’s just a matter of considering the brighter side of this matter. It is due to these contributions of the diverse society, people will be even more connected in our general objectives, and united
With the increase in globalization, interactions and communication among workplace employees requires diverse backgrounds, cultures and beliefs to coexist. Humans now work in an isolated workplace; we are a part of an economy with worldwide competition generating from all corners of the world. Diversity is needed within profit and nonprofit companies in order to be more effective; these companies must welcome change and adjustments. Diverse employees and environments will help companies to become more creative and successful. Workplace diversity has become an important issue for management nowadays in an attempt expands the workplace structure.
The foundation for developing an effective diversity management program relies on leadership commitment and the CEO should communicate the organization’s position on diversity management and his or her sincere belief in the importance of diversity (Cañas & Sondak, 2010). Indra Nooyi, the current Chairman and CEO of PepsiCo, is a leader who demonstrates a strong passion for managing diversity. In this paper I will be discussing Indra Nooyi’s personal and professional background, the status of diversity within PepsiCo before her role as CEO, the leadership philosophy on managing diversity Indra Nooyi has taken, the strategies she has used to implement diversity management, and her diversity related goals. I will conclude with a discussion on the current status of PepsiCo in terms of diversity, their future diversity goals and how Nooyi’s diversity management efforts have affected the overall success of the company as a whole.
Commitment to diversity and inclusion needs to go beyond a simple head shake in agreeing that it’s important. I believe it takes a “thousand acts a day” to create meaningful and sustainable change. Formal programs and structures are necessary, but to me, the real action happens every day in every interaction that takes place across the organization. Every person must seek to understand a perspective or life experience different from his or her own, and in turn, use that knowledge to create an environment in which every individual’s uniqueness matters. Such an environment helps us bring the best of ourselves to our work each and every
With the ever-changing business environment, employers are adapting diversity guidelines and schemes that appeal to their employees, clients, vendors and suppliers. Diversity in the workplace brings with it a host of potential benefits, as well as potential conflicts for employers to manage. Diversity is about learning from each other in spite of our ethnic background and combining those differences into the workplace to gain experiences and enhance understanding Managing diversity in the workplace should be an essential part of the background of the entire organization. Successful organizations focus on instilling and embedding the values of diversity in their culture and management systems. These organizations
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.
Diversity has many different meanings. The description of diversity can be classified into categories: human, cultural and systems. Human diversity encompasses the physical difference of individuals, such as skin color, gender and appearance. Cultural diversity, on the other hand, looks at individual cultural issues such as religious beliefs, family background and upbringing. Syste...
Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil society alike (Thomas Kochan, 2003, p. 4).
Spiers, C. (2008, Summer). The Business Benefits of Diversity. Management Services, 52(2), 26, 5pgs. Web. 18 May. 2015.
The emerging global marketplace of diverse consumers requires today’s corporations to “recruit retain and promote diverse employees to ensure success” (Robinson, M., Pfeffer, C., & Buccigrossi, J. 2003). As we move into a generation of an increasing number of non-whites to whites, our children will experience a more dramatically diverse workforce. Companies must do more than simply display the intentions of values of diversity. They must embrace and remove the obstacles for the various groups they wish to represent. In order to do this, managers and leaders must first recognize the various groups. It is no longer just about race or gender. This ever-growing issue of diversity now expands in to areas such as sexual preference, disability and familial status. The buying power of these growing diverse markets require companies to invest in the “most valued corporate resource of human capital” (Robinson, M., Pfeffer, C., & Buccigrossi, J. 2003) by leveraging the diversity of their people in recruiting and retaining the most talented professionals out there. To do this, companies must take initiatives in identifying satisfiers and dissatisfiers of the groups they wish to represent. In knowing these, companies are better able to adapt to changes in the external environment and to anticipate and respond to the changes.
Appropriate management of diversity offers a mean to create a competitive advantage for organizations (Kramar,1998; Cox & Blake, 1991) as it is associated with advantages like bro...
...(1997) Developing Competency to Manage Diversity: Reading, Cases & Activities. San Francisco, CA: Berrett-Koehler Publisher.
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).
In todays, world diversity, equal profit, many companies hiring different ethnic group of people to work because it gives satisfaction to customer service and feel comfort to different race of the customer. There are many types of diversity, gender, religion, ethnicity, and age. I believe it is important for owners and Managers to value the diversity in the workplace by recognizing their workplace configuration, and the cross-culture differences and similarities. Diversity brings creativity, knowledge, changes, and custom to companies. Here is the thing I will talk about in this.