“Rapid internationalization and globalization has enhanced the significance of workforce diversity”. (Shen, 2009) There is now a growing need for diversity management and interlacing cultural differences into the company’s core values. Within the last couple of decades human resource management has tied in diversity management with compliance to the EEOC and affirmative action. Going forward into the future, companies need to start looking at diversity in the workplace as an individual focus to utilize. “Less attention has been paid to valuing, developing and making use of diversity”. (Shen, 2009) The marketplace is changing rapidly, for a company to be successful the demographics in the work setting must be similar. “Diversity management does not only recognize but also values and harnesses workforce differences, such as individual characteristics, backgrounds, orientations, and religious beliefs, so that individual talents are being fully utilized and organizational goals are met”. (Shen, 2009) Not only are there benefits for external stakeholders to see a company’s diversity management successful, internally having different viewpoints and cultural backgrounds help bring new perspectives to problem solving. A study found that “a diverse workforce has a better quality solution to brainstorming tasks, displays more cooperative behavior relative to homogenous groups, and can raise organizational efficiency, effectiveness and profitability.” (Shen, 2009) Human resources’ role in diversity management is finding a way to implement a strategy to incorporate diversity into a corporation’s day-to-day activity. “Both HRM and diversity management are concerned with individual differences the development and well being of each and every ... ... middle of paper ... ...m-Line: The Metaphor Of "Managing Diversity." Journal Of Business Communication 40.1 (2003): 28-49. Business Source Premier. Web. 26 Nov. 2013. 5.) Diversity Identity Management: An Organizational View Cole, Brooklyn, and Manjula Salimath. "Diversity Identity Management: An Organizational Perspective." Journal Of Business Ethics 116.1 (2013): 151-161. Business Source Premier. Web. 26 Nov. 2013. 6.) Managing cultural diversity and the process of knowledge sharing Lauring, Jakob. "Managing Cultural Diversity And The Process Of Knowledge Sharing: A Case From Denmark." Scandinavian Journal Of Management 25.4 (2009): 385-394. Business Source Premier. Web. 26 Nov. 2013. 7.) Workplace Diversity Practices "Workplace Diversity Practice." SHRM. SHRM, 11 Oct. 2010. Web. 26 Nov. 2013. .
Stoner, C., & Russell-Chapin, L (1997). Creating a culture of diversity management: moving from awareness to action. University of California. Retrieved April 8, 2005 from University of Phoenix, InfoTrac
Within an organization, diversity is considered a having a population of people that are of different races or cultures working collectively. From this collection of people, a variance of perspective is formed and talent is fostered in order to maximize performance. These great minds work
Pollar, Odette & Gonzalez, Rafael. (2011). Dynamics of diversity: strategic programs for your organization. Boston, MA: Crisp Pub Inc.
Diversity problems are currently thought of necessary and are projected to become even more necessary within the future because of increasing variations within the U.S. population. Corporations ought to target diversity and appearance for tactics to become all-inclusive organizations as a result of diversity has the potential of yielding bigger productivity and competitive blessings (SHRM, 1995). Stephen G. Butler, co-chair of the Business-Higher Education Forum, believes that diversity is a useful competitive asset that America cannot afford to ignore (Robinson, 2002). Managing and valuing diversity may be a key part of effective individuals management, which might improve work productivity (Black Enterprise, 2001).
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).
Workforce diversity at the international level encompasses race, ethnic groups, gender, sexual orientation, educational background, socioeconomic and cultural statuses and norms (Pringle & Ryan, 2015). Diversity goes beyond how individuals at the workplace view themselves and touches on how people perceive their colleagues, bosses and their organisation (Greenberg, 2010). Adaptability, change and communication are some of the core issues that management and human resource departments have to handle well to address issues of diversity and perception towards diversity. The benefits associated with diversity include increased adaptability, broad range of service, divergent view points, and effective implementation of tasks (Greenberg,
Subbarao, A. V. Managing workforce diversity: an innovation or an evolution? Ottawa: Faculty of Administration, University of Ottawa, 1995.
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).
Managing diversity builds on the EEO foundation but puts a new emphasis on the importance of valuing workplace difference as good management practice. This approach means that organizations must develop people management strategies to value and accommodate differences in the background perspective and family responsibilities of their employees. It requires them to acknowledge the positive contribution that diversity can...
It is important to a foster cultural diversity in the workplace. Employee training and development is key necessary to bring about the desired results. Diversity is a reality in today’s business environment. Moreover, if cultural diversity is managed well, diversity provides benefits that increase success for the employer and employees. However, when ignored or mismanaged it brings unnecessary challenges and issues that hinder the company’s ability to
Harvey, C. P. & Allard, M. J. (2012). Understanding and managing diversity (6th ed.). Saddle River, New Jersey: Pearson
Marquis, J. P. (2007). Managing Diversity in Corporate America: An Exploratory Analysis. Santa Monica, CA: RAND Corporation
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 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...
In many companies, employees feel diversity ix not an organizational priority. Diversity has to be apart of...