Contemporary Human Resources – IBS – Tran Ba Duy Phuong – 2014
Diversity
Major statement
First Article: Multi-layered Exploration of Diversity Management Field: Diversity Discourses, Practices and Practitioners
The first article analyzes the employee equality and diversity in workplace. How do they support and oppose each other’s. The paper demonstrates by Bourdieu’s concept show that how do socioeconomic and organization factor will influence the question. Because it is the wide range topic, hence we have to focus on the all factor in multi-level layer: mainly about social and organization process, individual career outcome, group process, discourses of diversity, diversity practitioners and discrimination issue.
Social justice versus
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Equal opportunity versus diversity management
Equal opportunity approach support equality in workplace for black people, minority ethnic and even the women. It try to reduce the level of inequality and discrimination, however the outcome make the issue become more tension, because everybody has the different perception, and when we discuss on this issue make people feel there are more different from each others.
Research shows that instead of focus on the equal opportunity extend, it should adopt inspiring management diversity approach, which supports the positive training programs. Managers have to establish the well carrier system and show that everybody has the chance to reach the next level and see the possible road.
Organization and national support
In order to establish in the good working diversity management, the organization and nation play the major role. Diversity policy and rule have to found, which follow the new anti-discrimination legislation. It will support the tasks of diversity
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The organization, managers, business, marketing and diversity management have to been talk on the same languages and deliver the same messages.
Second Article: Getting diversity at work to: what we know and we still don’t know
The article highlight that with workplace diversity, in term of gender, ethnicity and functional background will bring the better outcome, increase the effectiveness, better decision making, larger talent workers, and better satisfy customer needs. However in early nineteenth diversity work leads to less favorable outcome, as more absenteeism, weaker outcome, and more conflict.
The second article studies the main drivers, which lead to the success and failure of the diversity management. Diversity management is long term strategic, which requires the good communication methods to the target audiences.
People usually prefer to work in homogeneous environment, with the thought that it will be result less conflict, less identification, and less lower performance.
In spite of it diversity employment has the wider information and make the better decision, which leads to the increasing the performance outcome. They will bring to more creativity at
Diversity is a term that we are familiar with. It describes the differences between individuals and groups in terms of culture, nationality, ability, ethnic origin, gender, age, religion, belies, sexual orientation and social class (Clarke, Mark, Pat etal.,2012). At place of work, understanding and valuing diversity makes individual to sees differences in people as valuable and potential assets, encourages open dialogue on diversity and shares personal, and writes and speaks in language that's respectful and sensitive, encourages open dialogue on diversity. Understanding and valuing diversity is fundamental to all the other desired behaviours. Learning about others, talking with others, reflecting on your behaviour, and looking deep into yourself to truly assess and modify your behaviours related to diversity.
Importance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company.
Contextualizing the Concept of Diversity: This section discusses the concept of diversity through contemporary narratives and the legal definitions of diversity in the U.S. and India. "Diversity" as a concept in both countries has been interpreted in contexts of their history, constitutional reference, sociopolitical scenario, and demographic composition. In the U.S., the concept of diversity represents racial and cultural differences; diversity has been perceived, translated, and practiced as "differences" in race/ethnicity and social identities (Ghosh, 2012). Further, diversity in the context of social identity emphasizes historically marginalized social groups such as African American, Hispanic, and Native American. It is a well-known
Inequalities in the Workforce In workforces around the world minority groups are facing extreme inequities and injustice by coworkers and even managers. From Pay disparities to Discrimination, these inequities are even shown to lower financial gain. Not only finances but lack of diversity in a workplace can to a toxic work environment. Employers need to prioritize eliminating inequities in the workplace.
- Diversity brings a variety of ideas and viewpoints to the organisation especially when creative problem solving is required. - Diversity increases passionate workers and makes work fun and
In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.
Running diversity is economically beneficial to the organization because of client and job satisfaction, creativity, innovation, and increased employee productivity from this perspective. The most important underlying principle for the diversity management approach is to achieve competitive advantage through requisite variety—the standard that the diversity within a system must reflect the surrounding variety in which it operates (Weick, 1979). One the other hand, one of the causes organizations adopt diversity management programs is to achieve moral advantages (Hon and Brunner, 2000). For that reason, organizations, driven by ethical concerns, embrace diversity as a part of their CSR
One benefit of diversity in society is the exposure, which pushes people to broaden their horizons and have a receptive and open mind. Diversification creates a pool of talent with people of various backgrounds, who have had different experiences
Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part
INTRODUCTION This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity.
We live and work in a diverse world, consists of people with divergent backgrounds with different needs and preferences. This multicultural world brings out the potential on improvement and efficient, but also comes with that are the challenges. Workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Kossek, Lobel & Brown, 2005). The culture of an organisation plays a big role in the performance and sustainability of an organisation, and it is also important to the well-being of its employees.
Successful strategies link diversity progress directly to business results. (www.diversityinc.com/diversity-management) Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization As a group we discussed diversity management and realized that the world is a big place and there will always be diversity.
All students deserve to be treated fairly as individuals. When considering the diversity of the class members, we will celebrate the uniqueness that the differences contribute. Because I have high expectations that all my children can be successful, adjustments may be necessary because everyone is not the same (Burden, 2017, p. 115). It is vital that a spirit of understanding and edification is active amongst the students and from the teacher (Romans 14:19, King James Version) to produce fruits of mutual respect: reduced bias, positive academic outcomes, enhanced problem solving, and healthy group dynamics (Cousik, 2015, p. 54). For differences that stem from culture, gender, ethnicity, or socioeconomic status, the adjustments will involve bridging the cultural gap between the students’ diversity and the curriculum.
Age Diversity in the Workplace Diversity at workplace is one of the prominent issues in today’s world. It is the challenging issue that managers face to manage at the workplace. But it gives the highest output if properly managed. By managing the workplace diversity, companies can increase the overall efficiency that results in higher output. Besides, it enhances the image of the company to become ‘Employers of Choice’.
The diversity and globalization of Central is something I really look forward to. I've always had a diverse group of friends in high school that, through all honestly, my Christian parents never really approved of. It was never because they did anything bad, but it was the way they dressed, what they chose to believe in, and sexual preferences. I never minded I always thought it made them even more unique and it was who they were. I accepted them and they accepted me.