This piece of research paper explains what diversity climate in an organization is. This paper attempts to design a model with methods and procedures to analyze diversity and to implement the results in a cultural diversity training program. …
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This paper illustrates that successfully managing an organization especially in today’s increasingly diverse workforce has become one of the most challenges faced by management and corporate leaders in recent years. Human capital is the most valuable and powerful asset and therefore it has been found that effectively managing the human resources is extremely critical to organizational success. Managing diversity climate effectively is one of the most significant elements of effective managing of the human capital as it can help the organization increase the productivity of its workforce, make them fully satisfied and highly committed to the job as well. Diversity refers to the attributes and aspects that can be considered to be salient to an employer making him think that he is different from another individual. Gender, racio-ethnicity, nationality, age etc are some of the attributes that create and influence diversity within the organization. Diversity happens in an organization where its members’ have attitudes and perception towards people from cultural groups other than their own. Herdman and McMillan-Capehart described that diversity referred to the degree of inter-organizational representation of people in a way that different groups are inter-affiliated of cultural significance. A plurality of perspectives and experiences prevail in diversity climate and it serves as the strategic resource to the organization securing a competitive advantage. They viewed diversity climate as an opportunity and a resource that the managers can turn them better strategy to increase organizational performance and achieve sustainable competitive advantage if the management is successful in managing it.
As Garcia and Hoelscher (2010, p. 23) detailed, there are four different themes when it comes to diversity climate, they are:
Perceptions of degree between group conflicts and a mind set to accept others,
Level of institutional commitment to the diversity in the organization,
Fairness, like lack of institutional bias, and
A very generalized atmosphere for getting and giving respect each others.
As today’s workforce has become increasingly diverse, diversity management has gained considerable attention and has emerged to be an important element of larger business strategy that can help an organization improve organizational competitiveness and effectiveness. As Hur, Strickland and Stefanovic (2009, p. 501) noted, many large organizations have recently given greater emphasis on identifying, considering and implementing varieties of practices that are designed and developed to foster better diversity business environment as well as to combat discrimination and all other legal risks in the workplace.
Where diversity climate persists, there will be shared perceptions regarding the ways things are around there. Employees in such circumstances will be able to retrieve information from salient stimuli so that they can describe and interpret their work environment. They also can integrate the perceptions of unique workplace conditions and events in to quite a broader perceptions of organizational climate.
A strategic method to analyze diversity climate
There can be different cultural groups and people from different ethnic background in any organization. the workforce today is getting too much diverse. Diversity climate, as mentioned above, is the perception and attitude of people towards the culture of people other than their own. In a diversity culture, people are mentally capable of accepting other culture, groups and ethnic behaviors, rather than their ow
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The report will cover the moderate open- minded change, where some basic rules are established in work place to foster teamwork, flexibility, and diversity; essential change stage, where the organization adapts measures beyond formal rules to guide the achievement of diversity in the organization; the revolutionary change, where the short-run and the long-run needs of the organization come into play
This model can be implemented in diversity management training, which will not only help in providing an understanding of diversity management but also identifying potential gaps, issues, and hindrances to effective diversity management. Introduction: Diversity climate has an important role to play in the organization’s success as it instills specific patterns of behavior and performance.
The author states that handling a diverse workforce means that the organization has to engage in first acknowledging the worth of discrepancies in the manpower, fight discrimination and biases and encourage inclusiveness. Managers and superiors may have to face issues with compromising productivity in work or loss in manpower due to discrimination.
Maximizing and capitalizing on workplace diversity has become an important issue for management today (Green et. al., 2008). This paper presents the contributions and implications of creating diversity during corporate decisions mainly focused on the operations and marketing aspect.
The impacts due to global climate are categorized into three classes that include direct, in direct, and psychological. The in-and a converted environment from the initial climatic conditions direct impacts are those that result from the acute effects of extreme weathers conditions and events , which change the climatic environment.
Proper management within the organization allows it to preserve this diversity by attracting the right human capital and retaining the same. Another important aspect that diversity management focuses on is the issue of social justice. While diversity brings various benefits to the organization, it might also be the cause of concern and affect profit objectives of the firm adversely.
there are a number of reasons for why Sodexo has been able to attain and retain the success that it has, one of the most salient aspects of the business, as compared to the many other businesses within this particular line of service offering, is the fact that that the firm has sought out diversity, and the representation thereof.
Thomas Roosevelt talks of diversity as referring “to the differences, similarities and related tensions that exist in any mixture. Note especially that the term includes differences and similarities. Diversity is not limited to issues of race and gender, nor is it confined
y comprise of insurance and general benefits, motorized equipments, municipal facility and equipment maintenance, and information and community service (Moreno, 2012). The activities listed above are some of the governmental functions that depend on the internal service funds.
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