Personal and Managerial Effectiveness - Assignment Example

? Personal and Managerial Effectiveness Table of Contents Table of Contents 2 Introduction 3 Discussion 3 What is diversity? 3 Essentialities to manage diverse workforces 4 Challenges Faced By 21st Century Organizations due to Diverse Workforces 4 Tools and Techniques Required To Manage Diversity in an Organization 5 Benefits of diverse workforce 8 Why diverse workforce is encouraged? 9 Analysis 9 Whether diversity is a problem or an opportunity/ asset of an organization 9 Findings 11 Conclusions 11 Recommendations 12 References 14 Bibliography 15 Introduction In this age of globalization and industrialization, human resource is most essential requirement. Without which, an organization may not sustain or prosper effectively in this age of competitiveness among other rival players. This is because; interaction or communication with diverse individual or employees within an organization is the mother of creativity or innovation. It might prove effective for the organization in enhancing its profit margin and reputation in the market among other rival players. As a result, the image and uniqueness of the organization might also get enhanced thereby amplifying its level of sustainability in long run. Therefore, it might be depicted that interaction with the workforces of diverse culture, creed and beliefs is extremely essential to present innovative products and services to satisfy changing needs. This report mainly highlights the importance and definition of diversity along with its negative effects within a work place. Other than this, it also describes the essentialities of a diverse workforce within an organization as well as resolution of the issues of the diversity in an effective way so as to make it an opportunity for further improvements. Discussion What is diversity? Diversity is recognised as the procedure of acknowledging, accepting, evaluating, and analysing the differences of the viewpoints of the individual of varied age-groups, creed, ethnicity, gender, mental capability, race, spiritual practice and many other specifications. Other than this, it is also described as the process to understand and respect the ideas and suggestions of each and every individual within an organization thereby amplifying its uniqueness among all. Therefore, diverse workforces might prove effective in enhancing the productivity and profitability of the organization in long run among other rival players. So, keeping the concept of unity in mind, the challenges of diversity is fading slowly and gradually from the corporate organizations in the entire globe. Essentialities to manage diverse workforces In today’s era, diversity is the root-cause of success of maximum extent of the organization operating in different segments. However, it might be possible only if it may be managed effectively and continuously. Only then, varied types of talents and capabilities of the employees working within an organization might be explored resulting in amplification of the productivity and efficiency in the market among others. Along with this, it might also prove effective in presenting varied types of inventive products so as to cope up with the challenges of the changing situation. As a result, it might also help the organization to improve its distinctiveness and reputation in the entire market among other rival players. Therefore, it might be depicted that diverse workforce or multicultural workforce helps in enhancing the performance and image of the individual as well as the organization in the society or market among others. Challenges Faced By 21st Century Organizations due to Diverse Workforces In order to retain the level of sustainability and competitiveness in the market for long run, the management of most of the organizations are devoting their maximum time and concentration to sort out diversity issues such as discrimination, negative attitudes, behaviours, conflicts, complaints, equal opportunities for females, organizational restructuring and many others. The prime cause behind it is to enhance their level of efficiency and productivity thereby amplifying its portfolio in the market among others. By doing so, the level of morale and confidence of the employees of the organization become enhanced thereby amplifying their performance and devotion towards work. As a result, it might not only improve the brand image but also the dominance of the organization in the market among other players. However, if the above mentioned challenges are not mitigated in an effective way then the level of productivity might get declined along with the image of the organization as well. Along with this, it might also decrease the level of motivation and devotion of the employees towards their assigned duties. As a result, the level of performance of the employees might get declined resulting in reduction of their inner morale and self-esteem. So, the rate of retention of the experienced employees within the organization might get reduced thereby hindering the portfolio of the organization in the market. And due to high rate of attrition, the image and uniqueness of the organization might get destroyed within the minds of the shareholders, customers and stakeholders. Along with this, the rate of survival of the organization also gets reduced significantly in the global market among other rival players. And as a result, the threat or risk of new entrants within the segment might also get enhanced that might hinder the supremacy of the organization (Ulrich, 1997, pp.567-589). Moreover, due to high rate of attrition, the efficiency to present varied types of innovative products and services to its target customers so as to satisfy their changing needs and demands also gets reduced. As a result, the loyal customers try to switchover to other brands in order to satisfy their requirements thereby hampering the sale and profit margin of the organization. Therefore, it might be depicted clearly that, human resource or workforce is the mother of creativity or innovation and so they need to be handled with extreme care and concern. Tools and Techniques Required To Manage Diversity in an Organization In today’s era, innovation acts as the catalyst for survival of the businesses. This is because; it helps in the development of varied types of products, services or ideas thereby enhancing its customer base and profitability. However, this might be possible only if the employees or work forces act according to the rules and objectives of the organization. In order to do so, the management of the organization need to implement such type of business strategies that might prove effective in enhancing the level of motivation and team spirit of the employees or workforces. As a result of which, the growth and profit margin of the organization gets enhanced along with the inner morale of the employees as well. This might improve the market share and brand value of the organization among other rival players operating in other segments. Other than this, the organizational management might also try to recruit experienced and talented managers or leaders so as to mitigate the ill effects of diversity and to enhance the productivity in the entire globe among others just as Steve Jobs of Apple Inc. Mr. Steve Jobs is one of the most skilled and tactful leader, who comprised the skills to analyse the inner virtues of the employees in an effective way. Such a quality acted as a boon for the organization and its employees to fade off the conflicting environment arising due to diverse ideas and suggestion of its workforces. As a result, the level of interaction among the employees and higher authorities might get enhanced resulting in generation of varied ideas and thoughts. This might result in flurry of varied commodities and services thereby meeting the expectations of the customers in an effective way. So, the level of loyalty and reliability of the customers over the brand might get enhanced resulting in amplification of its brand image and reputation in the market among others. Other than this, a leader with extreme determination and thinking ability might also prove effective for an organization operating in a challenging environment of 21st century. This is because; he might very easily analyse the impacts of cultural biasness and prejudices within an organization. So, he might always desire to maintain a good relationship with all, thereby respecting each and every employee of varied culture and status. By doing so, each and every employee of an organization might generate a very effective interpersonal relationship resulting in reduction of cultural diversity or workplace diversity. Along with this, the effectiveness or performance of the work might get enhanced and the productivity of the organization as well. And the position and market share of the organization might get amplified thereby reduces the consequences of economic turmoil or strategic challenges. Therefore, it might be stated that intelligence and shrewdness of an experienced leader or manager might prove effective in enhancing the net income and profitability in this competitive market among other competitors (Ulrich, 1997, pp. 457-490). Apart from this, in order to reduce the issue of attrition or backlash, the leader or the manager of the organization need to offer high degree of involvement with the workforces or employees. This might prove effective for the organization to tackle the ill effects of changing strategic or environmental situations. Along with this, the level of conflicts among the members might also get reduced thereby enhancing their level of performance and commitment towards work to a significant extent. Thus, from the above point, it might be clearly stated that interpersonal communication or relationship acts as the cornerstone in reducing the ill effects of workforce diversity within an organization of 21st century. Hence the environmental or organizational changes might be tackled or mitigated effectively through intelligence and inner confidence. Other than this, diverse workforces within an organization might be effectively maintained by embracing the values and principles of multi-cultured individual so as to improve the performance and productivity of the organization in the market among others. Along with this, varied types of employees might be selected only after vigorous tests and evaluations. Only then, the intensity of discrimination might get reduced thereby amplifying the level of interpersonal communication and uniqueness among all. Apart from this, in order to enhance the level of skills and talents of the employees, varied types of training and development programs might be implemented within the organization. This might help in reduction of employee conflicts due to lack of job skills and experiences. And as a result, their level of performances might get enhanced thereby reducing intensity of employee conflicts and clashes. Therefore, it might be stated that the main way to reduce workforce diversity, is to implement unique strategies and an experienced leader or manager. Only then, the organizational portfolio and distinctiveness might get enhanced in the market thereby reducing its threats and risks. Benefits of diverse workforce Each and every organization desires to recruit and mange the workforces in an effective way in order to enhance its productivity and image in the market among others. Many others advantages of a diverse workforce are presented below: Improved profitability- the profitability of the organization might be enhanced by recruiting a wide pool of talented and experienced staffs. By doing so, the organization might become able to present varied types of inventive products or services thereby gratifying the changing needs and requirements of the customers. Improved morale- recruitment of diverse workforce might help in enhancing the inner morale and confidence of the employees thereby amplifying the level of performance and turnover as well. Attracting wide range of experienced staffs- numerous experienced and talented employees might get attracted towards the organization thereby amplifying its effectiveness in the market among other contenders (Sutherland & et. al., 2010, pp. 456-567). Wide range of product and services- due to the recruitment of various talented and experienced staffs, the intensity of idea generation increases significantly thereby amplifying the level of loyalty and reliability of the customers. Thus, it might be clearly stated from the above mentioned points that diverse workforce is extremely essential for an organization operating in such a challenging situation of 21st century. Why diverse workforce is encouraged? As the organizations of this age mainly operates in a competitive situation so extremely tactful and skilled workforces act as their prime strengths. This because, with the help of a diverse workforce, an employer might better understand and evaluate the trends and demographics of the markets, needs of the customers, competitor strategies and many others that might prove effective in long run. Therefore, in order to sustain in this changing and evolving market place, the most essential requirement is diverse workforce. However, it needs to be managed effectively in order to improve employee satisfaction rate. As employee satisfaction is direct related with employee retention as well as performance and yield of the organization. So, workforce diversity is entirely related with profit margin and brand value of the organization (Loysk, 1996, pp. 456-478). Analysis Whether diversity is a problem or an opportunity/ asset of an organization Although the trouble of diversity is present in every segment still due to effective management, its ill effects are reducing day by day. This is because; of the change of the attitude and mentality of the employees and the employers of the organizations as well. Previously it is depicted as a problem that might result in conflicts, interpersonal barriers, distress and many others but now a day it helps in enhancement of organizational effectiveness. Introduction of new products and services-diverse workforces helps in introduction of varied types of products and services that might satisfy the requirements of the customers. And as a result, the level of loyalty and consistency of the customers might get enhanced. Better team spirit- due to diverse workforce, the inner morale and confidence of the employees of the organization gets enhanced thereby amplifying their level of performance as well. This might improve the intensity of attaining rewards and extra benefits such as incentives, bonuses etc (Green & et.al., 2012). Better team-work- in today’s era, an organization may not sustain, if team-work among the members is absent. This is because, through team-work or diverse workforce, an innovative idea might get generated that might prove effective for the organization in future era. High level of retention- diverse workforce acts as a magical tool to retain talented and experienced workforces within the organization. By doing so, varied types of threats or risk might be easily mitigated thereby retaining a stable image in the market. Happy workforce- if the workforce of an organization might be handled efficiently, then the motivation level might get multiplied thereby amplifying the rate of productivity. This might satisfy both the employees as well as the employers to a certain extent. Along with this, the level of frustration and discontentment among the employees might get reduced thereby amplifying their rate of devotion and commitment towards the duties. Expansion to new markets- if the workforce of the organization is extremely diverse, then the intensity to expand into various new markets is quite high. As heterogeneous workforce might easily tackle and manage any sort of situation or strategic changes so it might easily enter into new markets. This might also improve the customer base and profitability of the organization among others. And the level of dominance and equity might get enhanced to a certain extent among other rival players. Therefore, diversity may not be regarded as a problem or trouble that might be mitigated but an opportunity that may offer effective results in future era. So, it needs to be managed and reduced with the help of talented and expert leaders or managers (Devoe, 1999, pp. 345-367) Findings After evaluating and analysing the above paragraphs, it might be clearly stated that diversity is not a threat for an organization, but strength to enhance its sustainability. A diverse workforce might improve the creativity and performance of the organization in the market among others. And as a result, the range of customers might get enhanced thereby amplifying the market share and brand value of the organization to a certain extent among others. Moreover, the uniqueness and prosperity of the organization might also get amplified in the market that is the prime requirement for survival. And it might also prove effective for the organization to enhance its effectiveness thereby reducing its threats and risks as well. Hence, it might be stated that diverse workforce is the prime requirement of any organization in this age of competitiveness. And so it needs to be managed and controlled very effectively in order to make it a powerful weapon to mitigate strategic or environmental risks (Christensen, 2003, pp. 456-567). Conclusions Conclusively it might be stated that a diverse workforce is a mirror reflection of the strategic or environmental change taking place in this era. However, the consequences of such types of changes might be easily mitigated with the help of talented and experienced diverse workforces. If the organizational management respects the values and ideas of the employees, then their level of devotion towards work might surely get enhanced. As a result, the organization might become successful in presenting varied types of inventive products and services in order to resolve the changing trends and needs. And as a result, the loyalty and profit margin of the organization might get enhanced significantly as compared to many other rival contenders. Therefore, in order to maintain a uniform organizational environment, it’s extremely essential to offer varied types of training programs to enhance the awareness level of the employees, regarding the issues of diversity. Only then, the threat of diverse workforce might get resolved entirely. Hence, diverse workforce acts as a key to: Attract and retain more and more employees within the organization High level of satisfaction of the customers High demand of the products or services in the market Improvement of corporate reputation Improvement of the profit margin of the organization Recommendations In order to reduce the challenges and consequences of workforce diversity, managers need to devote huge amount of time. Only then the negative impacts might get translated to positive effects thereby presenting a unique environment within the organization (Beatty & Schneier, 1997, pp. 345-567). Apart from this varied other policies and strategies need to be implemented, that are presented below: Open door policy – this means, each and every employee of the organization need to be treated equally so as to reduce the ill effects of discrimination. No discrimination- each and every employee needs to be respected so as to reduce the impacts of discrimination. Flexible working hours- the policy of flexible working hours need to be implemented within the organization so as to maintain uniformity and consistency among the workforces. Safe and secured workplace environment- the working environment need to be safe and secured so that both male and female employees might work effectively in the organization. Training programs- varied types of training programs need to be implemented within the organization so as to present the advantages of diverse workforce. Only then, the level of awareness of the employees might get enhanced to a significant extent. Specific amount of shares from the success of the organization- all the employees need to be presented a specific amount (incentive) from the total profit of the organization. References Beatty, R. W. & Schneier, C. E. (1997). New human resource roles to impact organizational performance: From "partners" to "players". Boston: Harvard Business School Press. Christensen, C. (2003). The Innovator’s Solution, Creating and Sustaining Successful Growth. Boston: Harvard Business School Press. Devoe, D. (1999). Managing a diverse workforce. SanMateo, CA: InfoWorld Media Group. Green, K, A. & et.al. (2012). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. [Online] Available at: https://edis.ifas.ufl.edu/pdffiles/HR/HR02200.pdf [Accessed on 11th December, 2013]. Loysk, B. (1996). Managing a changing workforce: Achieving outstanding service with today’s employees. Davie, FL: Workplace Trends Publishing. Sutherland, V, S. & et . al. (2010). Organizational Stress Management: A Strategic Approach. London: Palgrave Macmillan. Ulrich, D. (1997). Human resource champions: the next agenda for adding value and delivering results. Boston: Harvard Business School Press. Bibliography Holloway, R. (2001). Towards Financial Self-reliance: A Handbook on Resource development Page-95. New York: McGraw-Hill. Read More