This research paper critically evaluates the concept of business case diversity and the organization’s commitment to value workforce diversity by identifying and defining the require for business case and diversity management through inclusion. …
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The paper tells that many of the countries have commitment to providing equal employment opportunities (EEO) in their organizations, but it is not common to see diverse workforce in almost all of the organizations. While equal employment opportunity ensures a moral imperative to end workplace discrimination, diversity at workplace is seen as a requirement to cater effectively to the diverse market segments. It is also observed that equal employment opportunity has not been successful in achieving its target of eliminating employment discrimination as inequities still exist in employer’s commitment to ensuring equal employment opportunity as well as the weak legal framework to ensure the success of this concept of EEO. This has led to build an anti-discriminatory framework for employment that takes into consideration the business case as a conceptual tool to identify the workforce diversity that is set to be independent of moral and legal requirements. A business case diversity approach to managing human resources is essential as EEO concept aims to increasingly establish practices that solely focus on the profitability of the business rather than take a holistic approach of considering the external legal pressures as well as internal moral considerations. However, it is also noted that EEO initiatives alone do not yield positive outcomes for an organization and that diversity of workforce, to an extent, does help the firm achieve the desired targets. Also, it is seen that not all organizations implement EEO uniformly and also, there is a difference between what the EEO and alternately, diversity of workforce aim to achieve. As EEO aims to achieve equality in treating its employees, diversity of workforce aims to achieve a blend of diverse workforce that is efficient in delivering service to the diverse market as a whole. Also, while EEO increases the treatment quotient of the employee, it does not guarantee employee or employer commitment to business performance and fair treatment, which is EEO’s major concern (Riley, 2007). Managing diversity at workplace Within EEO organizational environment, diversity of workforce can exist to cater to the segmented market place. Diverse workforce is seen to enhance customer service to the increasingly diverse customer segment of the business where sales can increase as service is customized to appreciate customer preferences and diversity. The nature of business, customer composition, cultural and other
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Managing diversity Name: Instructor: Task: Date: The rising proportion of individuals from diverse cultural settings has heightened the need to devise appropriate ways of managing the workplace diversity. The rise in cultural diversity has resulted to actions illustrating cases of inequality.
The researcher of this paper seeks to give an introduction to the topic diversity, giving a clear definition of what it really is. The main region of this studu’s focus will be European countries, but with exception to the UK. The paper will explore the various types of diversity management policies which are currently being introduced in organisations in European countries.
The research design that the authors have described has used the instrument of questionnaires to analyze the Australian workforce. The sample was taken from the employees working for a large multinational company in Australia. Sampling and data collection were conducted in order to test the hypothesis about whether there was a direct positive association between addressing cultural diversity and affective commitment.
There are also the secondary dimensions of the diversity of a particular group known through the educational background of an individual, his income, geographical location, religious beliefs, marital status and work experience amongst other factor. Diversity therefore defines how people perceive each other and how they handle it against the other in their daily interaction (Sweetman, 2004).
Going by the job description of most of these sectors mentioned above and the kind of work involved, this sector employees a large number of unskilled or semi skilled manpower. Only people in the management category are skilled or highly skilled, per se going purely by the educational qualification required for this sector.
Culturally diverse organizations are more innovative, creative, talented and hold more marketing potential and talent, (Cox and Blake, 1991 cited in Kossek, Lobel and Brown, Thomas and Ely, 2001), greater cooperation (Cox and Blake
This is because the elements of diversity include quite a number of factors aside from just beliefs, culture and values. Physical characteristics, age, race, physical ability, sexual orientation, geographical
On the other side, sociology of actions advocates the concept of an independent man, able to realize his full potential and to create a truly human social order only when freed from external constraint.
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