This research aims to evaluate and present three procedures followed to establish diversity climate at a work place. This research will also describe a number of ways through which diversity, as a core value of an organization can be implemented…
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It is evidently clear from the discussion that workforce is the basis of success of any given organization. Much as there are other factors of production to consider in determining the likelihood of success of any organization or business entity, human capital is the most significant. This is because; no operations can become successful regardless of the capital input, unless they are well managed and implemented. Thus, the need for adopting a flexible human resource program that integrates diverse cultures and personalities within the operations of the organization is paramount. The encompassment a different people, from different backgrounds in religion, socio-cultural activities, education, and exposure ensures that the organization can uphold variant ideas, opinions, and judgments. These are the basis of development. Owing to the fact that teamwork is the basis for success of any given organization, diversity comes in handy. Where diversity is non-existent, the individuals involved cannot interact and share ideas and opinions freely. This means that there is low or no chance of devising new ways of doing things. It is through the free interaction of individuals and their teamwork attitude that creates avenues for innovations and inventions. Various methods can be adopted to enhance diversity climate in an organization. Education that entails equipping the management team with relevant and diverse training skills is one such method. This serves to ensure that the management team is better placed to adopt different individuals and incorporate them in their labor force. Such training enhances the management ability of ensuring every member of their team feels appreciated and equally important, not withstanding their differences in personalities, cultures, religious backgrounds e.t.c. The establishment, enforcement, and implementation of a set of code of ethics is yet another method. The basic step in achieving this is through the recruitment of individuals from different spheres of life. Exposure, through establishment of equity and accountability, as a core value of the organization is another method that applicable in enhancing the climate of diversity in an organization. This ensures that all the individuals are treated equally, regardless of their gender, origin, race, religion e.t.c. any group, committee or panel formed to undertake different tasks for the organization should be representative of the different personalities in that organization. Each group or individual should feel well represented in that formation. This goes a long way to enhancing respect and cooperation from all the individuals in the organization. There are three procedures followed to establish diversity climate at a work place. The first is the moderate open- minded change, where some basic rules are established in work place to foster teamwork, flexibility, and diversity. At this stage, the workers are promoted solely based on merit and performance. Such rules as those guiding promotions are established and implemented by the policy makers. However, the problem associated with this is that not all aspects of diversity are implementable through formal rules. The second procedure is the essential change stage, where the organization adapts measures beyond formal rules to guide the achievement of diversity in the organization. At this stage, even though two members of the same affiliation are better placed to be promoted based on their performance, an allowance for equity is created by promoting another individual of a different affiliation. The last procedure is the revolutionary change, where the short-run and the long-run needs of the organization come into play. Under this stage, the organization establishes equity and diversity in the short-run, while buying time to consolidate a system that will afford automatic flexibility and diversity
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(Diversity in Organizations Research Paper Example | Topics and Well Written Essays - 750 Words)
“Diversity in Organizations Research Paper Example | Topics and Well Written Essays - 750 Words”, n.d. https://studentshare.org/management/1394838-diversity-in-organizations.
Washington Adventist University Importance of Diversity in Most Organizations In the Global Market. Differences were indeed, inevitable. In fact, the diversity in United States had been so apparent. Diversity in gender, sexual orientation, age, religion, race, ethnicity, national origin, and other aspects had been part of every organization.
According to the research findings it can therefore be said that diversity management with regard to HR is believed to have gained increased momentum owing to the business pressure which is becoming globally competitive, the altering structure of the labor force and the rising concern related to the significance of the HRM.
Table of Contents Workforce Diversity 2 Introduction 2 Importance of Workforce Diversity 2 Managing Workforce Diversity at LOCOG 2012 3 Works Cited 6 Workforce Diversity Introduction In today’s dynamic business environment, it is essential to be equipped with tools and techniques in order to cope up with workforce diversity.
Workplace harassment could include harassment with respect to age, race, gender, disability and sexual orientation. Discrimination could include discriminating between individuals based on ethnicity, cultural background, social status, hierarchical position etc.
Developing Leadership Diversity Leadership has long been the subject of extensive research from various business practitioners, educators and other professionals delving in theories of human behavior in organizations. With contemporary organizations evolving in complexity and scope of operations that reach global scales, the issue of diversity is likewise gaining crucial relevance.
In straightforward news reporting, evidence of socially-oriented views is able to filter through in news articles which are supposed to be objective accounts of a non-cultural issue. In this assessment, the divergence in the articles may be less accounted for by cultural differences, and more in line with differences in a vantage point with respect to the issue at bar.
Multicultural Organizations. Rapid economic globalization insists that organizations have to have the capacity to operate in diverse cultural settings. Community ceased to labor in a narrow-minded marketplace. Organizations and organizational processes are part of the worldwide economy.
These articles report the results of research that investigates the relationship between diversity and its outcomes which forms the basis for whether or not organisations value diversity. It also sheds light on the shortcomings of diversity management approaches by claiming lack of quantitative results and counter-productive policies resulting in backfiring of such initiatives.
The author states that websites are the main source of communication between the Non-profit organizations and its stakeholders, it is crucial that all the information about how it is managing diversity issues in organizations and fulfilling its commitment to managing it within the organization so that organizations can perform at their best.
Diversity training provides an avenue for discussion and a strategy for a safe environment. This topic has not been frequently discussed by scholars and is therefore relevant in the current global environment. Beginning from various definitions and understanding of
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