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…
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However, this diversity which meant variations in beliefs as well as in attitudes had posed some challenging concerns for a wide array of companies and businesses all throughout the years. To manage such differences has happened to confront various organizations.
The problem of diversity had been present for such a long time ago. In fact, the past of each organization had been marked by the discriminatory processes such as discriminating individuals because of certain preferences on individual’s race, ethnicity, national origin, gender, sexual orientation, and others. In order to address this concern, the United States had even developed an anti – discrimination law. Currently, it had been mandated by the government that companies should forget about diversity through requiring a non – diversity rule on every organization. ...
In this manner, the companies had gone further than just following the government legislation as they tried to use the differences among their employees for their own advantage. Despite the diversity issues, organizations had managed to recruit and retain those with best talents and skills to make the company work on its utmost efficiency. Aside from that, this global diversity had also contributed to the economic advantages of an organization. Given that diversity had been regarded first as a concern but this ever – growing diversity in the workplace could be leveraged to the advantages of an organization, the focus of this paper should delve on the importance of diversity in most organizations in order to be competitive in the global market at present. Basically, this paper would take into consideration looking at the current condition of organization’s management on global diversity. This paper also aimed at figuring out the importance of differences in the most organization which could be used for its own advancement. By this, this would also like to identify the types of diversity that could play a significant role in an organization. This would also seek to analyze the effectiveness of an organization as it had dealt with the concern on diversity. In this study, only one measure of whether organization or company had supported a management style which recognized and respected the differences of characteristics of individuals, was assessed. This research was limited in a number of aspects especially in the methodology that had framed the study. However, this would be supported by the qualitative data as well as the existing literatures. Meanwhile, the necessity to conduct this study could be backed up
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“Importance of Diversity in Most Organizations In the Global Market Research Paper”, n.d. https://studentshare.org/management/1395290-why-diversity-is-important-in-most-organizations.
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
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.
The current concept on diversity widens the span and identifies diversity as an assortment of items typified by divergence and similarities. Several aspects such as increasing influx of immigrants, strategic alliances with firms in other countries, and the rising globalization of businesses are some of the factors creating 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.
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.
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.
What is the biggest benefit that cultural diversity brings to an organization?
Cultural diversity in organizations is highly beneficial especially in the current market world where many businesses operate on global levels. Culturally diversified organizations gain additional profits compared to organizations that only have workers from a particular cultural group.
Generally, the concept of diversity involves ethnicity, gender, race, religion, culture, mental and physical abilities, and sexual orientation among other aspects (Green et al, 2013), not only ethnicity and culture as known by many, when the term diversity is mentioned.
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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