This paper aims at acknowledging the challenges faced by organizations when managing a diverse workforce and discussing some possible proposals regarding the situation. There are a lot many employees come from many different racial and ethnic backgrounds. …
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This is because this phenomenon not only is capable of influencing the employers and employees working for an organization, but it also inflicts huge impact on the customers, suppliers, market reputation, and external stakeholders. They naturally drag along their cultures with themselves too and if leaders hesitate in making it their business to step in to look where one culture might crush the values of another culture either by mistake or with intention, big issues can develop and the ultimate consequences signify a major drop in the annual production rate. Therefore, developing the right kind of environment that is positive and healthy from the start is highly important in order to manage a culturally diverse workforce. It remains the job of the leaders to make the workforce understand that certain things which might be acceptable in one culture might appear to be truly inappropriate for workers coming from a different cultural background. Communication and teamwork if used together can combat the challenges raised by mismanaged workplace diversity. In the present global marketplace, conflicts originate often when the workers happen to be extremely self-involved and oblivious to the cultural circumstances around them due to which certain ideas might be presented by them that antagonize the cultural values of other workers. A culturally diverse workforce should not only be open to communication but it should be willing to collaborate. When the leaders invest wisely, the payoff might just turn out to be astounding. This is especially important as the payoffs literally affect every area of a business. In addition to better recruitment and employee retention as mentioned earlier, there is enhanced customer loyalty, stronger market position, innovative ideas, creativity, better attitudes, language skills, intuitive global understanding, and improved proposals to complex issues (Andrade, 2010). That is what results when the leaders decide to make a wise investment in developing a diverse workforce which is to be maintained later on by relying on teamwork and mutual collaboration as such a strategy helps in tacking the diversity challenges. It is increasingly important that the employers and managers inculcate this thing about how not being able to relate to cultural diversity can wreak havoc for an entire organization very earlier on their minds. This is because acknowledging an issue often serves as the first step to designing a solution. As discussed earlier whenever diversity is not respected at a workplace, one finds oneself entrapped between two opposing ideas as a result of which mental distortion speeds up and dissonance increases.
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Globalization has brought immense changes in this world. Business is one segment in which globalization forced enormous changes. International business or cross cultural business is growing day by day as a result of the increasing acceptance of globalization, liberalization and privatization at many parts of the world.
One of the most critical strategies that organisations have been pursuing is to increase diversity of their employees (French, 2005). Most firms have instituted specific programs and policies to improve inclusion, recruitment, promotion and retention of workforce from diverse groups of the society.
Diversity is all about valuing individual differences and managing differences to enable all employees to contribute and realise their full potential. It is impossible for an organization to complete all its organizational tasks with the help of domestic workforces alone in the current business world.
This much is established by now through a growing body of research literature that diversity cannot be overlooked in the contemporary age especially with all societies around the globe becoming increasingly multicultural. But when there is authoritarian leadership in an organization and the managers refuse to extensively bank on opening myriad communication channels, the problems of the workers are not listened and a lot of room is made for racial discrimination, bigotry, controversies, and conflicts.
Ideally, the global market has become relatively competitive in which organizations have had to take up management tools that are able to edge rival groups out of their way. The logic behind this is that organizations that seek to remain relevant in the global market have no option to apply the principles of diversity in all their aspects of operations.
A manager can cultivate diverse workforce using diversity initiatives undertaken in organizations, which primarily comprise training and development efforts such as leadership training, mentoring, and personal support group (awareness and skills building).
Following the recommendations of this research topic, it is expected that once put into action, the information will also help in solving the other challenges like increase productivity and in the end enable the organization have a competitive advantage over their competitors.
The author of the paper states that the workforce in today's world is characterized by increased diversity in the composition compared to previous workforce may be due to increased immigration and globalization. Every organization is seeking a diverse workforce to remain competitive in the market.