The importance of diversity management is an integrative part of modern management. Global tendencies in the world lead to overall balancing of various people. Successful cooperation of people with diverse cultural and religious background, from different societies should be mediated by managers. …
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The importance of diversity management is an integrative part of modern management. Global tendencies in the world lead to overall balancing of various people. Successful cooperation of people with diverse cultural and religious background, from different societies should be mediated by managers. Unfortunately, there is an efficient gap between theoretical and practical approaches to diverse management. Propagation of human freedom and equality of human rights and processes of democratization is not always followed by managers. There is a lack of professional knowledge about diverse management. Therefore it is relevant to develop theoretical and practical bases of diverse management in the future. “Culture is the totality of values, beliefs, and behaviors common to a large group of people. A culture may include shared language and folklore, communication styles, and ideas and thinking patterns—the “truths” accepted by members of the group. Members of a culture have similar expectations of life” (Cross, p. 48). People are different and they tend to interpret any behavior through the prism of their own values. Literature review Currently, the influence of diverse management on relations inside the organizations is vividly discussed. Thus, in the article by Dameron and Joffre “The good and the bad: the impact of diversity management on co-operative relationships” (2007) practical aspect of diversity management is discussed. There is given a dualistic approach to the discussion about cultural diversity at the workplace. There are two kinds of co-operation: “community based co-operation”, caused by human necessity to belong, and “complementary co-operation” (Dameron and Joffre, 2007). Strategic development of human resources is created in terms of diverse management. The authors of the articles claim that individual’s development happens in terms of diverse management. It is important to discuss the influence of diverse management on the development of an individual employee and then on the human resources of the company. Thus, diverse management is a perfect background for interaction of employees in the business world among them and with their employers (Burke and Cooper, 2005). A separation of diversity management from the issue of diversity in the world is a modern tendency. What is the reason for this separation and what is the perspective of further development of this field? Every organization pays a great attention to the development of diversity management and it can be said that every organization follows national tendencies of culture development. In case of future development of diversity management, organizations and companies will benefit from cooperation with foreign partners in the international arena. Currently, there is even a greater progress in the field of diversity management. Diversity management is a motive force of modern businesses. In case an organization is successful, it operates in the international arena. Moreover, it is a common tendency in many organizations to hire employees and managers from different nations. From the article considered above, cultural diversity is titled as “a zone of uncertainty from which one can profit” (Dameron and Joffre). This concept was borrowed from Crozier and Friedberg (1977). These authors considered cultural diversity to be a ‘goal-oriented collective action’ (Crozier and Friedberg, 1977). Thus, Crozier and Friedberg (1977) considered cultural diversity in relation to a certain organization, but currently this concept is considered from a broader perspective. Other authors who discuss diversity management, are Ronald J. Burke and Cary L. Cooper in the book “Reinventing Human Resources Management: Challenges and New Directions” (2005). These authors underline the importance of a shift of consideration about diversity management from an organizational context to a more global context. Dameron and Joffre underline that diverse management
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From this research it is clear that gradual shift is occurring in organisations fulfilling equal opportunities regulations in pursuing diversity management, which is motivated by the potential benefits that diversity brings in a business. This shift has been termed the dawn of a new paradigm by some, while others do not see it as strikingly new from traditional equal opportunities approach.
Unfortunately, previous research was increasingly concentrated on searching for “one best way” of leadership in organizations. Put simply, researchers were preoccupied with an idea to find one, universal leadership model, which would be equally effective in all organizational settings.
The diversity can ranges beyond the race, ethnicity, age, gender, education, geographic, region, religion, sexual preferences and parental status (Baroutas, 2011, p43). Workplace diversity is an important by product of diversity. It’s a people issue that focuses upon the differences and similarities that people usually bring to an organization (Hacker, 2011, p93; Susan, 2011, p183; Joe Joe, 2011, p52).
Name Institution Course Tutor Date Diversity Management All around the world multinational corporations are instituting programs and policies that enhance promotion, compensation, recruitment, hiring, training, transfers, retention, and inclusion of employees different from the society’s privileged echelons to respond to the consistent growing and changing diversity of the workforce.
Having a diverse work force for companies mean getting more business and the benefits are expanded to all areas marketing, finance, research and development etc. Besides, companies also diversify because of some ethical response from the organization and it wants to be looked upon favorably in the eyes of all its stakeholders including the community at large.
Mostly, as observed on different business companies, the main reason of such diversity is the existence of a much distinct group of races making up a single workforce for a company.
How could all these happen As mentioned in the introduction, many people have already transferred from place to place and a lot of those people, the so-called immigrants, have already decided to stay and work on the foreign lands they have gone to.
Employees are different from each other with respect to race, religion, culture, education and many more things. Its good to apply two man power on a particular project rather than one, same opinion implies on workplaces. Collaboration of people who differ from each other in education, religion, skills, expertise does make a difference, as it can enhances the productivity of the organization.
This has to be understood and focused upon in selection, retention and management of the workforce. Diversity is recognizing the uniqueness in terms of values, culture and characteristics of people and to design strategies to maximize the benefits of the unique features that comes along with it and also be careful to reduce any possible conflict.
For this reason, a new HRM policy should be implemented. This policy would respond to the current needs of the company reflecting at the same time the current trends of the market in the particular field. In current paper a new HRM is
The author states that while diversity has been an important need for business as well as a legal requirement, the cultural perspectives on diversity and equality still remain to be fully understood. Companies in the UK may have HR managers that seek to develop both diversity and equality to gain competitive advantages for the organisation.
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