Dilemmas in Employing and Managing the Resourceful Human - Essay Example

Some of the main issues highlighted by the author are as follow:

1. Increased Diversity among the workforce: owing to increasing globalization and free trade there have been different cross-cultural issues in multinational organizations. The employees belong to different ethnic and cultural backgrounds and as a result, makes it difficult for the management to control and manage the human resource.
2. New Logic for Human Resource: Losey, Meisinger, & Ulrich (2005) have presented new logic for human resources to avoid cross-cultural and diversity issues. This includes the three Rs paradigm i.e. recognize, respect, and reconciliation.
3. The war for Talent: should there be fresh hiring or the old employees should be retained
4. Issues in Selection and Recruitment: old abilities versus new talent and potential

EVALUATION OF THE AUTHORS POSITION:

The authors are of the idea that the organizations should implement the principle of ‘think globally and act locally. The organizations should strive to capture the international markets but at the same time should adapt to the local culture and preferences. The human resource personnel faces different issues and challenges while deciding important human resource decisions. There is a difference in the viewpoints of people from different cultures and backgrounds. According to the authors, the HR managers and decision-makers should focus on the three Rs framework i.e. recognize, respect, and reconciliation. The decision-makers in the first place should recognize the explicit and implicit differences in the approaches, ideas, and values. Secondly, they should respect the differences and viewpoints of other people. And finally, there should be reconciliation in all different views and opinions which in turn will eliminate all tensions and issues related to HR policies.

SUPPORTING DATA:

These difference in opinions because of diversity is not only restricted to the HR functions and decisions of the organization but is also faced by other functions like marketing. Trompennars and Wooliams (2004), in their article ‘A new paradigm for Marketing Across Cultures’ have presented the same three Rs framework i.e. recognize, respect, and reconciliation in HR. According to them to come up with effective and efficient marketing strategies and decisions for different cultures and nations, marketing professionals should learn to recognize, respect, and reconcile different opinions and cultural viewpoints.

Apart from this different researchers have presented the idea of managing the diversity among the organization by bringing harmony among different views and opinions.

OPPOSING VIEWPOINT:

There have been different researches to come up with effective and efficient strategies to combat diversity management. There have been different viewpoints in this regard. According to Roberge and Dick (2010), diversity among the workforce results in increasing the overall productivity and performance of the organization. The view presented by Roberge and Dick (2010), is different from that of Losey, Mesinger, and Ulrich (2005). The formers are of the view that the different opinions and viewpoints result in the generation of more inputs and ideas and hence increase productivity. On the other hand, Losey, Mesinger, and Ulrich (2005) are of the view that differences in opinions can result in different tensions and issues, and hence there should be reconciliation among all these different ideas and viewpoints.