Major Trends Today in the Change in Labour Force - Essay Example

? Topic: Major trends today in the change in labour force Paper Introduction Workforce diversity relates to the practices and policies that look for including people in the workforce that are in a way taken to be different from those in prevailing population (Esty, et al., 1995). Workplace diversity incorporates things like gender, age, values, ethnicity, gamily obligations, intellectual and physical ability, sexual orientation, personality type, education level, physical appearance, experience, skills, ethnicity, cultural background etc. There are basically seven major factors that motivate small and large companies in diversifying their workforces. These seven factors include the social responsibility, economic payback, resource imperative, legal requirement, marketing strategy, strategy related to business communications and strategy building. As a good diversity practice the people from disadvantaged groups of a community are considered and this relates to corporate responsibility of any business. Through diversification of the workforce the individuals can get a break required for earning a living. Diversification of workforce that is through welfare to work is likely to turn the tax users in tax payers. The changing demographics have greatly affected the workforce. The labor pool today includes people from various backgrounds and different life experiences. Under the legislation many companies round the world are observing equal employment opportunity that makes it best possible to utilize a workforce that is diverse. Nowadays in such a competitive world to fulfill a customer base that is extensive diverse it is very important to have a diverse workforce which is capable of making up for the customer base from every walk of life. For the companies that opt for retaining the homogenous workforces things are likely to become ineffective very soon. While recruiting the employees all the successful companies generally look for a diverse workforce and value them for their unique abilities and qualities. Analysis of Workforce Diversity Valuing and managing the workforce diversity is one of the key elements of effective management of people. This can ultimately enhance the workforce productivity and the overall performance of the company. The demographic changes like organizational restructuring, women in working places and the legislation related to equal employment opportunity require the companies a review of their management procedures and the development of new and innovative ways to manage people. Advantages of Workforce Diversity Diversity at the workplace has a lot of benefits that are discussed ahead. Workforce diversity is probable to lead towards an innovative and creative culture that has no limits. A diverse workforce can lead a profit making by ideas, creativity, innovation and exchange of knowledge (Esty, et al., 1995). An organization that has built up a rapport for diverse workforce is famous for attracting the best talent from all parts of the world. Marketing of products can be made easier as people with different backgrounds can come up with unique marketing campaigns that are likely to increase the sale. People from different areas speak different languages so the workforce that is diverse can understand and can develop better bonds with the customers as the company has employees that can speak various numbers of languages. Workforce diversity is also taken to play a crucial part in the effective solving of problems nowadays. By the diversity different talents are put together and different set of skills is used that increase productivity of the organization. By attracting and retaining the employees with diverse skills, competencies, talents, knowledge etc. the company is likely to win a competitive advantage. Diversity assists in building a synergy amongst teams and improves the communication skills. A lot of money can be saved by this diversification process as this is what the legislation of any country says. Challenges related to Workforce Diversity It is not just the benefits that need to be considered but consideration of the challenges is one very important thing too. The management of diversity is a lot more than just the acknowledgement of the peoples' differences. The challenges are linked to the organization’s competence and the staff and mangers recognition about how the difference amongst people at the workplace and the marketplace can be converted to advantages and opportunities. It relates to the value recognition of these differences, promoting inclusiveness and combating discrimination. One of the challenges that the managers face is the loss in worker productivity and personnel because of the unfairness and complaints in opposition to the organization (Devoe, 1999). Another barrier can be the negative behaviors and attitudes to the diversity of the organization as it harms the morale and the working relationships. The negative behaviors include things like stereotyping, unfairness, discrimination in the times of hiring, termination and retention. Strategies to overcome the problems and challenges There are certain skills that are required by the effective managers in order to create a successful and diverse workforce. Most importantly the managers should be aware of the discrimination and consequences related to it. After this the managers should recognize their personal cultural prejudices and biases (Koonce, 2001). Diversity is basically differences amongst individuals and not the differences amongst the groups. After this comes a step of the willingness to change. The managers should be willing for bringing in a change in the organization if important. The organizations are required to learn the ways to manage the workforce diversity and its impact on the future of the organization (Flagg, 2002). The manager's understanding ability of what is best fit for the organization basing upon the dynamics and workforce dynamics is very important to meet up the above mentioned challenges. The organizations need to implement the developed training session and maintain it. The managers should understand the difference between fairness and equality and also their importance. Workforce diversity management is not just the equal employment opportunity and the affirmative approach (Losyk, 1996). It is also the acceptance and encouragement towards change (Koonce, 2001). One of the other very important things to be kept in mind while implementing workforce diversity is the promotion of a safe communication place. An environment is needed to be created where every member is ready to listen and respect the other person’s views and everyone is given a chance for speaking. Implementing policies like the mentoring programs for the provision of opportunities and information is another thing that managers need to do. The feedback happens to be a very crucial factor in such circumstances (Flagg, 2002). Moreover there are many ways to manage the workforce diversity by training for employees and managers related to diversity, related councils, task forces or networks, cultural celebrations and events, diversity marketing, conferences, diversity-related learning and other forums, targeted campaigns of recruitment and special accommodations for disabled people etc. Conclusion Workforce diversity is the reflection of the dynamic marketplace and the workplace. These diverse teams at workplace add high value in the organizations. The work productivity can be increased and the competitive advantage can be won by respecting the differences on an individual level in the workplace. The creation of safe and fair environment is very important in order to make the best use of this diverse workforce. Management tools should be implemented in order to educate every member about diversity and the issues associated with it that also include the rules, regulations and laws. It is very important for organizations learn ways to make this trend turn positive and assist towards the success of the organization. References Devoe, D. (1999). Managing a diverse workforce. San Mateo, CA: InfoWorld Media Group. Esty, K., Richard, G., and Schorr-Hirsh, M. (1995). Workplace diversity, A managers guide to solving problems and turning diversity into a competitive advantage. Avon, MA: Adams Media Corporation. Flagg, Alex. (2002). Managing diverse workgroups successfully, United Behavioral Health Issues. Koonce, R. (2001). Redefining diversity: It's not just the right thing to do; it also makes good business sense. Training and Development, December. Loysk, B. (1996). Managing a changing workforce: Achieving outstanding service with todays employees. Davie, FL: Workplace Trends Publishing. Rooselvet, T. (2001). Elements of a successful diversity process, The American Institute for Managing Diversity. Read More