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ng to this sociological theory, organisations may be compared with social systems in which individual needs were integrated with organisational needs through various approaches that reinforced human relations (Morgan, 1998). In general terms, diversity refers to the various differences that exist in human beings, not biologically, but based on sociologically created classifications such as gender, physical abilities, age, race, class, religion, socioeconomic status, and national and cultural groups. While the changes associated with human’s origin, like gender, race, and ethnicity do not change, other differences like socioeconomic status, age, political and national groups keep changing with time. From times immemorial, these differences are known to create inequalities among human beings that benefit some and harm others, overall creating an undesirable situation and yielding undesirable outcomes.
From an organisational perspective, Barnard’s (1938) definition emphasizes the role of human beings in forming an organisation. However, if all the people belonging to the organisation do not get an equal opportunity to contribute, organisation’s scope for success and growth reduces. In addition to this, Barnard (1938) asserted that organisations play a significant role in shaping the society in terms of gender, race, class, political power, economic status, sociocultural influence etc (Handel, 2003; p.371). In the era of globalization, managing diversity promotes organisational effectiveness to a large extent. The term diversity management in business indicates a firm which employs heterogeneous workforce (like different generations, gender, race, age etc) and creates such an atmosphere that works for all employees. In order to manage the diversity successfully, an organisation must commit to maintain and create such a working environment that respects all the employees, acknowledging the perspective and the diverse talents of individuals. Organisations
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Managing diversity Name: Instructor: Task: Date: The rising proportion of individuals from diverse cultural settings has heightened the need to devise appropriate ways of managing the workplace diversity. The rise in cultural diversity has resulted to actions illustrating cases of inequality.
The researcher of this paper seeks to give an introduction to the topic diversity, giving a clear definition of what it really is. The main region of this studu’s focus will be European countries, but with exception to the UK. The paper will explore the various types of diversity management policies which are currently being introduced in organisations in European countries.
At the individual level analysis, there are different approaches most of which have conceptual viability but empirically supports practical use. The critical task is to find the diverse sources that enable to produce a coherent view of motivation and the content for mechanisms (Wilson, 2005).
There are also the secondary dimensions of the diversity of a particular group known through the educational background of an individual, his income, geographical location, religious beliefs, marital status and work experience amongst other factor. Diversity therefore defines how people perceive each other and how they handle it against the other in their daily interaction (Sweetman, 2004).
Going by the job description of most of these sectors mentioned above and the kind of work involved, this sector employees a large number of unskilled or semi skilled manpower. Only people in the management category are skilled or highly skilled, per se going purely by the educational qualification required for this sector.
This is because the elements of diversity include quite a number of factors aside from just beliefs, culture and values. Physical characteristics, age, race, physical ability, sexual orientation, geographical
Several scholars, such as Munro (2001 as cited in Kirton & Greene 2006), demands a new culturally diverse and feminist trade union program which involves an understanding of diversity and refers to the persistent disregard of the interests of ethnic minorities, working class, and women.
Due to the fact that the statistics that have been presented focused almost exclusively upon the way in which rich and poor live their lives around the world, this has helped me to realize that it incumbent upon me as a citizen of a fairly “wealthy” nation to seek to
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