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Kuldeep answered on
Aug 21 2020
Organizational Diversity
Running head: Manage workplace diversity
Manage workplace diversity
Organizational Diversity August 21 2018
Student Name: University Name:
Table of Contents
Introduction 3
Managing Diversity 4
Challenges in Managing Employee Diversity 5
Individual contrasted with Group Fairness: 5
Resisting change: 5
Resentment: 5
Group Cohesiveness and Interpersonal Conflict: 5
Segmented Communiquélinks: 6
Backlash: 6
Retention: 6
Competition for Opportunities: 6
Diversity management as an Opportunity 6
New services and products: 6
Better teamwork: 7
A better image: 7
An effective and happy workforce: 7
New learning that has occu
ed 7
Challenges of Diversity Management 9
Understand the value of differences 9
Combating discrimination 9
Including everyone 10
Present specific cu
ent applications and relevance to the typical workplace 10
Enhancing Firm Image: 11
Conclusion 12
References 14
Introduction
Em
acing along with managing diversity in the today's business is not a recommendation - it's an important part of fruitful business practices. Even as business leaders comprehend and appreciate the disagreements in their employees, they are faced with handling a diverse program. Leaders require to spend time needed to fully comprehend the matters that can lead to good expectations and that are counterproductive and problematic. Management is a social discipline that involves human behaviour and human insight. Therefore, labour diversification is the biggest challenge as well as the supreme opportunity for the managers in 21st century. "Diversity Management" is a strategy that promotes recognition, recognition and implementation of organizational diversity. Labour diversification is important for management. Managers will have to move their approach to address each working group to recognize differences between them and follow this policy to encourage creativity, increase productivity, reduce labour mobility and avoid any form of discrimination. Successful diversified management programs and policies will ultimately have a major impact on communication between employees and overall productivity of an organization. Today's organizations must effectively identify and handle the diversity of their employees. In the face of globalization, the organization's urgency in diversification is increasing (emphasizing. Compared with the single organization, the company now accepts and values the multicultural workforce, including different races, races, religions and gender background. This diversity requires appropriate management strategies. The strategy of organizing this diversity is discussed with the impact of multiculturalism on organizational behavior. The challenges and opportunities of an increasingly diverse culture and how managers respond Proposed this diversity.
Opportunities and Challenges of Managing a Diverse Workforce
Introduction Diversity is everywhere. Two people are not similar. World has been besides is the stage composed of many people from diverse backgrounds, religions, castes, races, cultures, behaviours, ages, nationality, marital status,educational qualifications, ability level, political affiliation, gender, personality, and so on. It varies across the world. Other sources of disparity comprise the socio-economic environment of the individual, the non-membership and membership of the union, the form and quantity/quality of the education, the time and the nature of the employment, the driving force of the work and the way of working. Therefore, the diversity of the workplace also means visible and invisible differences in society, economy and politics. These differences may not come directly from workplace, but they will definitely have a direct impact on workplace attitudes and performance. Diversity itself is related to fact that we are both unique individuals.
Managing Diversity
The management system that eradicates differences in the multicultural personnel and delivers the highest levels of productivity for organizations and individuals. Simply put, managing diversity means managing the best interests of employees and employees and employers(Anwar, 2016). Managing diversity is a constant process of exploring the diverse abilities and talents that diverse people
ing to organizations, communities or societies, thereby creating a “safety difference” in a healthy, inclusive environment that enables individuals to “reject rejection, "Cele
ation of the diversity and maximization of the full capability of all people. In cultural contexts, everybody benefits from the multiculturalism. As skill of managing diversity, it is a comprehensive process and nobody is excluded. Earlier, the management followed the ovens method to address problems about labor gaps. Suppose different people manage the majority group in some way. But now people realize that employees should not give up their lifestyles, beliefs, values, preferences, etc. when they go to the work (Bajawa& Woodall, 2014). So, it is hoped that these differences will be identified and assessed by adapting management practices to different groups of different ways of living and working. Diversified management involves creating a supporting culture that can make all employees a difference. When creating this culture, top management should be strongly supported for workplace diversity as a corporate goal and include diversification initiatives in the company's business strategy. This growth is due to the need for organizations to know the changing personnel and other societal pressures that arise regularly.
Challenges in Managing Employee Diversity
Individual contrasted with Group Fairness:This problem is closely connected to “split and better difference”, that is, how much management should adapt to the human resource plan.
Resisting change:The established corporate ethos is very resilient to change. This resistance is main obstacle for minorities and women to try and survive and flourish in a corporate environment.
Resentment: Equal Employment Opportunity (EEO) is levied by the government, not spontaneous. In many cases, the response to this forced change is barely observed(Choi & Rainey, 2015).
Group Cohesiveness and Interpersonal Conflict:Equal Employment Opportunity (EEO) is imposed by the government, not spontaneous. In many cases, the response to this forced change is barely observed.
Segmented Communiquélinks:It has been noted that maximum communication in an organization occurs amid individuals with certain similarities, whether by the gender or in the same...