Organizational Analysis Diversity Management

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OrganizationalAnalysis: Diversity Management

  • Employees differ in several ways, including

    • Age.

    • Gender.

    • Ethnicity.

    • Sexual orientation.

  • Diversity management reduces negative effects of employee differences.

  • Effective management transforms the positive potential into reality.

(EuropeanCommunity Program for Employment and Social Solidarity (2007-2013),n.d., p. 7)

Issuesassociated with workforce diversity

  • Communication problems.

  • Resistance to change.

  • Conflicts due to

    • A creep in the lack of respect.

    • Prejudice.

    • Misunderstanding.

    • Harassment. (Patrick, 2012, p. 2)

Benefitsof diversity management

  • Effective management of diversity will lead to

    • An increase in productivity.

    • Creativity and ease of problem solving.

    • Attraction and retention of talent.

    • A satisfied diverse customer base.

    • Decrease in litigation costs.

    • Enhanced corporate image.

(Ehimare,2011, p. 94 and Bedi, 2014, p. 102)

Costof diversity management

  • Cost of complying with diversity management programs

    • Communication of new programs.

    • Staff training.

  • Cash cost of diversity management

    • Education and training.

    • Employment of specialist.

(Rizwa,2016, p. 2016)

Costof diversity management (Cont.)

  • Business costs of managing diversity

    • Transition may take longer than anticipated.

    • The need to alter the current corporate culture.

    • Opportunity costs of employee diversity

    • Diversion of management time.

    • Initial shortfall in productivity.

(EuropeanCommission, 2013, p. 10)

Approachesfor the management of diversity and ease of transition

  • Performance-based policies

    • All HRM policies should focus on performance.

    • Demographic and social characteristics should not be considered.

  • Staff training

    • Equip employees with skills for dealing with diversity.

    • Enhance cultural competencies.

(Chuang,2013, p. 7)

Approachesfor the management of diversity and ease of transition

  • A team building environment

    • Make all workers feel as part of a big team.

    • Adopt team building exercises.

    • Appreciate workers contributions to teams.

  • Open communication environment

    • Allow employee to air their concerns.

  • Create a diversity management committee

    • Develop and implement action plans.

    • Resolve diversity issues.

(Alghatani,2013, p. 54)

Conclusion

  • Workforce diversity has negative and positive effects.

  • Diversity management transforms the positive effect into reality.

  • Diversity management costs money and time.

  • Strategies for diversity management include

    • Training.

    • Development of performance-based policies.

Listof References

  • Alghatani, A., 2013. Diversity in the corporate setting. International Journal of Business and Social Science, 4 (14), p. 53-57.

  • Bedi, P., Lakra, P. and Gupta, E., 2014. Workforce diversity management: Biggest challenge or opportunity for 21st century organizations. Journal of Business and Management, 16 (4), p. 102-107.

  • Chuang, S., 2013. Essential skills for leadership effectiveness in diverse workforce development. Online Journal for Workforce Education and Development, 6 (1), p. 1-24.

  • Ehimare, O. and Ochene, O., 2011. The impact of workforce diversity in organization effectiveness: A study of a Nigerian Bank. Annals of the University of Petrosani Economics, 11 (3), p. 93-110.

  • European Commission, 2013. The cost and benefits of diversity. Ottawa, ON: EU.

  • European Community Program for Employment and Social Solidarity (2007-2013), (n.d.). Diversity and Innovation: A Business Opportunity for All. ECPESS. [Online]. Available at &lt http://www.iegd.org/pdf/Task%203%20-%20Innovation.pdf &gt [Accessed 15 August 2016].

  • Patrick, H. and Kumar, V., 2012. Managing workforce diversity: Issues and challenges. SAGE Open, 1, p. 1-7.

  • Rizwa, M., Khan, M., and Abbas, Q., 2016. The impact of workforce diversity towards employee performance: Evidence from banking sector of Pakistan. American Journal of Marketing Research, 2 (2), p. 53-60.

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