Australian Wine Industry Report

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

Diversity acknowledge that people are differ in many ways, such as age, gender, social status, disability, sexual orientation, religion, ethnicity and culture (Kossek, Lobel & Brown, 2005). Nowadays, diversity has increasingly become the most valuable aspect of HRM areas. Develop countries such as Australia and New Zealand hold multicultural workforce as one of the most important dimension of diversity, where there are a large number of international migrants with different cultural backgrounds (Shen, Chanda, D’Netto & Monga, 2009). Studies from McLeod, Lobel and Cox (1996) and Wilson & Iles (1999) point out that a diverse workforce has a better-quality solution to brainstorming task, display more cooperative behaviour, and can raise organizational efficiency, effectiveness and profitability. Hence, utilization of diversity allows organization to increase the organization cooperative behaviour and competitive advantage (Cassell 1996). However, in groups where people from different cultural and ethnic background are working together, differences may occur in management styles, attitude towards hierarchy, approaches to group work, and ways of expressing

Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil

Diversity today is seen not only as the aftermath of the globalization process but also as the driving force of progress and an integral part of success of modern organizations. Ethnic, racial, gender, and religious diversity makes each one of us a unique citizen of this globalized world. An organization that brings together employees with such different backgrounds, benefits from the vibrancy of thoughts and varied viewpoints, brought to the company by multiple cultures and unique experiences of its employees. Distinctive capabilities of such workers and their individual skill sets and talents allow them to come up with creative solutions, new ideas and proposals, which increase efficiency of a team. While working together employees of such

The Mcguigan interest in the Australian Wine Industry goes back four generations. Owner Patrick McGuigan the first of four generations to enter the wine industry was a dairy farmer by trade.

Organisations are noticing the need and significance of putting diversity into assorted qualities and incorporation as a major aspect of their general ability administration hones and to constantly challenge their associations to make the association between those standards and their corporate execution. Diversity is particularly significant in today's worldwide commercial center, as organisations interface with various societies and customers. The adjustments touch each range of the business by possibly bringing about expanded imagination, expanded profitability, new dispositions, new dialect abilities, worldwide seeing, new procedures, and new answers for troublesome issues. More prominent nimbleness, better market knowledge, more grounded client and group faithfulness, advancement, and enhanced representative enrollment and maintenance. The organizations that neglect to see the significance of Diversity and consideration may get themselves not able to pull in and hold the sorts of clients, workers, and business accomplices that constitute our changing world in 5 to 10 years

Tools such as the internet and email are good ways to eliminate cultural barriers, improve communication and understanding, and employee knowledge sharing. New approaches to how business is conducted such as virtual employees also contribute to the diversification of the workplace. Diversity training is not only necessary in the U.S., but now includes many countries around the globe. There are generally 2 reasons diversity training in the workplace is necessary; changes in the make-up of the population and globalization. Increases in the immigrant population and minority births have contributed to the increase in cultural diversity in the workplace. According to (Teixeira, 2013) In the 90’s, 58 percent of net workforce growth came from native born Americans who were not children of immigrants (that is, second generation or later Americans). In the 2000’s, that figure dropped to just half its previous level (29 percent). In this decade, projections indicate the figure will erode only slightly to 28 percent, but that will be followed by another sharp drop to just 3 percent in the 2020’s. In that decade, essentially all (97 percent) of workforce growth will come from immigrants and their children (Immigrants and Minorities Are Powering America’s Workforce Growth, para. 3). U.S. and global competition means that companies must compete internationally as well as compete for and retain the best possible

Being successful at managing workforce diversity involves attracting and retaining the highest quality individuals in the talent pool. For managers it means learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Successful management of workforce diversity is a process that takes place in many stages and on many levels. It requires managers to first recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.

Cultural diversity management programs aim to bring awareness and skill-based training. The purpose of this training is to show the diverse groups within an organization which can improve the productivity between employees. This training will also help management understand and value each one of their employees and differences they may have. Cultural diversity training is designed to show how diversity, we all are and bring awareness of the issues in the workplace and help them to recognize underlining issues. (Treven, 2015) Diversity may be a source of problem solving which is combined with experience and knowledge that plays a role in the transformation of the existing knowledge we have with the training program. This will help the organization and the employee’s needs to reflect the changes within the organization which will also protect them against any fines that can occur when ethical

Many outstanding articles, books, journals and papers have been written regarding the topic of workforce diversity. Some are relatively short papers such as Diversity in the Workplace published by the University of Florida, and seek to provide the reader with a basic understanding of what is meant by workplace diversity, as well as the potential benefits to both employers and employees alike. Other resources can be significantly more in-depth and explore subtopics of workplace diversity including the effects of marriage on work place attitudes, or how to effectively manage the cultural and demographic differences within a firm’s labor pool. Information regarding generalities in different cultures around the globe is also available as a resource for those seeking to understand customs in mannerisms and body language across varying cultures. In addition to the many websites and literature available to employers, there are also companies such as Big World Inc., whose does business under the name of Diversity Resources, offers training tools and services geared towards providing customized solutions for firms wishing to outsource training programs for employees including harassment, conflict resolution, international team building, gender bias or any one of a number of other topics related to diversity.

The advent of globalization and advances in technology have brought the people of the world closer together than ever before. As cross-border movement of goods, services, technology, and capital continues to rise, it has had a profound effect on an ever-changing workforce structure. In addition, important issues such as the equal rights and social justice movements have contributed to the increasingly diverse workforce in the twenty-first century. Diversity exists in an organization when its members differ from one another along one or more important dimensions (Kochan et al., 2003), such as sexual orientation, age, gender, religion, and disability. Organizations must learn to adapt to this new trend to remain competitive in the global

Globalisation is the process of exporting cultural identities to other nations from dominant cultures. The biggest challenge is to understand diverse behaviours of the managers try to be able to operate the business successfully in a foreign country. Diversity includes “all the characteristics and experience that define each of us as individuals” (Bovee & Thill, 2008, p. 61). The purpose of this essay is to

Diversity in the workplace has been a very knowledgeable course in which sometimes I have been challenged on my own thought process and beliefs. As I move forward in my studies and life I plan to expand my awareness of recognize my own ethnocentricities and respect the benefits of other cultures diverse values and behaviors. As I make the move into management I plan on applying what I have learned about diversity management and how as stated in (Canas & Sondak, 2014)creates not only a competitive advantage in consumer markets but an environment in which differences are “valued and allowed to influence positively [organizational members’] experience in and contribution to the work of the organization. Looking back on my research paper when deciding what company to choose my audit for I found each company has the same concept that would be they could change the world through diversity in the workplace. I plan on taking this business belief and applying it to my company and show the success that it has brought to other companies.

In today’s highly globalized world, companies are facing competitive pressure to expand into international markets. These markets offer immense opportunity, but they come with challenges and they require companies to develop new skills and abilities in order to success overseas. These developments include recognition of diverse consumer needs, cultural attitudes, political regulations, and product adaptations. The differences between operation in one country or multiple countries are significant, but if an organization can successfully adapt and implement these important abilities, it can tap into markets with great potential.

The onset of globalization has been instrumental in setting the platform for the evolution of the workplace from a localized or national one into one with global elements. Culture and diversity have become a common trend within the contemporary workplace and managers are continuously being drawn into a relatively challenging world of huge and wide differences among people in an organization. Diversity entails aspects of varying gender, races, ethnicity, personality, backgrounds, education, and personalities among many others (Zgheib, 2015). Change, communication and adaptability of an organization are susceptible to the degree of diversity within an organization owing to the fact that diversity denotes the perception of people within the organization. The perception held by workers in a given environment impacts on their interactions within that