Difficulties With Diversity Introduction Diversity management is to tackle and support lifestyles

Since public and private organization uses managing diversity concept ,this chapter addresses how managing diversity concepts is use several ways such as organizational and management level, group performance, group dynamics, group perspectives, and individual identity.

Diversity is one of the most important aspects of an organization. According to Webster’s Dictionary, diversity is “the inclusion of different types of people (as people of different races or cultures) in a group or organization.” The effort must be put forth to create and maintain a diverse work environment. The process is not over at the hiring

In this paper we are going to take a look at eight companies that have received special awards for their efforts at diversity management. We will look at how each company approached diversity management. The eight companies I have chosen are: MasterCard, AT&T, Procter & Gamble, Wells Fargo, The Walt Disney Comp., Northrop Grumman, Time Warner and Verizon Communications.

Diversity Awareness should be important to all business organizations and business owners. Diversity in the workforce is extremely important because each individual is bringing a different perspective to the table and allowing an increase in productivity. Diversity in business is needed to have long term success and growth. In the 21st century, time has been changing and leaders/ owners need diversity to encourage new ideas and the continuity of their work. In certain company’s the idea of diversity can serve as the foundation of trust and respect between employee and employer. If the employee feels secure at his place of work, he is willing to further their career within the company. Diversity Awareness can be important outside of the organization

Definitions of diversity range from distributive concerns based on the traditional categories of race, ethnicity and gender to the addition of a vast array of differences in age, sexual orientation, disability, employment status, tenure, function, educational background, lifestyle, religion, values and beliefs in addition to race, ethnicity and gender. Diversity is a two-edged blade. Although on the one hand it is brought about by differences in access to information, skills, abilities, values, beliefs attitudes, personality, cognitive styles and manner styles also. To raise progress, development, renewal and

Managing organizational diversity is the most critical leadership issue facing organizations today. According to Daft, “The growing diversity within organizations brings vitality and many benefits but also brings a variety of challenges, such as maintaining a strong corporate culture while supporting diversity, balancing work and family concerns, and coping with the conflict brought about by varying cultural styles” (Daft, 2013). The United States is becoming more diverse every day. Leadership is now having to deal with issues that were not has prevalent in the past because of workforce diversity, globalization, and technological advancements. An organization that embraces this change and creates diversity management plans will stand out from its competitors. Having employees from various backgrounds lays the foundation for productivity, creativity, and innovation.

Modern organizations strive to promote workforce diversity through different initiatives. Some organizations have started reaping the benefits of employees’ diversity at their workplaces. Some public and private organizations have promoted women and minorities to leadership positions, which was rear in the past. Despite the advantages diversity brings in various organizations and the initiatives taken by organizations to promote it, implementing it poses challenges in different organizations.

Most understand the meaning behind the world diversity but what about diversity management? This paper has a definition from (Pitts, 2009) diversity management on ensuring that all organizational functions and processes serve all employee effectively regardless of their gender, age, nationality, race, and physical conditions. Women tend to favor such practices as they are beneficiary of this as a minority group compared to men who fear changes in the power structure. There is no proof of that study-wise but as a hypothesis they predict “ There is a relationship between gender and perception of diversity management in a highly male-dominated context.” (Hye Kyong et al., 2014) Even with that first hypothesis they have a

Training, communication, and time are a few of the key aspects of managing diversity that a manager and employees need to focus on in order to meet everyone’s own needs. This is because people of different ethnicities and age groups view these aspects in different ways. People seeing these things in different ways in not a bad thing, but definitions of these terms must be clearly set so that every employee is on the same page and understands what is expected of them.

The purpose of this report is to critically evaluate the impact of effective diversity management in an organization. This report also includes the benefits and future planning and development on how to enhance the process so that companies can enjoy further advantages regarding diversity management. First, the introduction contains in-depth research of "diversity management” along with “cultural diversity management" and then screened to evaluate in line with a multinational company “Apple”. Then the literature review concerning effective management. The end part contains the conclusion. Within the particular document these kinds of unique perspectives for this matter are usually classified.

A.G. Lafley, P&G’s Chairman of the Board, once said "A diverse organization will out-think and out-perform a homogeneous organization every single time". (Allen, Munn, & Neck, n.d.) However, the concept of diversity management is a relatively new idea in corporate America. The scope of the work, as well as the measure of results are not quite a hard and fast set of rules and predictable outcomes as other aspects of business management can be. While new research is emerging that will give a clearer picture of what aspects to focus on to produce the desired outcomes, there are currently a few initiatives that are believed to be most effective.

The future success of any organizations relies on the ability to manage a diverse body of talent that can bring innovative ideas, perspectives and views to their work. The challenge and problems faced of workplace diversity can be turned into a strategic organizational asset if an

Effective Management of Diversity in the Workplace: only diversity training is not enough for creating firm’s diversity management plan. An objective needs to be implemented and created for developing a culture of diversity which permeates each function and department of the

Organizational success is increasingly becoming dependent on an organization’s ability to embrace a diverse workforce (Simmons et al., 2011). There exists more variety in the modern workforce than in previous years (Christian et al., 2006). This is largely due to the demographic factors like immigration and economic factors like globalization (Christian et al., 2006). The increase of globalization requires more interaction among people from different cultures, beliefs and background than ever before (Gupta, 2013). Workforce diversity is widely taken into consideration by many organizations since it is considered to enhance decision-making and create a competitive advantage (Gupta, 2013). Diversity management has therefore

According to Kouzes & Barry (2002) “management of diversity has gained popularity in the recent years and despite its distinct contexts, it is gaining more attention as a result of demographic development, mobility of national and global workforce, international and globalised business as well as increased competitiveness”.