Job Design and Work Diversity

1463 WordsAug 27, 20136 Pages
08 Fall Steffi Astria Sani HRM 502 Human Resource Management 1A : Literature Review Topic: Job design and workforce diversity play in attempts to improve individual and organisational performance Date : 25 August 2013 Introduction In the current business environment, human resource management (HRM) has become an important role for an organisation. HRM refers to the policies, practices, and systems that influence employees’ behaviour, attitudes, and performance (Noe, Hollenbeck, Gerhart, & Wright, 2010). It is important because HRM helps the company to achieve the goals and improve employee’s performance. One of the HRM roles is to have an impact on the management performance of job design and work force diversity.…show more content…
2012, p.512). Diversity is viewed as a key to strengthen the human and intellectual capital of business through effective communication and negotiation (Okoro & Washington, 2012). Moreover, diversity has becoming a great factor for recruitment, productivity, relationship, and competitiveness of the organisations. There are many advantages that come up from workforce diversity. Friedman (2005) and Gupta (2008) concurred that a diverse workforce can provide a fabulous advantage by employing new idea and communication skills, thus providing diversity thoughts from employee that will give better result in solutions and decision-making (cited in Okoro & Washington, 2012). Education and communication has become the key to transform the behaviour of the employees in terms of embracing and accepting diversity. According to Kundu (2003), he has categorised the benefits that organisation can achieve for creating a diverse workforce, such as organisation can provide better service because they understand customer’s needs (Wentling & Palma-Rivas, 2000); diversity will help organisation to enter the international area (Cascio, 1998); can enhances creativity and innovation (Adler, 1997; Jackson et al., 1992); produces competitive advantages (Coleman, 2002; Jackson et al., 1992); organization can succeed at diversity if they have initiative to create, manage and value the diverse workforce has the

More about Job Design and Work Diversity

Open Document