Managing Change and Diversity - Easiyo

Growing up, the business world has always intrigued me, however I am far more curious and eager to develop knowledge about the operations of Business management and human resources. I have strong beliefs that the business world would not be successful without driven individuals who are respected and are developed in a positive working environment.

For many years, Americans have held certain opinions concerning gender, sex, women, and sexual orientation. A definition of both gender and sex will be provided. The roles of women throughout American history will be discussed. When people think about masculinity and femininity, they have certain preconceived ideas. How these ideas contribute to the understanding gender, sex, and sexual orientation will be examined. Finally, the status of GLBT individuals will be explored. An increased understanding will be gained concerning these issues.

Clearly defined goals as they relate to the organization can motivate employees through goal setting. Goals challenge to employees to make them want to explore new technology, ideas, and gain insight from a diverse workplace. Additionally, giving employees more responsibility will make them believe they have contributed with a sense of higher importance. Without motivation in the workplace, a business will suffer from the lack of efficiency from employees. Perhaps the most significant of increased employee motivation is that of increased productivity (staff@incentives.com, 2010). Therefore, it is important that employers give their employees an opportunity to work hard for their reward to obtain a high level of performance, which is an essential to the success of any business.

Change can be unnerving for everyone, but how one approaches it determines an ultimate outcome. Growing up in a society filled with opportunity and acceptance is an eye opener to how I can be a helping factor to a completely new atmosphere. Every community has its own unique characteristics, and being able to add to them helps improve the unity as a whole. These positive aspects require the acceptance of change and diversity, as well as commitment.

The two core competencies that have decide to write about are individual differences and leadership. These are two competencies that are extremely important on a daily basis, especially in the workplace. Individual differences are the variations from different individuals, such as culture, personality, perception, demographic factors, skills, and attitudes. It is important for individual differences to be recognized and taken into consideration when it comes to managing any organization. Leadership is just as critical because it is the influence within an organization that has a meaningful impact. Leadership maximizes individuals’ efforts so key goals can be achieved. It is important to note that just because you manage an organization, that does not mean that you are leading the organization. In a way, leadership is also the ability to turn a vision into a reality. I chose these two diversity management core competencies because individual differences are something you see everywhere, whether it’s in an organization, group or team, and leadership is something that no organization or group can have success without. I also chose leadership because my supervisor at work is a great leader and she is constantly leading by example, so I can relate to it personally and it is something I really respect and appreciate.

Managing diversity’ refers to a range of management and leadership practices that aim to value diversity in the workforce and help an organisation be more successful. This book provides an introduction to the theory and practice of managing diversity (and Equal Employment Opportunities or EEO). The book covers topics such as: the role of historical struggles in the development of managing diversity practice today, demographic and social change; theoretical debates; discussion of each of the main groups that managing diversity programs often focus on like gender, ethnicity and religion, people with disabilities, and mature workers; and practical tools for implementing valuing diversity initiatives. The book has been written by a very experienced

Development of a diversity management policy and program to minimize systemic discrimination and provide educational tools for staff and management.

Mrs. Joy Smith has left Love Enterprises a very generous donation of $500,000 million to the agency but more importantly she has given us an opportunity to transform Love into a leading organization in diversity initiatives. As stipulated in her will in order to receive the full gift Love Enterprise needs to have a solid action plan in place as well as specific ways to measure the organization’s success with diversity. In the following paragraphs I will discuss what course of action I would take in developing an action plan, then I will discuss the various tools and modes I would use to measure the success of the action plan.

Resistance to change is another disadvantage in a diverse workforce. There always will be employees who will refuse to accept the fact that the social and cultural factors of their workplace are changing. The mentality of doing business only a certain way and not any other silences new ideas and suppresses progress. Resistance forces diverse employees bear the burden of changing to fit the existing culture, thereby limiting the initial value of having new perspectives in the first place. Long established corporate culture is very resistant to change and this resistance is a major problem for diverse employees and minorities. Diverse employees are trying to succeed and prosper in the organization, but the dominant group has gotten used to the

Employees require motivation, reward and encouragement for maximum productivity. Punishment to workers not performing is also mandatory to prevent cases of poor performance. Ethical considerations must be looked at and employees must follow rules and company policies for plans made by management to be successful. Workers and management relate like a family and this has enabled the company perform to its expectation. These plans are aimed at ensuring total customer satisfaction and delight.

Human Resource Management is a vital function in any organisation and operates in legal and social environments that are becoming increasingly complex. It is defined as the process and practice of managing and advising executives on staff recruitment, selection, retention and development (Clegg, Kornberger & Pitsis 2011). In the post-bureaucratic era, these management styles have altered to cater towards satisfying employees through intrinsic rewards by providing pride, relationships, meaning and a sense of accomplishment through their work (Clegg, Josserand & Teo 2006). Throughout this essay, the evolution of human resource management from the bureaucratic era’s ‘hard theories’ to the post-bureaucratic era’s ‘soft theories’ will be

Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.

Organizations today are comprised of a diverse selection of people. Each person that works for an organization has different attitudes, values, emotions, and behaviors. In order for the business to remain strong and cohesive, it is important for managers/leaders to recognize those differences for the benefit overall. By doing so, they can motivate each employee and encourage them to be productive citizens within the workforce. Managers must be able to identify the challenges that accompany dissatisfaction and address them accordingly based on each individuals’ personal attributes. Then, successfully providing motivational factors to enhance their morale to sustain a stable organizational structure. In order for this to happen, managers/leaders will need to create a motivation plan that allows each person to be successful and motivated to achieve the organizations vision.

Employees that are motivated and are fully aware of the organization’s goals, and know that organization will provide those benefits when they will achieve the goals, they will divert their all hard work and devotion towards those goals. (Roberts, 2005). The telecommunication sector of Pakistan is offering several benefits and rewards to its employees; so that employees feel motivated and remain satisfied with their jobs and improve their performance in order to achieve organizational goals.

As the world is turning out to be more aggressive and unstable than any other time in recent memory, producing based enterprises are looking to increase upper hand at all cost and are swinging to more inventive sources through HRM practices (Sparrow, Schuler, & Jackson, 1994). HR practices has been defined by (Smallbusiness.chron.com, 2016) as “the means through which your human resources personnel can develop the leadership of your staff.”