Essay about Mgt 538

It is no longer feasible that a corporation can successfully move through the global marketplace without learning to recognize the cultural norms of each country. It falls to the executives and managers to implement these changes and to ensure that their companies are working to move towards a more inclusive, and ultimately, more profitable way of doing business that appreciates and respects all cultures and work

From Hollywood to the the social sector, diversity, rather the lack thereof, has been a topic of conversation. Although many organizations have begun to advocate for diversity, more work must be done. Across the social sector,women and people of color remain severely underrepresented in leadership positions. Organizations must become intentional about creating a diverse workforce and implementing inclusive policies that foster positive work environments. When employees feel represented and included they are happier and more likely to contribute to fulfilling the organization's mission.

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

A multitude of concerns were uncovered such as lack of advancement, mentoring, coaching, networking, success planning, a positive culture regarding diversity, job training, employee empowerment, cultural bias, resistance toward diversity, uncompetitive salary, and existing work and family balance problems. After realizing these set-backs, the CEO must reconfigure the workplace around diversity, and to do so, a plan to the Board of Directors has been created and will be implemented to meet the goals of a minority and women-friendly employer, and to eventually have the two categories represent 50% of top management.

Recent diversity initiatives are impacting all levels of the public and private sectors in relation to personnel and workforce planning. Over the last twenty years, research shows that productivity gains from the existing workforce increase with a diversified staff (dol.gov, 2017). Diversity in the workplace is defined as, the variety of differences between people in an organization. Diversity includes gender, age, race, ethnic group, personality, cognitive style, tenure, organizational function, education, background and more (dol.gov, 2017). The need to become inclusive in management and the

DIVERSITY IN THE WORKPLACE As companies start to regain their footing after the recent economic downturn,

Our reader for this class does a great job in describing the benefits of diversity management and I do agree with all of it. Diversity is the way for the future, in business, community, education, and for national or federal social events. But our reader also describes the problems that are common and current within the business environment upon adapting, or should I say, implementing this agenda. For many people, the word “diversity” has taken on a different meaning, it has become a descriptive for “those others that are not white males.”

Multicultural teams have become more common in our organizations, and contemporary international management literature has identified that the management of multicultural teams is an

In order to investigate that what will it take for organizations to reap the real and full benefits of a diverse workforce, a research effort taken by the article author’s team. In order to understand three management challenges for Diversity, it conducted its research over a period of six years. The challenges undertaken were:

In order to form a leadership that keep on with the passage of time, international leaders and managers ought to demonstrate likely competences in cross-cultural cognizance and practice. It is vital they recognize the value of leadership and managerial potentials, and to grow and sustain effective leadership approaches and methods for abiding diversity management (Ulrich and Smallwood, 2012). The conjecture emerges is that successful and effective international leaders and managers holds key to solve the secret of working with diverse workforce and dealing with them for the purpose of organizational development in order to enhance competitiveness.

As organizations become increasingly global, the success of organizations is dependent on the leader’s skills in merging diverse cultures in building high performance teams across multiple countries. Global organizations are required to adapt to continuous changes in culturally diverse global business environment. Multinational leaders must become adapt to leading a culturally diverse workforce if the organization is to become transcontinental. Therefore, there must be an emphasis on diversity training and cultural sensitivity training across the organization, especially among members of executive leadership. Inclusive leadership has been presented as the most applicable global leadership style as businesses make the transition from a local to global mindset. This synopsis will discuss integrating varied perspective, negotiating strategies and cultural mindsets, and communicating methods that facilitate organizational strategy, This document will conclude with a summarization of this discussion.

Diversity can include race, gender, culture, religion, age, physical disabilities, height, education level, income level, geographical location, technical abilities, socioeconomic background, personality characteristics, and values (Verma, 2015). With such a vast array of possible differences among the employees within an organization, it is important that there is care put into ensuring equal treatment for all. The employees in leadership roles must have the skillset necessary to build on the skills of their subordinates. Leadership must be able to focus more on the strengths employees possess and utilize those for growth opportunities for the company. There are many positive opportunities that can come from diversity, unfortunately it can also be the cause of many

Without motivation the team is stagnant and not able to make sound choices together. In this event there is normally a team member who takes on the majority of the work, in order to help the team progress at some level. But cultural diversity can’t be such a negative factor in the decision making process, and one would think that it would adversely be a positive addition to teamwork. Indeed (1) explains that, cultural diversity is in fact a positive factor that must be cultivated by each member. The diverse backgrounds of the team must be willing to engage and embrace the opinions and experiences in which these opinions of the members come from.

America’s top companies are hiring the best, most qualified candidates, by widening their recruitment efforts and increasingly seeking diverse talent. Diverse workplaces include employees who from different races, ethnicities, gender, education, religions, sexual orientations, socioeconomic backgrounds, geographic locations, and other varying conditions. One reason diversity recruitment is skyrocketing is because of the changing demographics of the United States. According to the latest census, the ethnic makeup of America is changing much more rapidly than anticipated. Many studies have revealed that businesses who have established diversity and inclusion initiatives have a competitive edge, particularly in today’s global market. Following are six reasons that businesses should not wait for their CEO to bring up diversity recruitment.

Many opportunities are associated with a culturally diverse workplace and global expansion may have potential to provide just such a diverse work group. Cross-culturalism in business can provide leaders and employees with a wonderful opportunity to work with people from different backgrounds and cultures. In addition, “the more opportunities for business leaders to interact with people from different cultures, the more likely they will be to have positive attitudes from different cultures and identify, learn and apply diverse culturally-appropriate business behaviors” (Caligiuri & Tarique, 2012, p. 614). Culturally diverse environments offer a multitude of benefits including “the variety of perspectives, skills and personal attributes” (Matveeve & Nelson, 2004, p. 254). Moreover, multicultural teams have potential to “generate more ideas of higher quality in brainstorming tasks” (Matveeve &