If invested in and developed, employees are more likely to feel their social needs are met by being part of a team are well regarded and appreciated for their skill set and therefore motivated to work harder to reciprocate which leads to higher production and efficiency. People are able to realise their abilities and potential, take on more responsibility or variety of tasks which improves versatility and prevents boredom leading to demotivation. Staff feel happier if they feel valued and are likely to stay within the organisation.
Hiring a diverse workforce is valuable in enhancing effectiveness of any manager or leader for many reasons, as outlined by Kerby and Burns (2012): (1) a diverse workforce drives
A diverse organisation is one in which people can learn new things from different perspectives and cultures and their experience will be enriched and therefore the organisation will work better due to the learning that takes place such a new and improved ways of doing things. Both the employer and the employee in this instance will benefit. Employers will benefit as they will have a team which is better equipped to work effectively and the employees will benefit as they will learn new skills and ways of working meaning their career prospects will be enhanced.
Not only the country are able to attract different varieties of professionals around the globe for which they can contribute towards a society, but also these professionals are able to consider the country as their home. It is such a win-win situation. In the society of multiculturalism, it will promote cultural awareness among the employees in the working environment and these employees who are exposed to the different views will tend to think creatively. An association with the occurrence of cultural experience can promote flexibility and create a strong team as they are able to provide empathy with each other as they interact with each other. Since the employees are well adapted to the multicultural environment, they are able to attract different types of customers in regards to their culture as the employees tend to be more flexible and communicative. As a result, businesses may benefit from the culturally diverse workforce as they will engage in a larger social network for which it can generate different products and services that is due to the creative and innovative thinking among the employees. Thus, it can be well reasoned that companies with a well diversified workforce is at an advantage because it will offer varieties products that has the ability to attract customers from several ethnic groups, thus it will lead to an increase in customer base that facilitates in capturing the global market and earn profits rather
* Image of the company; Organisation with a positive image and diverse workforce will have more chances of attracting, recruiting and retaining the talent. Negative image leads to loss of trust from employees current and potential, as well as all business partners or customers.
In addition to being cost effective it can also provide incentive for the existing employees to perform better in their current roles to get promoted quickly. This can have a positive impact on the overall performance of the organization
It is essential for every organisation to understand the recruitment trends as by attracting the best talent, organisations will have an advantage over their competitors. When talent planning, organisations should promote a career opportunity, not a job opportunity as this gives a whole new outlook to any potential employee.
1.Quality: Other staffs members can help one and other and make sure they have the correct knowledge. This will save the company testing their employee’s knowledge. Also the fact that staff members are providing a quality service to customers could potentially increase staff morale because they see that their customers are happy with their
Much recent research investigating the impact of cultural diversity has focused on migrant populations, including the productivity, labour participation and taxation revenue benefits of immigration. But research examining the benefits of cultural diversity on business operations in more general terms has found a positive relationship between having diverse staff members and the performance of multinational corporations. Culturally diverse staff members, particularly migrant workers, may have international connections aiding the flow of labour, goods, services and knowledge between Australia and their nation of cultural heritage. Other potential benefits include lowering barriers to entry for new culturally diverse talent in an organisation
Talent acquisition is defined as the “strategic approach to identifying, attracting and onboarding top talent to efficiently and effectively meet dynamic business needs” (Erickson, 2012). Talent acquisition has the unique role of ensuring job applicants not only have the right credentials for the job, but also have the right mentality for the job. In other words, the person who ultimately will be offered the job needs to ‘fit’ within the firm’s structure and culture.
There are indirect and direct costs associated with turnover and consequent employee substitution. However attrition might lead to a certain saving in some extend which is more related to economy of scale, in other words there might be a saving in terms of salary as long as the reduced number of employee can manage the same work load without incurring the problems mentioned above about: high workload, overtime, and stress. Those conditions might lead to an increment of the turnover itself.