Role Of Managing Diverse Workforce In Organizations

Competing in global markets entail many factors and centralization of its human resource practices is certainly vital to improve global competitiveness and empower employees for global assignments. To achieve success in global marketplace, the challenge of all businesses regardless of their size is to understand global corporate cultural differences and invest in human resources which includes selecting and retaining talented employee, training and development whilst encouraging employees to be innovative and creative. Employees selected to work in foreign locations should be prepared beforehand with adequate cross-cultural training. For an organization to be successful in the international marketplace, it must be concerned with this fit from both an internal and

The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..

Workplace diversity is when there is diverse culture of individuals in the workplace. It is when there is a value placed on the variety of ideas, race, ethnicities, religion, gender, sexuality and orientation, which is flourishing in an environment. Depending on your employer and workplace, workplace diversity can vary based off several different factors. Usually, there is a preferential standpoint taken on the matter and it can be either display a high or a low context culture of diversity. According to Mason (2013) Workforce diversity has been described as “a double-edged sword; it has the potential for positive and negative outcomes” (p.659). Workplace diversity is important in a business setting because it carries forward a combination of different types of people to work together in unity, encourages uniqueness, innovative, creative approaches, and supports interesting divergent ideas to accomplish tasks or goals.

1. What changes are occurring in our workforce today and are likely to continue into the future?

Workplace diversity refers to the variety of differences between people in an organisation. Diversity encompasses acceptance and respect. It is an understanding that each individual is unique, and a recognition of our individual differences. These differences can include ethnicity, gender, sexual orientation, age, physical abilities, family status, religious beliefs, perspective, experience, or other ideologies.

The authority of an association is tasked with the obligation of starting and driving the association 's elements, cultivating productive practices and guaranteeing that their approaches and practices bolster the association 's vision while being receptive to change. In overseeing various workforce, the leaders have to communicate. The changing workforce is one of the difficulties confronted by associations in the later past and most organizations are not giving administrations to the extent workforce differing qualities is concerned (Wentling, 2000). Extra advantages are likewise acknowledged when the administration of a firm is various. Powerful techniques for initiative

The topic that I’m choosing is Chapter 17, “Managing a Diverse Workforce.” Although there is an improvement in the diversity in the workforce, there is still room for change. Businesses have made many changes to help enforce the laws that were passed regarding diversity in the workforce. Women have been integrated into the workforce and there also have been many immigrants from other countries that have been given a new start to the workforce in the United States. Laws of equal opportunity have been made to help increase the workforce diversity. The goal for full equality of women and persons of color in the workplace has not been fully met; however, the United States’ workforce has made a lot of progress.

In today’s society there are many culturally diverse people in the workforce. Most organizations can no longer make the assumption that every employee has similar beliefs or expectations. When entering into the global marketplace, people are considered one of the most valuable resources to an organization’s success. A well-managed culturally diverse workforce has the potential to thrive if managed correctly; or if mismanaged, there can be devastating negative attributes. With great expectations, culturally diverse employees can foster positive outcomes in the workplace. A company’s acknowledgement to embrace diversity and change, and implement the value of management techniques are

In this modern era due to globalization world became a global village in the trade, economy, financial and marking. So people travel one country to another country with their culture and languages for work and trade and this make the multi-culture in different kind of organization and workplace. People are interconnecting thought the trade, lifestyles, in the labour markets and employment patterns, and in business dealings. Diversity in the workplace is worker in workplace from different kind of the background and they can be different in gender, age, physical ability, sexual orientation, religious belief, work experience, educational background, and many more. Today in many countries diversity in the work place increasing day by day and organization became a multicultural. Nowadays diversity play very role important for a successful organization in this global kind of the market. Diversity is an greatly important factor and the effect of diversity seems positive and the negative in the workplace. (Business Australia 2015) There are many benefit of the organization to diversity in the work place. In the future, workforce change and relationships of the people with organisations will also continue to change..In the work so many Kind of the diverse minds help the organisation to solve the different kind of the problems like operating and solving problems and decision-making. Those issues about Dealing with workforce differing qualities grow past legitimate considerations.

A “strategic perspective focuses on those compensation choices that help the organization gain and sustain competitive advantage” (Milkovich, 2010). Values touches every stage of the human resources phase, from selection and recruitment, to feedback, evaluation, coaching, and exit interviews (Kaminsky, n.d.). In an ethnically diverse nation, the US is becoming more diverse every single day, “overcoming that characteristic of human nature is essential to success in human resource management” (Kaminsky, n.d.). In today’s business world and competitive economy, it is a rivalry to notice these talented employees who can benefit your business. By way of the culturally diverse population of the United States, “these prospective employees can come from many different cultural upbringings” (Kaminsky, n.d.). It is important for Human Resources “to be aware and to actively recruit, select and retain these prospective employees, could be the difference between your organization having that talent, or the competitors benefiting from it” (Kaminsky, n.d).

Besides, power imbalance between employer and employee in the workplace seems to be unavoidable. As noted by Wilkinson et al. (2014), employees are citizens who have the right to be informed and consulted; therefore, the aim of employee voice is to communicate with management and express employees’ concerns about their work situation. Nevertheless, in recent years, decreasing union density has gradually shifted the form of voice in most organisations and countries from collective and unionized channels to direct and individualized mechanisms (Wilkinson et al., 2014).

Globalization has become the root of changing the demographic diversity of the workforce in an organization throughout the world. Diversity does not only imply race and gender, but it shows that every person is different and that their culture is characterized as individual. Individuals in an organization have their own different customs, values, and perspectives; employers must be mindful of all of these differences. Successfully managing cultural differences would allow organizations to be more competitive in recruiting individuals from diverse ethnic individuals, which will generate a cultural and friendly working environment (Grivastava & Kleiner, 2015). By adapting a multicultural organization, the organization will be characterized by a culture that fosters and values cultural differences equally amongst its employees. According to Rawat & Basergekar, (2016) achieving cultural diversity amongst companies rarely occurs, however it is important to understand and create a vision for effective diversity management. Diversity can be seen from different paradigms, which forms a company’s philosophy on diversity. Rawat et al. (2016), examines the two different paradigms that forms a diverse culture in an organization. The first is the moral paradigm a belief that discrimination is wrong, illegal and immoral. The second is the social need paradigm which believes that our solutions to diversity for a country must be different from the rest. These two paradigms bring a

Borders are no longer restrictive and companies are not constrained by the physical boundaries of the countries where they are located. Many companies would stretch across borders and choose to build innovative and competitive global workforces. With the increase of global and interconnected work environment, the connectivity among workers across the world will increase. This will increase the personal, organizational and economic links among workers globally. As business will lose a “typical” worker identity, the new persona of the global workforce will offer new challenges for HR managers to understand the underlying drivers and to adapt to the needs of diverse workforce in terms of age, gender, religion and ethnicity. The ability of HR managers in managing the new demographic profile of that workforce will impact the business a

In this changing world, our global business theories and literature have implications toward the future. The future of this growth and success depends largely on the key component which is Human Resource Management. So, we as researchers hope to enlighten and inform you as employers the significance of an effective solution that both understands your employees and is beneficial to your company. That is why we offer our recommendations in the end of this article based on our findings.

In response to the growing diversity in the workforce around the world, many companies have instituted specific policies and programs to enhance recruitment, inclusion, promotion, and retention of employees who are different from the privileged echelons of society. The privileged groups may vary from one country to the next. The workforce of the world is a dynamic environment, and in order for this dynamism to be put to use for the benefit of organizations, they must develop an effective strategy for managing diversity. Global Diversity Management refers to the voluntary organizational actions that are designed to create greater inclusion of employees from various backgrounds into the formal and informal organizational