The Impact Of Contemporary Uk On New Zealand Essay

The recent effort is to counter matters of discrimination and diversity to argue that anti-discrimination is good for the organisation, not only that it avoids possible discrimination lawsuit and complaints, but also because it provides access to unexploited pool of human capital. (Dickens, 1994) Nevertheless, it has been argued that in cases that are so-called “business case” may be a concern than to be alleviated. Robinson and Dechant (1997) have stated that the benefits of a good diversity management may include an improvement in the marketplace and better problem-solving skills. It is a signification problem that there is an indication of turnover among coloured people and women, and that the absenteeism

Working teams that are diverse in their make-up are able to come up with a wider range of solutions to business problems. Inclusive workplaces that openly communicate their values and strategies on equality, human rights and inclusion are capitalising on this as they are able to attract a wider pool of applicants and talent. Candidates from minority groups may be put off applying for positions in organisations that do not make their commitment to inclusion known.

Organizations, the world over, are embracing innovation in order to stay competitive by putting into action organizational management that includes, among others, culture, workforce diversity, and diversity management (Marsella, 2009). Although not much has been written about the interconnection of managing diversity (cultural, and workforce included) and organizational competitiveness (Cox & Blake, 1991), the contemporary way of conducting business calls for a large globally diverse workforce from various cultures, backdrops, beliefs, and ethnicities (Mazur, 2010). However, there are challenges associated with organizational management pertaining to culture, diversity workforce, and diversity management that conflict, or are at odd with national employment laws, as well as international labor law. This article deliberates over legal considerations while taking pertinent organizational managerial practices on culture, workforce diversity, and diversity management.

Advancements in technology allowed companies to become globalized and have a further reach than in the years before. As companies expand on a global scale, it has become increasingly important to take into account different viewpoints from individuals all over the world. As companies became globalized, diversity is becoming a term that comes up frequently when discussing the management of companies. Businesses (especially global and national businesses) are moving away from a workforce that is primarily white and male, and moving towards a more inclusive environment of workers that includes different genders, as well as people from various racial and socioeconomic backgrounds. Not only is diversity an important moral issue, it is critical to think about when discussing the success of businesses.

The people in today’s field of work has been greatly diversified since the early 1900’s. Diversity today means far more than just one’s race or skin color, it also includes gender, religious affiliations, immigrants and more. Coco Chanel, Steve Chen, and Liz Claiborne are examples of successful immigrant entrepreneurs in the workplace today. While it’s great to have a diversified workforce, and significant process has been made over the years, there are still struggles with this changing status. Two of the more common challenges are communication and a resistance to change. Each individual communicates and expresses opinions differently. Also, it’s hard to adapt to change when something has been done the same for several years, or someone has been brought up all their life believing in one thing. One of the most important challenges in a diverse workplace is management being able to attract and motivate employees and an innovative work environment. People also tend to work well and associate with people like themselves. And while it may not be intentional, individuals have stereotyped others because as we’ve grown older we learned to interpret the world in a way based on our experiences and backgrounds. For instance, the media portraying a killing on the news can be easily distorted by our beliefs and values. While managing diversity isn’t easy, managers must confront these issues to create a successful workplace.

The advent of globalization and advances in technology have brought the people of the world closer together than ever before. As cross-border movement of goods, services, technology, and capital continues to rise, it has had a profound effect on an ever-changing workforce structure. In addition, important issues such as the equal rights and social justice movements have contributed to the increasingly diverse workforce in the twenty-first century. Diversity exists in an organization when its members differ from one another along one or more important dimensions (Kochan et al., 2003), such as sexual orientation, age, gender, religion, and disability. Organizations must learn to adapt to this new trend to remain competitive in the global

Managing diversity and equality effectively in the workplace is the core responsibility of any organization in the contemporary business world. Shen, Chanda, D’Netto and Monga (2009) conducted a survey whose results revealed the massive diversity within the British society in terms of ethnicity, nationality and religion. As a result, the Equality Act of 2010 was formulated and became law whose provisions focus on legal protection against discrimination based on gender re-assignment, marriage, civil partnership, age, disability, sexual orientation, religion, pregnancy and maternity, sex and beliefs (Monks, 2007). Therefore, managing diversity in the workplace is critical towards the achievement of equality and discrimination free working environment. Bhatia (2008) observed that the ability to understand, accept, value, acknowledge and celebrate differences among people with respect to race, sexual orientation, religion, age, ethnicity and mental ability within an organization is crucial in eliminating discrimination. Discrimination refers to the tendency of denying equal treatment to people believed to be members of the same social group (Ozbilgin, 2009). In other words, discrimination in the work place is related to denial of equal treatment in terms of promotion, compensation, career development, training and empowerment. Therefore, managing diversity in the work place is crucial towards the achievement of a discrimination free working environment and the

According to Kouzes & Barry (2002) “management of diversity has gained popularity in the recent years and despite its distinct contexts, it is gaining more attention as a result of demographic development, mobility of national and global workforce, international and globalised business as well as increased competitiveness”.

This piece of writing will be looking at multiculturalism, how the process happens and how it is expressed in organisations.

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

Women make up 51% of the New Zealand population, however, women in New Zealand parliament only make up just over 30% in parliament (2014). For women to be represented in parliament, it means that women need to be seen as a ‘norm’ in government, and therefore all positions of power. This under-representation can be linked to factors such as the environment and the culture of the New Zealand parliament and political parties. It is important to note that women are not a homogenous group; and we have to include ethnicity and class, which links into opportunity. This gender gap in parliament has caused societal issues to be silenced and minority groups to be left out of decision making and therefore society.

Reading Response 1: Mikaere, A. (2004) Are We All New Zealanders Now? A Maori Response to the Pakeha Quest for Indigeneity

Contemporary organizations operate in a very dynamic global environment and as such have learnt to value diversity in the workplace in order to sustain a competitive edge. However, embracing diversity alone is not enough to lead to sustainable success. What are needed are the organizations that want to be on top of the game to ensure an inclusive workplace environment so that the fruits of diversity can be enjoyed. Diversity refers to “ representation of multiple identity groups and their cultures in particular organization or workgroup” while inclusion is “creating, fostering and sustaining practices and conditions that encourage and allow each of us to be fully ourselves—with our differences from and similarities to those around us—as we work together” (Ferdman, 2013, p. xxii).Ferdman asserts that the goal of inclusion is the psychological sense that we matter and that our voice and contributions are important. This inclusion begins with everyone recognizing the fact that we are made up of many components, characteristics and identities which are intertwined and make us whole. Just like an organism whose parts function differently but make up the whole thing and if one part is missing the organism cannot function properly, so are individuals in the workplace. They all come from different ethnic and cultural background, race, religion, sexual orientation, gender, national origin, and marital status,

In organizations different composition of people are working due to increasing globalization and economic activities in a global world. Globalization, advancement in information and communication technology together with improved transportation system have reduced the distance separating people of different cultures, races, ages, ethno religious and social backgrounds. The organizations at present observe the growing presence of women at the workplace, at a growth of multiethnic workforce, at the globalization of enterprises and markets. These trends induce more and more enterprises to manage diversity. Particularly, increased globalization in workplaces has led to a situation whereby the workplaces are getting more and

In the workplace, diversity in terms of ethnicity, locality, education and skills, age, and gender exist. Managers or employers therefore require innovative ideas to successfully manage employees in the workplace. Diversity management is a relatively new field in the South African business environment. Managing employees and the work environment involves different aspects and is influenced by the internal environment such as in the mission, vision and goals of the organisation as well as the external environment. These aspects include areas where diversity management is important. Managers have various roles to carry out in an organisation in order to provide effective management and deal with the ethical issues. Factors