Diversity management is another strategy public sector organizations can use to retain employees. The Diversity management model is one that many different organizations have chosen to move towards in recent years. One reason for this increase in service delivery is the ability for clients to identify with workers with a cultural similarity occurs if an organization values a diverse workforce. In their journal, “Building an inclusive diversity culture: Principles, processes and practice”, Pless and Maak define diversity management as “an organizational environment that allows people with multiple backgrounds, mindsets and ways of thinking to work effectively together and to perform to their highest potential in order to achieve organizational objectives based on sound principles” (2004). The article, “Challenges in Diversity Management: A Case Study of MediHealth Systems” reported that, “differences among employees create diverse experiences for employees themselves in their organization in terms of performance, motivation, communication, and inclusion” (Pant & Vijaya, 2015). The overall purpose of diversity management is to increase a company’s competitive edge, utilize valuable human resources, provide equal opportunities in an effort to enhance creativity, innovation and problem solving within an organization (Basset-Jones, 2005; Noon, 2007). It is necessary for companies to maintain their competitive edge, especially in the public service, where public and private
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Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).
Did the Age of Jim Crow ever end? Americans see “race” as a defined, indubitable feature of nature. Racism- the act of ascribing bone deep features to people to then humiliate, reduce, and destroy them- inevitably follows from this inalterable condition. White supremacist ideals, for instance, espouse unfounded ideas that revere the white man and scorn those of color, while also serving as a nonsensical justification for practices such as slavery, racial segregation, and Jim Crow. In “The Trouble with Diversity”, Walter Benn Michaels dismisses the concept and veracity behind race, as if it weren’t a societal issue worth addressing. To ignore the reality of race would be the equivalent of ignoring the plight and shared experiences of minority groups. “The Trouble with Diversity” insinuates that “diversity” is incompatible with the society we live in; this does not mean that people of color should have to encounter racial prejudices, whether in subtle or discernible ways.
Diversity in our nation and workforce continues to increase each year. People with different backgrounds, degrees, and experiences are coming together to build strong teams, oriented around creativity, innovation, and productivity (Kerby, 2012). A greater emphasis is being placed on acceptance within diverse workforces. “Diversity represents all the ways in which people are unlike and alike— the differences and similarities in age, gender, race, religion, ethnicity, sexual orientation, capabilities, and socioeconomic background” (Williams, 357). Understanding these differences are the key to creating a strong company culture. Within an organization, diversity should be seen as a positive—where each individual’s experiences and talents can better
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
Diversity today is seen not only as the aftermath of the globalization process but also as the driving force of progress and an integral part of success of modern organizations. Ethnic, racial, gender, and religious diversity makes each one of us a unique citizen of this globalized world. An organization that brings together employees with such different backgrounds, benefits from the vibrancy of thoughts and varied viewpoints, brought to the company by multiple cultures and unique experiences of its employees. Distinctive capabilities of such workers and their individual skill sets and talents allow them to come up with creative solutions, new ideas and proposals, which increase efficiency of a team. While working together employees of such
This article introduces diversity in the classroom. A kindergarten teacher explains how she lives in a small rural town in the South and her students are all from Caucasian families. The teacher is introduced to a new student at the age of 5 years old who's family are from Columbia. Eban does not speak any English and the teacher and students speak no Spanish Eban is afraid and feels alone and the teacher expresses the same emotion. Eban is brought to school to next day and his father mentions that he may just need a friend to help him get comfortable. The teacher places Eban beside a little boy name Yon Kim who was very kind and compassionate to Eban. The article introduces Yon Kim's background, He was found in the dumpster by his adopted
The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)
In my research of AT&T, I found that AT&T receives their supplies from minority-owned, women owned, and veteran owned businesses. “AT&T needs to be able to count on its suppliers for high-quality innovative products and services, competitive prices, and on-time delivery” (AT&T, 2015).
Management must promote the contribution of each diverse perspective as well as to recognize and appreciate wide-ranging cultural differences. Another reason organizations are embracing is the fact that the diversity in their employees has a direct impact on the diversity of their consumers and customer base. However, there are also issues managers must contend with such as a lack of cohesiveness, interpersonal conflicts, difficulties in decision making and communication, and lastly resistant to change (Nelson, 2013, p. 53). Finally, managing and placing value on diversity in the workplace is not as much changing in company policy as it is changing mindsets and attitudes. Diversity should be a corporate value, a top priorityfor managers, and a vital objective for any organization along with becoming a foundation to the organizations strategic blueprint. Diversity does have its advantages; the benefits of diversity include attracting and retaining the best employees, as well as improved marketing efforts, superior problem solving, and enhanced flexibility within the organization along with the obvious creativity and innovation diversity brings (Nelson, 2013, p.
In the current fierce competitive global market, diversity management remains critically advantageous if any firm should make progress. Organizations must integrate diversity in their thoughts, actions and innovations. Diversity in organizations goes beyond making numbers to how people are treated in relation to its business model. It’s a time-sensitive necessity in the current workplace. Diversity cannot be bought or lip serviced. Based on authenticity, diversity is people-centered. It responds holistically to the dire needs of both the employees and clients. Long term strategies must therefore be considered so that diverse talents are engaged in the leadership circle. It is important that diversity management be driven by innovative perspectives.
Diversity benefits an organization in increased profitability and higher production. So, diversity management plays a vital role in attracting and retaining an organization’s diversified talent. Different ideas, experiences and cultures combine and improve the
Being successful at managing workforce diversity involves attracting and retaining the highest quality individuals in the talent pool. For managers it means learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Successful management of workforce diversity is a process that takes place in many stages and on many levels. It requires managers to first recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.
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
The work done in any organization and in any field is a combined effort of different people from diverse locations, towards our goal. Every individual is a key to the success of the organization of projects. The person working in a program is responsible for the processing and procurement. The behavior, their willingness to work and attitude towards the other team members is important. Every individual who comes from a different ethnic group needs to adjust and work for the success of the project and for the success of the overall company.