Managing Diversity Through Inclusion
I have gained significant knowledge about managing diversity in an organization after reading Engelmeier's book. In essence, organizations with diverse leadership do record better performance, in light of both earnings margins and equity returns, unlike non-diverse peers. While this discovery is based on research on publicly traded entities, Shirley Engelmeier holds that the same principles apply to private entities. Engelmeier is the author of a book entitled, "Inclusion: The New Competitive Business Advantage." Often, intentionally attracting a diverse workforce is imperative for business ventures planning to expand and sustain growth. In her book, she focuses on how diversity has evolved and how employers can retool their recruiting strategy.
Engelmeier defines inclusion as a call to action across the workforce, meaning actively engaging each worker's approaches, ideas, perspectives, knowledge, and styles to maximize business success. In her book, she presents tools, insights, and tactics that create a strong case for an inclusive organizational culture. The book asks firms to shift from focusing on counting and compliance to recognize that the simple solution to today's business challenges rests in attracting, nurturing and leveraging the input of human capital. In the modern volatile international economy, the transformation and culture change required warrants a fundamental change in thinking. This change must acknowledge how to involve and maximize on the diverse inputs of the workforce to drive profit and performance....
Employee Engagement RoadmapWorkforce Action PlanSkills for Effective LeadershipTo guarantee effective leadership in the unit under the new strategic plan, I might need to develop different skills. First, it is pivotal to develop mentorship skills. I believe that employees are bound to remain engaged and accomplish employee retention if they are provided opportunities to prosper and grow (Sarangi and Srivastava, 2012). Research demonstrates that employees looking for professional advancements are more
Motivation of workers is posing very big challenges to organizations. Herzberg ensures that an organization rewards its employees depending on the behaviors that the management would like to encourage.One of the widely known writers on motivation of workers is Frederick Herzberg. He is widely known for the two-factor theory that he came up with. The two factor theory is widely referred to as the hygiene motivation theory. As stated above,
Raines, M. (2011). Engaging employees: another step in improving safety. Professional Safety, 56(4): pp. 36-34. Retrieved from: ProQuest Database. Major Thesis The article asserts that successful organizations involve employees at all levels in various aspects of the business and additionally value their input. To create a fully-encompassing corporate culture, employees must be involved and engaged and have the opportunity to provide input and changes to their workplace, providing a positive link
Plan for Quarterly Employee Driven Engagement EventsPurpose/Goal StatementThe purpose of employee-driven engagement events is to create opportunities for people to interact in non-work-related activities to build community and a sense of team. New employees will have opportunities to meet others, feel included, and build a positive workplace culture.BackgroundWe were tasked with reviewing the results of the All-Employee Survey (AES), identifying a need, researching obstacles, and developing a solution to address
Case Study- Leading Diverse Workforces- Transport ScotlandPart A: Developing a Strategy to Lead Equality, Diversity, and InclusionTask 1Slide 1: Critical evaluation of the organizational issues� Covid-19�s impact in the form of working from home� I.T. facilities try to provide the best possible services for distortion-free connection between the leaders and the employees� Scotland�s weatherTransport Scotland faces some organizational issues, the first and foremost being the advent of Covid-19. Since Covid-19
Human resource management is one of the essential components to the competitiveness of global firms. Corporations that perform exceptionally regarding human resource management tend to integrate strong discipline in their people with attention to strong social capital (developing networks and relationships within the organization). The multiplier impacts of this combination generate inimitable conditions for people management, which in turn drives employee engagement in the global context. The following study focuses
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