Managing Diversity in the Workplace
The modern business environment is marked by numerous people-oriented variables brought to organizations. These variables include gender, race, age, and religion, and socioeconomic background, regional and national origin. All these factors form the current workforce in the market place. Diversity is widely recognized as one of the world's greatest strengths. Diversity continues to affect the society and the organizational workforce in the process of shaping the 21st century workforce (Konrad, 2006). Organizations appreciate individual sensitivity and differences to enable them discharge the organizational mission. Sensitivity and training on diversity focuses on changing valid standards and expectations of people. This paper gives details on understanding diversity. Although the scope is limited, it highlights how the understanding of diversity is a challenge in managing the current workforce. It remains a fact that the contemporary workforce does not have the same desires as the previous workforce.
Problem statement
Work diversity is the most challenging and the hardest experience. Managing and valuing diversity touches on peoples' values, emotions and beliefs. It demands that people must change their behavior. It demands that organizations must question and change their systems, policies and practices some of which have never been questioned for centuries. Besides, they have contributed to the organization's values, traditions, and ultimate success (Albrecht, 2011).
Change resistance is significant in diversity interventions. Oppressing employees for years makes them impatient. On the other hand, employees who have been in power for long tend to resist power sharing. Many of these issues require the workplace to become different from most organizational training and development settings. The mediations tend to differ in terms of total quality management trainings, supervisory skills, performance management and production controls. Diversity affects the wider part of an organization and individuals within an organization. The most difficult task is managing diversity (Dansby, Stewart & Webb, 2011).
Value of Diversity in the Workplace
Diversity benefits both employees and associates. While associates tend to be interdependent, recognizing individual differences increases productivity. Workplace diversity reduces lawsuits and increase recruitment, marketing opportunities, business image and creativity. In an environment where creativity and flexibility are keys to competitive advantage, diversity is crucial for the success of an organization. Besides, organizations should not overlook the consequences like loss of money and time (Prasad, 2007).
Managing Diversity
The development of diversity must incorporate awareness and integration. Individuals with differing foundations and physical aspects must be incorporated into the groups. This will enable them to arrange and execute organizational tasks with a defined goal where their thoughts and skills are utilized besides being recognized. This thinking approach expedited the idea of diversity management. Diversity management is a manifestation of human resource management. It addresses the numerous ways representatives are distinctive but are sometimes equivalent (Cornelius, 2012). Diversity management goes past race and sexual orientation and includes other aspects like gender, disability, and religion. It is not about white men managing ladies and minorities: it is about all administrators empowering whoever is in their workforce.
Diversity management refers to approaching diversity at three levels synchronously: organizational, interpersonal and individual. The traditional focus has been on singular and interpersonal angles alone. What is new is seeing differing qualities as an issue for the whole company, including the exact way associations are organized. Diversity management is managing the way associations are supervised, and the way supervisors do their jobs (Dansby, Stewart & Webb, 2011). It is granulated in a given definition in management making an environment that permits the individuals being managed to achieve their full potential. It means getting from workers not only everything, they anticipate, but also all they have to offer.
Diversity management accepts that accommodation is a two-way road, a shared process between the organization and the individual against the normal assimilation approach, where the trouble of acclimating rests singularly on the person who is diverse. At least, unlike natural methodologies, diversity management is not a project, not a coordinated set of activities intended to do something. It calls for the reformation of individual behaviors resulting in the essential change in the company's lifestyle and task execution.
Diversity Management and its Dimensions
Diversity in the workplace is the industrialized planet's enduring underdog. Individuals' knowledge of diversity, diversity management conceptions, and diversity ideals are important because they address recruitment and events after the process. The worldwide economy has shifted diversity to the highest point of the business agenda. Worker immigration, immigration, ethnic, or gender distinctions have continued to change workforce composition resulting in diversity. The organizational...
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