An agency acquires this information by evaluating the views of the employees on diversity issues. Analysis of the trends and projections of the workforce in determination of the skills gaps and necessitates and devising successive planning strategies are crucial moves for agency strategic and business planning. Such efforts facilitate the managers with the required facts so as to be aware of the assignment of resources and the making the necessary planning for the future work of the organization and the points of concentration of their energy to produce a high performance organization. (Building and Maintaining a Diverse Workforce)
The successful managers understand the necessary skills for producing a successful diverse workforce. Firstly they should be aware of the discrimination and its results. Secondly, the managers must acknowledge their own cultural ethos and chauvinisms. The diversity does not mean only the differentiation between the groups but rather about the differences among individuals. Each of the individual is considered to be a specific entity and therefore, does not stand for a common group. At last, the managers are required to be desirous of varying the system of organization if necessary. (Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools) When an agency is placed for success and proceeds to plan and execute its diversity program to incorporate the specific elements that caters to construct and maintain its diverse, high quality workforce. Particularly, the several evaluation methodologies of the workforce profile, the work environment of the agency and the future workforce necessities are required to have identified strengths, weaknesses and targets of opportunities. These are considered to be significant elements in the sphere of specific efforts that comprise of the diversity programs. (Building and Maintaining a Diverse Workforce)
There exist several confrontations to management of the diverse workforce. Management of the diversity is considered to be more than somewhat becoming aware of the differentiations prevailing in people. It additionally incorporates acknowledgement of value of differences, culmination of differences, and promotion of inclusiveness. The managers may also confront the problem of loss in personnel and work productivity as a result of the prejudice and discrimination and complaints and legal actions against the organization. The negative attitudes and activities can still be obstacles to organizational diversity since they can hinder the working relationships and affect the morality and work productivity. The negative attitudes and behaviors in the workplace incorporate prejudice, stereotyping and discrimination that are never applied by the management while employing, retaining and terminating practices. Management of the diversity is therefore involves somewhat more than simply guaranteeing the equal employment opportunities and positive action. The managers should think of the reformation as a slow process simultaneously promoting change. (Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools)
On the basis of the results of evaluation of the contemporary environment and devising of the planning for the workforce the agency has the appropriate identification of the type and number of positions to be fulfilled along with the targeted needs. The agency then is prepared for devising the required approach to find out and employ the diverse and skilled workforce so as to accomplish the mission of the agency. In order to create a diverse workforce, agencies are required to incorporate tailored strategies to employ and hire these individuals into their overall strategies. (Building and Maintaining a Diverse Workforce) Encouragement of workforce diversity is therefore a process that infuses in many stages and at many levels. It is required that the HR professionals must at first employ competent and qualified staff and then have room for the individual necessities amidst the prevailing structure of work team and the organization. (Recruiting and Managing a Diverse Workforce)
The basic necessity of the successful recruitment is to attract strong candidates those are prepared both to meet the strategic goals and priorities and to work in the environment of the agency. After searching out the skilled candidates the agency is required to hire them. Accomplishing a diverse and highly competent workforce by successful attraction and hiring of the desired employee mix is only considered to be the initiation. The heavy investment on recruitment and hiring of high competent employee involves the danger of the wasting of these efforts in absence of a powerful retention approach. The next goal of the agency is to make certain the retention of the skilled employees within the agency. The goal is to concentrate on the secondary set of elements to be incorporated in the planning and implementation of the diversity program of the agency. (Building and Maintaining a Diverse Workforce)
An assisting work environment...
Managing Diversity Workplace diversity can significantly improve a company's working environment in several ways. The first advantage is that it will enable employers to tap into the knowledge, talents, and experiences of individuals from a variety of backgrounds. This can in turn lead towards improving a company's products and services. The second advantage is that diversity can lead to improved rates of employee retention; according to a national survey conducted
Managing Diversity and Equal Opportunity With the turn of the 21st century, a dramatic increase is being witnessed in the international flow of labor with repercussion for domestic labor supply and management. The native, racial and emigre mixture of the employees is predominantly important for the workplace. The importance of this domestic cultural multiplicity in the labor force, highlighted by worldwide influences and necessities, has lately encouraged the researchers to focus
A good advertisement will demand candidates with a "demonstrated ability to work effectively in a diverse work environment," and there must be an effort to recruit a diverse applicant pool from a wide range of sources, universities, and regions of the country and world (Chapter 12, University of California at Berkley, 2007). Using a panel interview format with a diverse human resources team that is representative of the company
Managing Diversity Diversity is a fact of American and International business and is a broader, more complex issue than one might initially believe. A universally vital element of global commerce, Diversity has spawned an abundance of theorists, journals and specialists, some of whom are encountered in this composition. Addressing the remarkable breadth and complexity of Diversity, this essay reviews: the nature of Diversity; legally protected classes within the United States; aspects
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
The society has always looked down upon women whose roles are always as the subordinate of her male counterpart. The modern business world has seen the presence of women in top managerial positions and the organizations are steered successfully. It is important to provide equal training opportunities because anybody despite gender can be a leader Jones and George 66() Conclusion Business organizations are faced with everyday challenges influenced by culture, gender
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