...Introduction As the U.S. workforce becomes increasingly diverse, this shift can imply changes in employee education, training, and management methods. These components make the discussion about diversity in the workplace a relevant topic that needs to be addressed by organizations and their leaders. This essay will evaluate the benefits and challenges a diverse workforce poses to an organization. Benefits of a Diverse Workforce The inclusion of a diverse workforce can offer an organization a broad range for service. “The opportunities arise from the number and variety of perspectives that can be used to solve problems and the external links that individuals provide to the group. The challenges come from the conflicting values and stereotypes that people often bring to the team” (Mayo, 1999). Mayo goes on to say that as the consumer market becomes increasingly diverse, it should be a priority for an organization to meet their customers’ needs. For example, by aggressively recruiting talented Hispanic employees, a company can better understand and improve upon their Hispanic business strategies. Since global markets are bringing new customers into the marketplace, adding diversity to a workforce can help meet the needs of this growing customer base. A second benefit of a diverse workforce is the idea that the group can develop more innovative and creative ways to solve problems. When a team represents a variety of perspectives, they can become highly productive and...
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...Managing Diverse Workforce Name Institution Introduction The concept of workplace diversity refers to the differences that exist within an organization based on the employees working together in a team (Sonnenschein, 2009). It is imperative to note that the modern working environment calls for the need to manage the diverse workforce. As such, the management shoulders the responsibility of ensuring that they effectively manage diverse employees within their organization. It would sound simple to think that managing such team does not require tact and knowledge. However, it is pertinent to note that the aspect of diversity encompasses many fields like ethnic background, race, and age of individuals, gender, educational level, and the personality type of people. Additionally, diversity involves how the individuals perceive themselves and others of the different background than theirs. Hence, the perceptions will interfere with how they interact with others and the manner in which the organization will operate (Blunt, 2009). Therefore, for various assortments of employees to be in a position to function effectively within an organization, the human resource personnel must effectively deal with a broad range of issues. For instance, they must address change within the organization, communication aspect, and adaptability to the working environment. Furthermore, the issue of diversity will significantly increase in the future hence the need...
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...IN AN AGING WORKFORCE 1 Diversity in an Aging Workforce Patricia Parker Southern New Hampshire University DIVERSITY IN AN AGING WORKFORCE 2 Abstract As American ages, so does its workforce. This means changes in the work place. Diversity has long been a part of the American culture but aging brings a new element to the work environment. This addition to diversity will challenge organizations on how they view their employees and what changes might need to take place to meet these employees' needs. It will also challenge some organizations on new types of discrimination, how to train managers on the benefits of a diverse workforce, and how to build functional work teams with both cultural and age diversity. Organizations will also be challenged to review policies, job descriptions and work practices to ensure that age is not a deterrent to success in the organization. But with these challenges also comes many benefits of an aging workforce. Understanding that older workers are typically dependable, have a broad range of knowledge, and are loyal is of benefit to any employer. In addition, as an organization's customer-base ages, having older workers that understand that customer-base may lead to a needed competitive edge. To be successful in the future, an organization will need to meet the challenges and understand the benefits of an aging workforce by being creative, flexible, and most of all diverse. DIVERSITY IN AN AGING WORKFORCE 3 Diversity...
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...| | The benefits of having a diverse workforce Diversity is more than just a buzz-word. In today's workplace, it can hold the key to fostering new ways of thinking, reaching out to a wider range of customers and growing your business. Our workforce and working patterns are changing. Our working population is getting older, and increasing numbers of women and people from different cultural and ethnic backgrounds are entering the workforce. Valuing diversity is becoming increasingly important for businesses. Publisher Malcolm Forbes once said that 'diversity is the art of thinking independently together.' Organisations can't thrive and grow if everyone in them thinks and behaves the same way. Having a diverse workforce with people from different racial, educational and social backgrounds and a diverse age range opens up a wealth of possibilities and helps to encourage creativity and foster innovation. There's also a clear competitive advantage to be gained from employing a diverse workforce. An organisation with a diverse range of employees is well placed to understand the needs of a wide range of customers, and can interact with a broad client base. Not only that, but it is also in a good position to recruit and retain staff in an increasingly diverse and competitive labour market. Embedding diversity of thought throughout an organisation also means that talent can be properly recognised and nurtured - wherever it may be. The best starting point for any organisation...
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...Does workforce diversity always result in better organizational performance? In today’s global competitive environment, workforce diversity became a competitive edge that helps firms better understand different cultures and different ways of conducting business globally (“Benefits and problems”). Taylor Cox emphasized that increasing workforce diversity for better organizational performance is still an essential business issue that receives great attention, as “most of today's small business owners and corporate executives recognize that attention to the challenges and opportunities associated with the growing trend toward culturally diverse work forces can be a key factor in overall business success”. Rob McInnes identified 7 factors that motivate companies to diversify their workforces: As a Social Responsibility: companies exercise corporate social responsibility role by diversifying their workforces and supporting their good living. As an Economic Payback: “diversifying the workforce, particularly through initiatives like welfare-to-work, can effectively turn tax users into tax payers”. As a Resource Imperative: companies shouldn’t be hindered from attracting best talents available in the markets because of discriminatory practices. As a Legal Requirement: law requires companies not to be discriminatory in their employment practices or they will be exposed to penalties, as “fines and loss of contracts with government agencies”. As a Marketing Strategy: companies...
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...that affect an organisation’s approach to both attracting talent and recruitment and selection 1.2, 1.3 Identify and explain three organisational benefits of attracting and retaining a diverse workforce 1.1 Describe three methods of recruitment and three methods of selection and identify when it is appropriate to use them 2.1, 2.2 2. Introduction To identify, explain and analyse recruitment practice within FirstCol Services Ltd. 3. Methodology Information for this report was gathered in the following ways: Consultation with fellow HR Professionals, both during networking events and during CIPD Certificate in Human Resources Practice Level 3 lessons. Analysis of practice at my own organisation. This included conversations with fellow HR professionals as well as Managing Director of the company. Research into different techniques used at other organisations. 4. Findings 4.1 Organisational Factors The factors that affect an organisation’s approach to both attracting talent and recruitment selection are: Their wage structure The role that the organisation are recruiting for. Culture and Sector Business Objectives and Brand 4.2 Organisational Benefits The organisational benefits of attracting and retaining a diverse workforce are: Diverse workforce can help to understand broad range of customers. Helps to...
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...As the U.S. population is becoming gradually diverse, so its’ workforce. With these changes, expecting to continue for many years, it is imperative for any organization’s success to value the difference of today’s multicultural society, respect the uniqueness of eachother and to maintain an environment in which everyone is being treated with dignity. To achieve this, one need to recognize the U. S. workforce demographics and most importantly, understand the impact of a diverse workforce in the business world. Companies are being faced with various challenges and benefits resulting from a workplace with different demographic attributes; Demographic traits like aging. According to the bureau of labor statistics, 55years to 64years old individuals represent 60% of the workforce and 65years, older individuals represent 17.7% of the workforce (bureau of labor statistics, 2013). These statistics show that, the U. S. aging workforce that represent both a challenge and opportunities for industries. 1. What changes in employment relationships are likely to occur as the population ages? Researchers have shown that with age come positive workplace behaviors. For instance, older employees are likely to demonstrate exemplary ways such as volunteering, a higher respect for safety rules, lower work injuries and lower counterproductive behaviors. They are also likely to show strong commitment and work ethic at work. Nevertheless, the relentless fight to changes and struggle to adapt to...
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...INTRODUCTION As we enter the 21st century, workforce diversity has become an essential business concern. In the so-called information age, the greatest assets of most companies are now on two feet. Undeniably, there is a talent war raging. No company can afford to unnecessarily restrict its ability to attract and retain the very best employees available. Although we all share many traits and needs, human beings are different and unique. While diversity has always existed, globalization, an increase in immigration, the sexual revolution and the output of the open formerly taboo subjects - such as living with a disability and gender preference - were placed in front -plan diversity of our concerns and the need to accept it. In the workplace, diversity encompasses elements that are evident, among other demographic differences such as gender, ethnicity and age, and more subtle differences, for example, the way we think or solve problems, social class or education. Because of the variety of backgrounds and approaches, it is not always easy for people to get along in the workplace (Diversityworld.com, 2014). However, it could be quite different. By learning to understand the challenges posed by differences and accept different points of view within your workgroup, you can use the strengths that represent a diverse team, in addition to expanding your horizons. Workforce diversity refers to organizations that are becoming more heterogeneous with the mix of people in terms of...
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...continue to see an increase in the number of diverse employees as well as the types of diversities within an organization. With this diversity comes some difficulties but the benefits exceed the negative by increasing an organizations competitiveness. This competitive increase is due to the ability of diverse groups to enhance creativity and innovation while making better decisions but only if diversity is properly managed. If organization want to become leaders in their market then effective practices and diversity initiatives must be a cornerstone beginning with Human Resource Departments and expanding though every aspect of the organization. Why encourage Diversity? One important if not overlooked reason is to meet legal requirements. The government has mandatory non-discrimination laws which can result in large monetary penalties or the loss of government contracts. Therefore, it makes sense to employ a diverse workforce if for no other reason than to prevent loss of revenue through legal ramifications. Second is organizational marketing strategy. Having a diverse workforce will assist in selling products to people from different ethnic groups and backgrounds. By hiring employees with diverse backgrounds, organizations ensure that their products and services meet the needs of their diverse customers. As diversity grows within their organization it also grows within their vendors and partners. So by having a diverse workforce organizations are better equipped for...
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...The Treasure Trove of the Aging Workforce Mohammad Zeeshan Southern New Hampshire University 1. What changes in employment relationships are likely to occur as the population ages? As the population ages there are some changes likely to be seen in the employment relationship include both positive and negative changes. The employees are more committed to organization and are less likely to quit. The employees are more experienced and committed to quality of work they do in organization. The negative changes that are likely to be seen are that the employees are lack flexibility and resistance to new technology. As the workforce ages it is likely that companies will look to other options such as outsourcing which will make jobs more flexible. 2. Do you think increasing age diversity will create new challenges for managers? What types of challenges do you expect will be most profound? As the age of the workforce increases, managers will surely face new diversity challenges. Most of the challenges will be due to the generation gap. With the technological advancement the older generation it resistant to adopt it as compared to younger generation. Managers will need to balance the age diversity by providing the trainings for the new technology to the older employees .So the most profound challenge associated with the increased age diversity is to integrate the new technology to the older employees of the organization. 3. What types of policies might lead to charges of age...
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...Team C University of Phoenix Managing Diversity Research Paper Proposal Workplaces today are become increasingly diverse with employees of different genders, races, cultures, ethnic origins, and lifestyles. There have been so many changes in the cultural make-up of organizations that it has become imperative for leaders and supervisors to understand cultural diversity and how it can affect their organization. By understanding how this diversity can affect their organization, leaders are taking steps to assure a conflict-free environment and promoting positive outcomes for the business, as well as its employees. “Diversity today is being viewed as a key means to strengthen the human capital of an organization and improve overall performance” (Bowes, 2007/2008). Studies have shown that diverse workforces can positively affect and strengthen the organization, but what can organizations do to assure this type of environment? What programs or tools do leaders need to implement when looking to improve their ability to manage this diversity? The main purpose of this research paper will be to explore what methods organizations and leaders can use to successfully manage increased cultural diversity within the workforce. This research will reflect not only why it is important for organizations to embrace the differences in a diverse workplace, but will discuss the consequences that may occur if they do not incorporate effective methods for addressing a multicultural...
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...Organisational Success Abstract Workplace diversity is vital for any organisation. The benefits diversity can bring are able to drastically change the performance of an organisation. The following essay explains the essence of workplace diversity, describes the difficulties that may arise in diversity management, and presents the key benefits that it can bring to an organisation. With these issues explained, it is evident that organisations can benefit from workplace diversity and how it can make them successful. Workplace Diversity: A Contribution to Organisational Success Workplace diversity incorporates more than it seems at a glance. Diversity presumes mainly cultural, racial, and gender differences, because these are the most visible distinctions between people. There are, however, many other characteristics in which employees differ. Rice (2010) defines diversity as “differing cultures, languages, ethnicities, races, sexual orientations, religious sects, abilities, classes, ages, and national origins of individuals in an institution, workplace, or community.” (p. 96). As far as the workplace is concerned, diversity is crucial for it. Employees of different cultures, races, ages, classes and backgrounds can make their own unique contributions to the development and performance of an organisation. This is why numerous “business and governmental organisations have implemented workforce diversity initiatives to better serve their employees and external constituents while...
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...ABSTRACT Workplace diversity exists when companies hire employees from various backgrounds and experiences. Many companies see workplace diversity as an investment toward building a better business. Although workplace diversity provides many benefits, it also poses many challenges to employees and managers. To reap the benefits of workplace diversity, employees and managers must understand the challenges and know how to effectively deal with them. Diversity is commonly interpreted in relation to ethnicity, gender and culture. Diversity also captures the differences and similarities between individuals and group, encompassing race, ethnicity, gender, culture, age, sexual orientation, religion, language, education, family status, physical and mental ability. These demographic variables are related to other important diversity characteristics such as values, attitudes, interaction styles, physical and cognitive abilities and non-work commitments. The impact of diversity is both positive and negative. The research questions was: How can diverse workforce affect the organization? Table of Contents Chapter 1. Introduction 4 Background of the Study 4 Statement of the Problem 4 Purpose of the Study 5 Research Questions 6 Chapter 2. Literature Review 6 Chapter 3. Methodology 12 Data Analysis 12 Final Results 14 References 15 CHAPTER 1. BACKGROUND Today, globalization has become...
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...Assignment – Manage workforce planning Assessment due date: Click here to enter a date. Instructions You can use Fynntown scenario, or develop a workforce plan of approximately 4 x A4 pages based on your own organisation. Alternatively, you can use the template provided or develop your own Workforce Plan. Fynntown Scenario: You are an ambitious Customer Service Team Leader at Fynntown City Council Customer Service Centre (FCC CSC). FCC CSC does not currently have a good reputation for customer service with either the business or general community. You have a lot of ideas on how to improve this situation, but as a Team Leader, you do not have the authority to implement any of these ideas. Also, you have recently undertaken a risk assessment that identified workforce planning, in particular a skills gap within the CSC, as a significant risk to the organisation. There is a genuine risk that FCC will lose its State and Federal Government funding, which accounts for 40% of all Council funds, if customer service isn’t dramatically improved within 18 months. Consequently, the Council members are desperate to see improvements, without cutting into current spending or increasing rates. Fynntown documents available for research. • Fynntown Council’s Draft Community Strategic Plan 2012 – 2013 (to be found in Additional Resources) • Fynntown Council’s 2012-2013 Operational Plan (to be found in Additional Resources) • Fynntown Customer Service Centre...
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...AND ITS IMPACT IN A MULTI-CULTURAL WORKFORCE WITHIN THE UNITED STATES A MASTER’S CAPSTONE RESEARCH PAPER Presented to Professor Robert B. Donaldson Division of Public Administration Problems in Applied Public Management In Partial Fulfillment of the Requirements for the Degree of Master of Public Administration College of Business and Public Administration Governors State University By Shari Denise Holloway Winter 2007 Approved: ____________________________________________ Dr. Robert B. Donaldson Date: TABLE OF CONTENTS PAGE ABSTRACT………………………………………………………………………….....4 INTRODUCTION…………………………………………………………………...….5 WHAT IS DIVERSITY ……………………………………..........................................6 WHAT IS WORKPLACE DIVERSITY ………………….………………….….…….7 Corporate Culture and Diversity ………………………………….……………9 DIVERSITY POLICIES AND PRACTICES IN THE WORKPLACE………………14 Workplace Discrimination ……………………………………………………14 Glass Ceiling ………………………………………………………………….15 Affirmative Action…………………………………………………………….16 Equal Employment ……………………………………………………………17 FROM VALUING DIVERSITY TO MANAGING DIVERSITY …………………...18 MANGING A DIVERSE WORKFORCE: A Multicultural Approach ………………18 DIVERSITY FACTOR (THE ISSUES)………………………………………………21 Cultural Collision ……………………………………………………………..22 Benefits ……………………………………………………………………….22 ...
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