...utilized in order to attain personal, group and organizational goals. This essay evaluates a case study in which the human resource department of SK Holdings, South Korean company, has been recruiting more men than women, a practice that is common throughout the country. This essay finds that the HRM practices in this company do not align with the company’s business strategy, especially during the process of implementation of new technology. The essay further discusses how the hiring of more women would improve the competitive advantage of this company. A recruitment and retention plan for this company targeting women employees is also included. Potential obstacles that the company is likely to face during the process of recruiting more women are examined. Finally, the essay recommends some of the HRM practices that this company could adopt in order to the visibility of women employees. 1. How the HRM practices align with the company’s business strategy According to Lorber (2005), the HRM practical model represents effective solutions for issues related to gender inequality in organizations. The model values all people, irrespective of gender, in pursuit of goals within an organization. It stresses the role played by every individual within a given organization and presents equal opportunities for all. Thus, the diversity promoted by HRM model in valuing people helps in the promotion of gender equality, which is in turn associated with accomplishment of goals of an organization...
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...Summary: “Romancing the Transgender Native: Rethinking the Use of the “Third Gender” Concept” by Evan B Towle and Lynn M. Morgan examine the concept of “third gender” in U.S. anthropological scholarship and fine it to be a useful, as well as popular, though problematic, term because its inherent ambiguities are well-suited to its historical moment; at a time when large segments of the U.S population are encountering cultural differences around the globe. “Third gender” signals both tolerance for diversity and adherence to Western categories of personal identity. The authors note the term “third gender,” is being replaced by or conflated with the newer term “transgender.” Towle and Morgan consider popular transgender writing on “third genders” to make several errors....
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...Workforce Diversity: Changing the Way You Do Business By: Rob McInnes, Diversity World 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 (or a set of wheels). 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. Generally speaking, the term “Workforce Diversity” refers to policies and practices that seek to include people within a workforce who are considered to be, in some way, different from those in the prevailing constituency. In this context, here is a quick overview of seven predominant factors that motivate companies, large and small, to diversify their workforces: As a Social Responsibility Because many of the beneficiaries of good diversity practices are from groups of people that are “disadvantaged” in our communities, there is certainly good reason to consider workforce diversity as an exercise in good corporate responsibility. By diversifying our workforces, we can give individuals the “break” they need to earn a living and achieve their dreams. As an Economic Payback Many groups of people who have been excluded from workplaces are consequently reliant on tax-supported social service programs. Diversifying the workforce, particularly through initiatives like welfare-to-work, can effectively turn tax users into tax payers...
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...Gender stereotypes and discrimination in the workplace Introduction Organisations need to participation of diversity gender in workplace, which is very necessary, whereas, still have gender stereotypes and gender discrimination in the workplace. Stereotype refers to individual or specific types of people who have stationary characteristic when people think. As Michael P. (2001) said, stereotypes like a bias when people always accustomed to the mechanical classification to a specific person as a typical representative of class of persons and even the evaluation of certain types of people as a personal evaluation. Basically, stereotyping can turn into discrimination if people misunderstand a bias and undertaking upon it in a negative manner. This essay will concern the gender issue involving stereotyping in workplace when a person was supposed set of common characters and behaviours of particular gender. In addition, having gender discrimination tendency when stereotype turn into a negative manner in workplace and gender discrimination becoming a big problem in workplace, this essay will considered managers and employees how to face this problem and how to solve it. In the following lines gender stereotypes and discrimination in workplace will be involved with the help of literature. Main Body * Gender stereotypes 1. Definition for Gender Stereotypes The gender issue involving stereotyping in the workplace is when a person applies an assumed set of common traits...
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...Establishing Equality and Diversity in a Company Promotion Policy Introduction In this age of globalization and industrialization, the rate of women empowerment is enhancing with rapid leaps and bounds. This concept must be recognized in order to reduce the curse of gender inequality and illiteracy. Racism is still a problem in American corporations; therefore, it prevents some minority applicants from advancing in their companies. Such a situation of gender inequality and diversity is described in this essay. This essay is divided into five parts mainly highlighting the reasons of inequality in the organization that Maria worked for. It identifies the prime reasons for structural discrimination, individual discriminations, and prejudicial attitude. It highlights the reasons Maria is unfairly treated by her supervisor and also the ways to improve her communication. It includes a plan to reduce such type of misconducts within an organization to maintain gender equality and uniqueness in the future. A brief conclusion is presented at the end of this essay. Discussion Evaluation of the Scenario The company that Maria worked for refused to offer her a promotion in spite of ten years of hard work. She was told by her supervisor that this was because of her accent. He expected the employees that communicated directly with customers to speak in unaccented English. “The law forbids discrimination when it comes to any aspect of employment, including hiring, firing...
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...Culture is Key DeAndre L. Davis DeVry University SOCS-350N: Cultural Diversity in Professions Summer A/ 2015 Culture is Key America is a country that houses businesses that trade and share with countries and cultures around the world, we are consider international power houses. We see these businesses on the outside, but what’s going on in the inside? In this essay I want to bring your attention to people of the business that isn’t mention in headlines, doing trade deals and such. These employees are ran by the mangers and the professionals of the business, with so many cultures, ethnic backgrounds, and gender differences how can mangers be sensitive to everyone, is it even important? My purpose for writing this essay to inform you of the importance of mangers and business professionals to know culture, ethnic backgrounds, and gender differences in the workplace. Importance of Culture, Ethic, and Gender Differences in Business Setting Businesses thrive on people, without people there is no way of running a business that caters to people (its only population of consumers). Let us first begin with the importance of culture in the business setting. Culture is of great importance in the business setting, when business professional understand culture it aides in the reduction of prejudice in the business setting (Bell,2012). Being aware of individual cultures provides business professionals the awareness needed to act accordingly to situations that they may find taboo...
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...Early American’s Challenges with Diversity in Religion, Gender and Ethnicity Life was not easy for the first Americans to set foot upon our wonderful country; individual freedom was challenged daily. In the early years, religion dominated daily life; strict religious observance was not a choice but a mandate. Gender diversity was a grim struggle for most women and children; women were treated as objects, belonging to their husbands. White women were awarded a few more freedoms than black women. Likewise, ethnic diversity was a challenge for Africans and Native Americans; wars were fought over the destiny of an individuals right to be free. Immigrants flocked to the United States to avoid persecution and strict religious worship guidelines; persecution and worship...
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...Essay #1 Compare and contrast the perspectives of diverse peoples/populations. Diversity can be defined as people coming together from different races, nationalities, religions and sexes to form a group, organization or community. A community that is diverse is a community that values different types of people. It is aware that people with different types of backgrounds, skills, attitudes and experiences bring different ideas and perceptions to the table. Most people view diversity as a good thing because it gives the chance to experience different things outside of what they normally accustomed to. Diversity in this country is openly viewed as a beneficial bacterium, so many backgrounds and not knowing which ones are good and which ones are bad. Studies show that the lack of unity between races, sexes and cultures is due to mistrust, stereotyping, are more within culture conversation and language problems. Being cultural aware provides an opportunity to stand back and consider that there are certain backgrounds, personal values, beliefs and upbringing that shape the things we all do. Something that is considered inappropriate behavior in one culture may be perfectly appropriate in another. The first thing to acknowledge about diversity is that it can be difficult and the key to understand the positive influence of diversity is the concept of informational diversity. When we as human are brought together to solve problems in groups, diversity plays a big part because we would...
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...organisations have quality policies to ensure that everyone is treated equally. Diversity- The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual. Individual Rights- The freedoms to act, work, and behave without retribution bestowed upon members of an organization through legal, regulatory and societal standards. References: Health and social care, level 3, book 1 http://gladstone.uoregon.edu/~asuomca/diversityinit/definition.html http://www.businessdictionary.com/definition/individual-rights.html Benefits of diversity: The arts- they provide a valuable of bringing diversity to a wider audience. Films that have been made in other countries can demonstrate culture from around the world, that can be easy to understand and can interest and educate people about other cultures. Health and social care, level 3, book 1 Diet- diversity in food is beneficial as the wide variety of foods from all cultures means people will...
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...Annotated Bibliography In the essay I will argue that having a diverse heterogenic workplace has many benefits. I will be focusing on diversity in employee cultural and gender. Due to the increasingly diverse nature of Australia’s workforce, organisations will have to use strategic tactics such as successful Human Resource Planning, in order to attract, select and retain a diverse workplace. A company with employees that bring different perspectives is presented to be able in finding more efficient ways to operate and grow (Wojcik 2012). Diversity programs enhance the ability of an organisation to meet client needs, which can improve its profits (Wojcik 2012) Dwyer et.al (2001) discusses the potential benefits of gender diversity, such as novel insights, perspectives, creativity, and experience appear to foster and support expansion into new markets. Finding a similar association between racial diversity, growth, and firm performance, This insight will assist me to form an argument to why organisations should select a diverse workforce. Management teams with higher proportion of women promote more interpersonal channels of communication, employee participation in decision-making and monitor feedback and development more intensely (Melero, E 2010) Communities and consumers want to engage with and do business with organisations that reflect themselves and the current population (Lieber 2012). Attracting diverse employees to organisations has a flow on effect on the...
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...HLT 324V WEEK 1 COMPLETE LATEST To purchase this tutorial visit here: http://wiseamerican.us/product/hlt-324v-week-1-complete-latest/ contact us at: SUPPORT@WISEAMERICAN.US HLT 324V WEEK 1 COMPLETE LATEST HLT 324V Week 1 Discussion 1 Describe the concept of “variant characteristics of culture.” Which characteristics can change and which cannot? Is equality for variant cultures typically supported in the United States? Provide examples to support your statement. HLT 324V Week 1 Discussion 2 How does cultural competency occur? What can one do to become culturally aware? Describe an effective approach to using The Purnell Model when working with subcultures (immigration status, gender, political beliefs, socioeconomic status, sexual orientation, educational status, etc.). HLT 324V Week 1 Allied Health Community Media Scenario Details: The ability to communicate, interact with different cultures, and think critically is essential in the medical field. The interactive media scenario you will use for this assignment illustrates a situation that could easily arise when working in health care. To complete this assignment: 1. Go to the “Allied Health Community” media link: http://lc.gcumedia.com/hlt307v/allied-health-community/allied-health-community-v1.1.html 2. Click “Enter” to begin. 3. Click on the box that says “SCENARIOS.” 4. Click on “View Scenario” for the “Critical Decision Making for Providers.” 5. Examine how the described problem might happen in your facility...
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...introduction In this essay, I will be exploring the needs of managing for diversity. As there are many different aspects of diversity, it would be challenging for organization to cope and foresee problematic issues that can arise from, based on their assumption of predictability and understandability of the problems, and finding the right solution to respond to the situations. The content will be based on 3 key discussion points supported with references – why understanding surface and deep level diversity is a good practice for manager, why is it important to manage for diversity in Singapore, and lastly the distinct characteristics of Singaporean employees that need to factor, compared to other expatriates. Workforce Diversity Workforce diversity refers to practices or policies that seek to include people who are identified as heterogeneous or different. Workforce diversity has already been here and continues to be an essential concern for business success. The 2 levels of diversities; surface-level and deep-level diversity would be explored further in the essay. Surface level diversity To understand why diversity is a good practice for manager, we need to distinguish the 2 different types of diversity. Surface level diversity refers to characteristics that are observable or readily detectable attributes such as race, gender, or physical disability (Mor Barak, 2011). It’s a human nature to judge someone on his or her first impression, and harbour prejudices, stereotypes...
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...Based on the article, "Mindful Reflection as a Process for Developing Culturally Responsive Practices," prepare a 500-750-word reflective essay. Within your essay, address the following: * Describe personal frames of reference regarding cultural, linguistic, and gender differences; * Reflect upon how these differences influence your ability to create a learning environment that respectfully encompasses cultural and other individual differences; and * Describe specific ways to incorporate your student's abilities, interests, and cultural and linguistic backgrounds into the learning environments. Support your essay with 3-5 scholarly resources, including the Dray and Wisneski reading. Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. This assignment uses a grading rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. You are required to submit this assignment to Turnitin. For this reason, its challenge lies not so much in different behaviors as in the diverse meanings attributed to those behaviors” (Dray & Wisneski, 2011, p. 28). Teachers who lack sociocultural consciousness fail to see themselves as racial and cultural beings and therefore do not understand how these factors are integrally connected to whether and how meaningful learning takes place (Bates & Rosaen, 2010...
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...Most modern organizations have knowledge on how to tap on diversity to get a competitive business advantage. Managing of diversity is now put alongside issues such as corporate social responsibility and ethics as an appeal to many consumers and to win a large share of the market. This discussion will explore what diversity is, what a diversity program is and the importance of diversity management to an organization. Firstly, there is a need to discuss what diversity is. Most people think of diversity as managing the relationships among races in an organization. However, diversity goes beyond race relationships. According to Rand (n.d) diversity relates to the differences that arise due to the presence of people with diverse demographic characteristics in an organization. Rand identifies the following as some of the demographic traits that brings in diversity: race, ethnicity, gender, age, religion and disability, among others. Managing diversity relates to how to meet the various needs of people of different age, race, gender, religion among others. A diversity program is the details of how an organization strives to meet the needs of its diverse workforce or stakeholders. In this essay the writer is talking of diversity as it mostly relates to the organization’s workforce. A diverse workforce is where there are employees of different demographic characteristics. Employees must be of varying age ranges, various races, varying religious backgrounds, different educational level...
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...Learner diversity and inclusion (Please note this essay is not a published or peer reviewed academic source but a personal essay representing the views and research of the author. It may include errors and / or omissions. Interested readers should refer to the original sources and / or more up to date texts. This essay should not be reproduced either in part or whole.) Background and introduction Students had written card to their tutor; ‘Merry Christmas’ was the message and in a variety of languages: English, Italian, Chinese, Polish, African, German, Malaysian, Spanish and others, which remained unidentified (tutor’s limitations). It was touching, but more than that it was a sharp reminder that for teaching to be relevant and meaningful to students, course design and teaching has to take into account the issues, needs and opportunities presented by learner diversity and increasing globalisation. An inclusive definition of diversity A personal, anecdotal recognition of the importance of student diversity is backed by weight of evidence and research. The Higher Education Statistics Agency (2005), identified that of all first degree students in 2003/4, at least 6.4% were known to have a disability, c. 56% were female and 16% part time. Numerous references, projects, papers and discussions are dedicated to the topics of diversity and its stable mate ‘widening participation’. They have emerged, not only in specialist HE channels such as the HEFCE website but also, as...
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