...1. According to the systematic approach to managing diversity, recruitment and retention are a critical component of diversity management. Summarize the issues involved in recruiting and retaining a culturally diverse workforce. Regarding diverse employees and diverse employees and diverse markets, Canas and Sondak argue that better-performing companies may simply attract the best talent among all groups of workers. Explain the meaning, and discuss whether you agree disagree. Recruiting and retaining a culturally diverse workforce are crucial components for an organization that wants to build and sustain a successful operation. Organization must identify and take necessary action to resolve issues involved in the recruiting and retention process. Some issues involved in recruiting a culturally diverse workforce include the lack of access that women and minorities have to informal sources of job information. As a result, they are forced to rely on the information presented in formal job ads to form their expectation of the job and the organization. To resolve this issue, organization must consider more practical issues and move away from word of mouth and the organization’s website as effective tool for recruiting a diverse workforce. On the other hand, retaining a culturally diverse workforce involve providing comprehensive diversity training to help raise awareness throughout the organization and encourage open, honest conversation about diversity issues. Canas and...
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...Leading Culturally Diverse Groups Dave Park Leadership is important in managing and organizing the structure of the organization while trying to maintain a profitable company that takes into consideration employees, shareholders, customers and board of directors, etc. Another attribute of a great leader is managing diversity in the workplace. However, diversity includes many different issues and needs to be managed and if done properly can lead to competitive advantages for the company. Thomas A. Kochan, professor at MIT, stated “Diversity can enhance business performance only if the proper training is provided and the organizational culture supports diversity (Dubrin, 2010). Managing Cultural Diversity: Managing cultural diversity is not an easy task, however, when incorporated into the organizations core values, is makes it easier to incorporate (Dubrin, 2010). Below is a diagram that provides a breakdown of areas or issues that may need to be looked at to evaluate the possibility of creating and leading a culturally diverse organization. These areas may help to identify areas where a competitive advantage may be available in the organization. In such a culturally diverse world and as the organization makes decisions that will impact them globally, these discussions are vital for the success of the company. Whether not decisions are made to implement or not to implement decisions based on diversity within the organization, these ideas, may identify some of the...
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...Leadership is important in managing and organizing the structure of the organization while trying to maintain a profitable company that takes into consideration employees, shareholders, customers and board of directors, etc. Another attribute of a great leader is managing diversity in the workplace. However, diversity includes many different issues and needs to be managed and if done properly can lead to competitive advantages for the company. Thomas A. Kochan, professor at MIT, stated “Diversity can enhance business performance only if the proper training is provided and the organizational culture supports diversity (Dubrin, 2010). Managing Cultural Diversity: Managing cultural diversity is not an easy task, however, when incorporated into the organizations core values, is makes it easier to incorporate (Dubrin, 2010). Below is a diagram that provides a breakdown of areas or issues that may need to be looked at to evaluate the possibility of creating and leading a culturally diverse organization. These areas may help to identify areas where a competitive advantage may be available in the organization. In such a culturally diverse world and as the organization makes decisions that will impact them globally, these discussions are vital for the success of the company. Whether not decisions are made to implement or not to implement decisions based on diversity within the organization, these ideas, may identify some of the organizations strengths and weaknesses. (Cox...
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...6 Critical evaluation of motivational theories 7 Compare and contrast motivational techniques across different cultures 8 Critical evaluation of theories for managing cultural diversity 9 Secondary research method 10 Primary research method 10 Interview 10 Findings and Discussion 11 Findings from secondary research 11 Managing diversified customers 11 Recommendations and Conclusion 13 Conclusion 13 Recommendations 13 References (Harvard Style) 17 Introduction Introduction to subject area It is a well known fact that success of the hospitality industry depends on the high quality services provided to the customer. It is the responsibility of the leaders to motivate and inspire employees to deliver a higher quality services for the success of the organization. With the increasing globalization, the leaders in the hospitality industry also come across through different challenges. Employees from diverse background, culture, and beliefs work in a hospitality industry. In this regard, it is necessary for leaders in the organization to understand and respect the values and beliefs of the subordinates. It will help leaders to inspire the subordinates for a better performance. In a highly globalized hospitality industry, both employees and customers, may belong to diverse cultural backgrounds, so it becomes...
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...of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now. Benefits of Workplace Diversity An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits are reported such as: Increased adaptability Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands. Broader service range A diverse collection of skills and experiences...
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...Human Resource Management ■ Analyze the diversity Legal Framework. Introduction : Having the right people on staff is crucial to the success of an organization. Various selection devices help employers predict which applicants will be successful if hired. These devices aim to be not only valid, but also reliable. Validity is proof that the relationship between the selection device measures the same thing consistently. For example, it would be appropriate to give a keyboarding test to a candidate applying for a job as an administrative assistant. However it would not be valid to give a keyboarding test to a candidate for a job as a physical education teacher. If a keyboarding test is given to the same individual on two separate occasions, the results should be similar. To be effective predictors, a selection device must possess an acceptable level of consistency. Application forms: For most employers , the application form is the first step in the selection process. Application forms provide a record of salient information about the applicants for positions and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during an interview. These forms range from requests for basic information , such as names ,addresses and telephone numbers, to comprehensive personal history profiles detailing applicants’ education , job experience...
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...Running Header: Organization Behavior Organizational Behavior Terminology and Concepts Tina Gregory University of Phoenix Victoria James, SPHR Organizational Behavior Terminology and Concepts Everyday we are faced with several obstacles within our working environments. Some of those obstacles include the culture of the organization, behavior or the organization, the diversity within the organization (or lack of), and the communication on receives within their organization. We are continually looking for ways to improve these areas and be able to co-exist with one another when faced with different opinion on what each area should represent in ones organization. I will be explaining the meaning of each of the different obstacles that I have outlined above and how they relate to one another or within the organization that I work for. Organizational Culture Organizational culture is recently a new concept. Asim Khan defined organizational culture as being a set of operating principles that determine how people behave within the context of the company.1 Some say that an organizations culture is what is going to make a true organization. Many organizations have their own cultures and no two organizational cultures are the same. Organizational culture includes two survival issues for an organization; external adaptation and internal integration. External adaptation deals with people that are not within the organization and reaching the set goals the organization has. Internal...
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...Analyzing the Benefits of Cultural Diversity in Organizations Name Institution Instructor Course Date Submitted Managing Cultural Diversity in Organizations Chapter 1: Introduction Human resource management is one of the core functions of business managers. Organizational productivity is influenced by the degree of effectiveness with which employees are managed and directed to perform their duties. One major challenge that human resource managers face in this regard is promoting harmony and coexistence in multicultural workplace environments. Since the beginning of the 18th century Industrial Revolution in Europe, business companies have had to deal with a growing number of people from different cultural backgrounds. This demographic transformation of the workplace was a result of advancements in the transport industry. The invention of the steam engine, and later on, the airplane, facilitated fast movement of goods and people across international boundaries. Over time, companies expanded their business activities beyond their local markets, giving rise to multinational corporations. Satair U.S.A is a multinational corporation with branches in several countries around the world. The company specializes in aircraft maintenance and the distribution of aircraft spare parts. As a multinational company, Satair employs people from different cultural backgrounds in its plants around the world. Consequently, the...
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...new territories across the globe in search of new markets or outsourcing some aspects of their production process. Management of employee cultural diversity, through the integration of suitable strategies plays a key role in improving the competitive advantage of the business, especially on the global platform. Globalization calls for specific approaches that promote harmonious working relationships within increasingly culturally diverse workplaces. Hansen (2002) observes that workplace diversity is critical to the existence of businesses and identifying key strategies to ensure harmonious working relationships among culturally diverse employees is integral to the survival of any business. Diversity in this case means the differences between individuals based on their culture, which influences their perceptions, values and beliefs. There is increased pressure on human resource departments to integrate culturally diverse employees, while at the same time maintaining high levels of motivation among the divergent groups. The main issue in a culturally diverse workforce is creating synergy, teamwork and...
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...potential problems that must be overcome when using the multicultural diverse team in global organization? As for 2006 and above, there are many problems regarding multicultural diverse team in global organization. Ironically, Presidents and CEO of the organization are willing to talk about diversity when their managers do not have much confidence in implementing diversity workforce in an organization. Managers are afraid that they may fail in terms of productivity when multicultural diverse team is applied. The problems are: 1. Problem: A mere decrease in productivity The positive impact of multicultural diverse team is that the creativity can be increase compare to non-diversity team. Furthermore, diverse team have better understanding of the problem since many cultural backgrounds is involve in brainstorming. However, the challenge of managing a diverse team sometimes leads to faulty management process, which results in poor team performance. The consequence of these problems is most managers do not encourage diversity within their co-worker, and worse, their organization. Solutions – In order to tackle this problem carefully, managers must understand cultural diversity and the benefits that can contribute to team performance. Besides, managers are recommended to take any training that teaches how to deal with multicultural diverse team to overcome the fear of failure when managing multicultural diverse team. 2. Problem: Management level Multicultural diversity...
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...Meghan Patt Diversity Managing Human Resources HRM315-1203B-02 Lori Kerrigan Phase1 IND Project August 27, 2012 Diversity In today’s global world emphasis continues to progress towards workforce diversity as the forefront of effective organizational strategies. This has contributed to the expansion of the definition of diversity. We no longer define diversity by race and gender, lifestyles, personality, education, and geographic origin.” Diversity now includes everyone.” Diversity and affirmative action are sometimes confused with each other, though there are significant differences between the two. The term affirmative action involves regulations and laws that regulate hiring and promoting of employees without regard to their race, color or national origin and later expanded to include inequalities and discrimination against such groups such as women, ethnic minorities, the disabled and veterans. However, diversity is a broader concept. It can be defined as understanding, valuing and respecting the human qualities, characteristics and beliefs of individuals or groups that are different, such as ones ethnic or and racial background, cognitive and physical abilities, socioeconomic status, religion and other different states of being. Affirmative action and diversity are separate points, yet both are aimed at stimulating the inclusion of people from different human qualities in the workforce (Larsen, 2011). Cultural diversity is when differences in race...
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...Initial Research and Annotated Bibliograp Week 2 Comm/112 Initial Research and Annotated Bibliography • Indicate the chosen topic. Successful management in a diverse workforce • List the key words and methods you used to narrow the topic. • Three key words. o Managing a diverse workforce. o Equipping managers to lead a diverse workforce. o Managing diversity. • Methods: o Limit the content type to be from scholarly journal articles o Refine my search to be workplace diversity o Limited the date of publication to be most present. • Strategies to finding credible sources Finding credible sources are easy to find, but some credible sources sometimes can be difficult to find by digging through all sorts of websites. There are three great reliable credible resources which are the University online libraries, links from academic websites, and government or educational websites. These three credible resources are all safe to use for researching reliable information, and also give the researcher great references for what they researched. • Explain your strategies for finding credible sources. The strategies I used to find my credible sources was that the reliable sources I found where either journal articles, and government or educational websites, and using this strategy of having the opportunity to access these websites allow me to grasp accurate and credible research. ...
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...order provide effective and efficient health services; health care organizations need to develop cultural and linguistic competence (Gordon, 2013). The aim for health care organizations is to achieve cultural competence as evidenced by every patient regardless of race, ethnicity, culture or language receiving the highest-quality care (Betancourt, Green, Carrillo, & Park, 2005). Betancourt, Green, Carillo, and Ananeh-Firempong II (2003) defined a cultural competent health care organization as one that recognizes and integrates the importance of culture, cultural differences, cultural knowledge and services to meet the distinctive needs of the culture. This cultural competence encompasses integration and interaction of beliefs, behaviors, disease prevalence and incidence and treatment outcomes for diverse patient populations (Betancourt et al., 2003). In the case study: Diversity Conflicts in the NICU the manager has identified practices in the NICU that are not representative of a culturally competent organization. While reflecting on the diverse population that her staff comprises of the manager debates changing her hiring practices to avoid the amount of growing conflicts. Gordon (2013) discusses how health care organizations have an obligation to develop policies and practices that will assist in recruiting, retaining, and managing the various cultures represented in the workforce to offer both culturally appropriate care and improved access to care. The Commonwealth Fund...
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...the direct caregivers to patients and spend maximum time with the patients and their family. “As the demographic composition of Western industrialized countries continues to diversify, the need for nurses to practice with cultural competence becomes essential” (Canales & Barbara, 2001, p. 103). Culturally Competent care Culturally competent care values diversity and respect individual differences regardless of one’s own race, beliefs, and cultural background. Culture can be defined as beliefs, values, customs and lifeway of a group of people that influence their choices in choosing health care practices. These behaviors are primarily learned in the family and are transmitted in the family. Culture is mostly unconscious and has strong influence on health practices. Subcultures, ethnic groups differ from the dominant culture and may have different values and beliefs. People from a given racial group may not necessarily share the same culture. Healthcare providers must recognize, respect and integrate patients’ beliefs and practices into planning patient care. Culture influences the healthcare providers. Each healthcare provider shares the responsibility of providing culturally competent care. It is essential for healthcare...
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...impossible to control at times. Because of this, companies can experience informal divisions in their staff, creating a situation where culturally diverse employees avoid exposure to each other during break times and after work. Although there is nothing fundamentally wrong with this scenario, it can hinder the effectiveness of sharing knowledge, skills and experience, thus curbing productivity growth and the effectiveness of teams. Diverse Experience Co-workers with diverse cultural backgrounds bring unique experiences and perceptions to the table in groups and work teams. Pooling the diverse knowledge and skills of culturally distinct workers together can benefit companies by strengthening teams' productivity and responsiveness to changing conditions. Each employee in a diverse workplace possesses unique strengths and weaknesses derived from their culture in addition to their individuality. When managed properly, diversity in the workplace can leverage the strengths and complement the weaknesses of each worker to make the impact of the workforce greater than the sum of its parts. Recommended diversity in the workplace solutions include: Ward off change resistance with inclusion. - Involve every employee possible in formulating and executing diversity initiatives in your workplace. Foster an attitude of openness in your organization. - Encourage employees to express their ideas and opinions and attribute a sense of equal value to all. Promote diversity in leadership...
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