Managing diverse workforce Essay

Work office innovation admits the obvious differences we see when we look approximately race, gender, national origin, sexual orientation, age, religion and ethnicity. But its also the little obvious traits, the subtle differences that often register with us unconsciously, such as socioeconomic status, marital status, educational background, language, accent and appearance. We all have something that makes us unique, some special talent or ability that we bring to the gameboard that differentiates us from our colleagues. Thats alteration at its best.Sourcing and managing people from a various(a) background have become a critical part of an economic consumption and precaution strategy. Workers who vary in age, gender, ability, sexual orientation, socioeconomic background or tillage, ethnicity and language, make a positive contribution to an giving medications men theyre an asset to geological formation culture and the bottom line as companies and managers ar watertigh tizing every day that passes. There is a common judgement that a diverse manpower brings innovative and creative solutions to an arrangement from away the box.An effective corporate assortment program is a goodish way to gain a competitive value and stand by from competition. It atomic number 50t be everywherestated that diverse instituteforce brings real bottom-line value to any organization. Diverse workforce allows organizations to break barriers, attract refreshed customers and build customer-base and help form strategic alliances with partners across the globe by having better knowledge of the target markets and establishing better communication capabilities and having ability to go past in a variety of languages including infering of heathen differences.Just over half of the employers polled in Canada said they anticipate a shortage of quali? ed workers in the next ? ve eld and approximately 67% believe they presently have a more diverse workforce than 5 ye ars ago. These forward-thinking companies are not all placing an emphasis on making a positive contribution to their workforce but on their bottom line. commencementRandstad Despite Workforce form is becoming common phenomenon across Canada, managers of now are increasingly facing the challenges of handling a diverse workforce and being sensitive to this sort (Tjosvold, 1985).The rationale behind this research is to understand challenges organizations are facing as a result of managing diverse workforce. to boot the research would try to look into various ways managers can get over these challenges and make managing diverse workforce a real success. The concept of managing assortment originated in America following the growing need to manage cross-cultural and individual differences in an increasingly diverse demographic workforce (Cox & Blake, 1991).In Canada, immigration and large figs of women entering the workforce advertized diversity management lawsuits since the 19 90s, although the workplace composition differs from that in the USA (Miller & A. Rowney, 1999). Experts (Fernandez, 1993 Rice, 1994 Carnevale and Stone, 1994) indicate that caper owners and managers who want to create and manage an effective, harmonious multicultural workforce should remember the richness of the following Setting a good example This basic asshole can be particularly valuable for small business owners who forecast to establish a healthy surround for people of different cultural backgrounds.This is because they are generally able to wield significant engage over the business basic outlook and atmosphere. The leaders must exhibit strong commitment to addressing issues like myths, stereotypes, and real cultural differences, as well as organizational barriers that interfere with the full contribution of all employees. Communicate in Writing Organization policies that explicitly forbid prejudice and discriminatory bearing should be complicated in employee manual, mission statement and other indite communications. Diversity should be a super-ordinate aim instead of a goal assigned to individual group.Training Programs Awareness and skill building education programs provides information on cultural norms of different groups and how they may affect work behavior. New employee orientation programs are ideal for introducing workers to organizations foresight regarding treatment of fellow workers irrespective of their cultural or ethnic background. get along individual differences There are number of dimensions around human relationships. These include but not limited to acceptance of power equality, desire for gild and structure the need to belong to a wider group etc. distinction should not be assumed to be cultural. Other sources are personality, aptitude or competence ( Goffee, 1997). Actively seek input from Minority workers pursuit opinions of minority groups and their involvement on important matters is beneficial not only because of the contributions they can make but also as it sends a put across that they are valued by the organization. Revamp reward system An organizations murder appraisal and reward system should encourage and reinforce effective diversity management.Flexible Work purlieu Cox (1994) indicated that conciliative work environment could be highly beneficial for and to people of non-traditional cultural background because their approaches to problems are more likely to be different from past norms. Continuous supervise Experts recommend that business owners and managers establish and maintain systems and routines that can continually oversee the organizations policies and practices to ensure that it continues to be a good environment for all employees.Periodic surveys should be conducted by management to understand employees needs (Jorgensen, 1993). Impact of Diversity on organizational Culture mound and Jones be organizational culture as those set of norms, values, and attitude that defined the way the employees of an organization behaved and interacted with each other and with others outside their organization (Hill and Jones, 2001). Organizational culture has been seen as instrumental in impacting individual employees in an organization.A positive organizational culture promotes diversity by taking advantage of diverse talent pool as well as smart capital whereas a negative organizational culture will give-up the ghost and discriminate against diversity and thus affect the work environment and therefore the employee productivity (Chatman and Spataro, 2005). Thomas identified that organizational culture is responsible for the dictatorial and protrudened way in which a diverse workforce is managed in an organization and their skill sets are put to use for the gain of the business (Thomas, 1992).With dramatic adoption of diversity as a value-add across number of organizations, its become important to make sure organizational culture promotes workplace dive rsity. It nitty-gritty extensively analyzing a organizations contemporary culture and ever-changing those parts that limit cultural diversity. Also, it inwardness recruiting forward-looking employees for the skills they can bring to the organization rather than their cultural homogeneity.Lastly, it means works with a management team to help them understand that cultural diversity is a business issue, and their own careers will benefit from enabling their employees to contribute their full potential (Managing Diversity, 1999). Diversity management contains three (3) components 1. qualified Employment Opportunity/Affirmative go through programs direct attention to laws that turn over recruitment and promotion. 2. Valuing differences centers on interpersonal qualities that shape managements relationships with their employees.3. Managing diversity focuses on the diverse quality of employees work-life needs such as childcare, family leave, and flexible holiday schedules. It requi res setting policies and procedures that empowers managers to meet employees needs (Galagan, 1999 Jenner, 1994 Wilkinson, 1999). Managing diversity is managing human vision needs, says Ben Harrison. ( Jenner, 1994). Human resource personnel alone cant do the work of managing diversity.All levels of managers should implement programs designed to heighten awareness of cultural differences, foster appreciation for these differences, and identify the commonalties among the various ethnic groups. Managing diversity is an effort that will involve all members of the organization In order to soak up the fruits of diversity. The process should start by including managing diversity into the overall strategy, this will promote cultural synergy and effectively integrate the better elements associated with multiple cultures.This manoeuvre will help in aiding of identifying and implementing of new practices in companies with diverse units. go to be taken to begin managing diversity are 1. As sess your organizations needs by conducting an organizational audit to determine which diversity problems exist. The audit should consist of surveys, interviews, focus groups, or a combination of these. 2. atomic number 53 should learn all s(he) can by exposing him/herself to different types of people, for this can pare Stereotyping. 3. Strengthen top managementscommitment level. White males control the resources and feel most of the fear therefore, they should be informed of the importance of their involvement, for this can cut down if not eliminate their fear. 4. Develop new selection criteria that include personality characteristics. Promote cultural synergy by effectively integrating the better elements associated with multiple cultures. 5. Invest in communication training to reduce prejudice and develop 6. Choose solutions that balance strategy to achieve the organizations goals. 7.Build diversity into your leadership team You must plan for the development and promotion of y our employees. 8. Look for ways to adjust your organization to your workers. This means the organizations culture should be employee oriented. Instituting flexible management systems to gentle diverse workers can do this. This includes job sharing, flextime, and separate reward and benefit systems. (Managing Diversity, 1999,Galagan, 1999Nelton, 2000) Conclusion At the end of the day appreciating diversity in people means recognizing, accepting, and supporting their differences.In addition, properly managing diversity means creating an environment that takes advantage of the different characteristics of everyone, which is in the best interest of the organization and the employee. The concept of managing diversity was developed as a result of the changing demographics of workforces, imperfections of Affirmative Action programs, and discrimination laws. Managing diversity involves consumption of all program and resources to building systems and a culture that unite different people in a common pursuit without undermining their diversity.It differs from solely using from Affirmative Action programs or other of its kind, because it creates an environment where all individuals can contribute to their maximal potential. Attaining support from top management is the most important implementing step in the process, which is necessary to ensure success. Additionally, it reduces the fears of the dominant group. Through the use of all valuing diversity, managing diversity and affirmative action companies create a qualified, diverse work force that appropriately reflects the demographics of its communities.