and policies to achieve public organizational ethnic/racial diversity, focusing strongly on improving public sector diversity management. The book revolves around the subject of diversity, how to manage diversity, multiculturalism in public administration, role of diversity in public productivity, delivery of public services within a diverse society, and evolving demographics as well as public policy. The paper is further developed through the aid of additional literature relevant to this topic.
2. Diversity is a tool for productivity and competitive advantage
By means of individuals' collective and concentrated endeavors, material and financial resources are utilized to accomplish corporate objectives. However, there is a need to hone… Continue Reading...
has particularly impacted on the role of the individual worker in managing diversity. Indeed, diversity management is not only an organizational, but also an individual responsibility (U.S. Department of Commerce and NPR, n.d.). It is imperative for the individual worker to fully embrace diversity. An individual must demonstrate willingness to work alongside individuals from dissimilar backgrounds as well as respect and acknowledge other people's ideas and opinions regardless of their background. In a multinational organization, it is highly likely that an individual will interact with colleagues from diverse backgrounds in the execution of their day-to-day duties. Accordingly, being respectful and ready to embrace individuals… Continue Reading...
as presented by Pitts (2009).
According to Soni (2000), the success of any diversity management initiative is largely influenced by the degree to which members of an organization are receptive to the initiative. Without managers and employees embracing and valuing diversity and acknowledging the significance of initiatives aimed at promoting diversity, the initiatives are likely to be unsuccessful. There seems to be considerable validity in Soni's assertion. Organizations in different sectors and industries have increasingly implemented initiatives aimed at increasing diversity and cultural awareness, minimizing inequality at the workplace, as well as enhancing cross-gender, cross-cultural, and interpersonal interactions. Yet, the initiatives often appear… Continue Reading...
financial planning and strategy or on other factors such as diversity management and human resources. To be “vital to an organization,” as they should be, consultants listen to multiple stakeholders and apply creative and critical thinking to advising and teaching (Phillips, Trotter & Phillips, 2015, p. 1). Deciding on a course of action or strategy will also involve adopting commutations strategies that suit the situation.
References
Phillips, J.J., Trotter, W.D. & Phillips, P.P. (2015). The role and importance of internal and external consulting. In Phillips, Trotter & Phillips (Eds.) Maximizing the value of consulting. https://doi.org/10.1002/9781119154846.ch1
How does benchmarking add validity… Continue Reading...
have increased intent to stay in the company (Thomas and Creary, 2009). Lastly, as a HRM manager at ABC Bank, Sally should ensure effective diversity management by delineating and executing programs and policies that are purposed to decrease the detrimental impacts of diversity (Hamdani and Buckley, 2010). As outlined by Thomas and Creary (2009), "The social environment we operate in is changing too. We need to be sure that, as good companies, we reflect the society we work in. Diversity and inclusion needs to be taken to a new level. It needs to become multi-talented, multi-cultural, multi-regional and most importantly, multi-generational. No group in society can be or should be excluded" (p. 64).
Lack… Continue Reading...
-- from recruitment and selection to task allocation, workforce planning, retention, diversity management, performance management, as well as learning and development. That is what the people analytics approach is all about. Whereas FedEx has in the last one and a half decades or so increased its attention to data-driven HR practice, it is important for the organisation to fully adopt the people analytics approach.
Reasons for Change
Change management theory stipulates several reasons for organisational change. Nonetheless, three major reasons relate to efficiency, effectiveness, and performance (Russell & Russell, 2006). Efficiency is all about accomplishing a task or a desired outcome… Continue Reading...
2014).
Leadership and Communication -- Issues
It is not easy for corporate leaders to identify the determinants of sound diversity management, and the precise leadership tasks for appropriately dealing with workplace diversity issues. Attaining a competitive edge via diversity management has become a key management, and thus leadership, consideration. To me, altering current outlooks towards workplace diversity evidently entails more than mere decisive leadership. It also requires personnel cooperation, since it impacts our interpersonal work relationships. Hence, I believe a manager has to display leadership traits, going beyond ordinary planning, control and organization. Because of change's effect on personnel's opinion of change, I believe leaders might have to follow… Continue Reading...
also to be discussed from the point-of-view of African-Americans (Dr. Lilly Fernandes & Dr. Nora Hadi Q. Alsaeed, 2014). Research shows that diversity management can have a good spillover effect on the rest of the workforce. It has been found that most women hired for jobs on the grounds of affirmative action actually were qualified for the positions they held but the fact that affirmative action was involved stigmatizes their position regardless of ability and qualification. Research has also shown that where ability is the same, creativity is higher among heterogeneous teams than in homogeneous teams (Harold Andrew Patrick & Vincent Raj Kumar, 2012).
Weakness in Action Plan
Several studies indicate that… Continue Reading...
