Company Profile Analysis
Delta Corporation was established in 1998. It is a small organization managed by the family in the microcomputer market. The company developed promptly as a consequence of its disk, ophthalmic, backup drive, and inventive methods to computer hardware issues. Managers and employees of the company have all spent long hours, regularly sacrificing their individual time to get Delta Corporation off the ground as numerous are long adhered workers (Delta Corporation, n. d.).
The company’s staff consists of white males by 86%, while there are two employees of female gender of other nationalities, who work in human resource management and sales departments. Due to the diverse workforce, the company may face some difficulties. A striking example of diversity in the workplace is international or multinational working groups, as well as the team of specialists in different professional fields. The problem of diversity in the context of the differences of sexes or mixed-age groups of workers is less commonly recognized (Noe, Hollenbeck, Gerhart, and Wright, 2014).
Managing personality diversity is seen as a moral dimension of corporate human resources strategy designed to increase the effectiveness of specific administrative processes. Managing personality diversity is an element of human resource management strategies in the organization, and therefore must ultimately comply with the organizational culture. In the surroundings where the staff diversity is perceived as a normal and ordinary, where the uniqueness of each employee is valued, where the employees know solid and weak aspects of their personnel and their coworkers, the development of the personal mechanisms of the staff management system in the organization becomes more pointed, and therefore a more efficient process (Asante, Miike, and Yin, 2013).
There are a variety of personalities between different units or professions. Therefore, for greater efficiency of the process of search and attraction of employees, it is advisable to adapt the wording or ways to reach potential candidates for job positions to their cultural and personal profiles. In other words, it is recommended to use a specific language to emphasize the features of work and corporate culture, attractive to the type of person that needs organizing. Focusing on proper communication will not only increase the interest of the desired group of people in the labor market but also reduce the amount of totally inappropriate feedbacks of candidates. Furthermore, in the process of selecting candidates, it is necessary to assign different weights to each of the selection criteria and methods, depending on what types of personalities the organization is looking for (Noe, Hollenbeck, Gerhart, and Wright, 2014).
In addition, education plays an important, if not a major role in the overall concept of moral diversity as a management tool, so that the manager can use the variety of the individual controls, and which forms diversified organizational culture. Thus, this role can be divided into three distinct areas (Asante, Miike, and Yin, 2013):
- Training of newly hired employees on cultural and personal diversity and methods of work in a diversity of the workforce, to align it with the personal perception of the diversity policy in Delta Corporation;
- Practical skills training, where individual workers try to empathize with others, to understand their point of view and way of thinking, to overcome the difficulties encountered when working together and finding solutions of problematic situations; and
- Team building, during which the group learns to work more effectively together, combining elements of cultural and moral diversity of the team members.
References
Asante, M. K., Miike, Yo. and Yin, J. (2013). The Global Intercultural Communication Reader. London: Routledge.
Delta Corporation (n. d.). Delta Corporation Company Profile. University Material.
Noe, R., Hollenbeck, J., Gerhart, B. and Wright, P. (2014). Human Resource Management. 9th ed. New York: McGraw-Hill Education.
