Introduction
The paper investigates the adverse effect of performance management and selection practices in the organization with diversity structure based on the article by Kaiser, Jurcevic, Brady, Major, Dover, & Shapiro and provides recommendations to reduce discriminatory practices within the organization. The article highlights different types of discriminatory practices resulting from four types of diversity structures. The two discriminatory practices covered in this paper are performance management and selection practice as indicated in the selected article.
Impact of performance management and selection practice
The performance management and selection practices discrimination have increased in organizations. They have generated ineffective diversity structure and affected the working environment in organizations. They have reduced communication and trust between the management and employees of the organization.
It is indicated in the article that the human resources managers are responsible to minimize the discriminations in the organization. The adverse performance management practices and selection process has created the complex diversity culture in different organizations that reduced the productivity. The discriminatory practices have affected employees’ performances and increase demotivation among them. The managers have failed to create fair performance management practices and it affected organizations performances. The discrimination has found in Smith and Simon Corporation and an employee sued against it. The data of Smith and Simon’s HR department shows the discrimination in selection practices.
The branch manager has developed unfair promotional practices and promoted more white people as compare to minorities. The management has failed to create effective organizational culture and performance management discriminations have identified in males and females. The differences between men and women promotion practices are commonly reported in the organization. The discrimination ensures the unfair diversity culture in the organization. The women are treated more fairly as compared to men in the organization. It is mentioned in the article company has failed to manage the performance and selection practices in the organization.
Recommendations for reducing discriminations
The organization has to review and manage the performance and selection practices effectively and reduce the employee grievances. The management of the practices is important for achieving the company objective. The biases can create complexity in the organizational culture and affect the employees’ performance negatively. The company needs to ensure the equal employment for both white people and minorities. The performance management discrimination should be reduced to implement effective diversity at the workplace. The managers have to play a greater role in preventing discrimination and creating a fair culture within the organization. The company needs to treat equally to all employees and implement discriminations laws and policies about the selection and performance management practices to reduce the discriminations.
The organization has to develop the discrimination procedures and policies manual for its employees. The management should review the manual and explains the rules and regulations regarding the selection practice and performance management discriminations. The organization needs to follow that rules and regulation and ensure the fair workforce diversity. The diversity and discrimination training programs should be arranged in the organization and educate the employees.
The organization needs to create a fear free environment and encourage employees to communicate. The people need to identify the unfair treatments and raise their voice against selection and performance management discrimination. The employees can complain against the discriminations to the concerned HR manager. The organization needs to alter the managers to answer the complaint reports and schedule the meeting with the accused employee. The company needs to take an immediate decision and solve the discrimination complaints by employees. The organization needs to create future decisions for fairness and equality in the selection and performance management practices. The HR managers’ need to review the discriminations complains and ensures the favorable working environment for all employees.
Reference
Kaiser, C. R., Jurcevic, I., Brady, L. M., Major, B., Dover, T. L., & Shapiro, J. R. (2013). Presumed Fair: Ironic Effects of Organizational Diversity Structures. Journal of Personality and Social Psychology, 104 (3), 504–519.
