Does management diversity exist in companies? What is its significance?Statement of learning In the diverse world of today, one of the major contributions to an organization’s success is the ability to embrace the diversity in the workplace. In the United States, for example, the workforce is diverse in terms of races and gender. There is also the issue of gay and transgender employees. To better understand the diversity in the workplace, I had the privilege of working with two of the world’s biggest companies, the McDonalds and HBSC as an assistant manager and collection representative respectively. I was only eighteen when I joined McDonalds, and my experience was good since I did not experience any harassment, maybe because the level of diversity in the organization was low. To better understand the concept of diversity I enrolled for a master’s degree in psychology and card. Through the learning skills, I gained I am now able to analyze the diversity situation for organizations and employees.
Managing diversity is essential for majority companies’ viability. In accordance with the statement of learning, the management has to consider diversity issues from the initial stages of running of the organization in order to retain the upper hand in the market. Through the learning, I am now able to understand that in the work setup, there are people of different demographics, and they should be managed accordingly for the success of an organization. In a working environment where employees are aware of diversity they work more effectively, and they are highly motivated.Related learning experience Learning differs from one individual to another due to the different experiences each one faces. Learning helps avoid similar mistakes in the future since one should learn not only from their mistakes but the mistakes of other people in the past (Chau & Fairley, 2011). From my working experience, those organizations that manage diversity effectively are more likely to succeed than those that chose to bury their heads in the sand, in the assumption that diversity doesn’t affect employees’ productivity. There is an increased awareness of the importance of managing diversity in the workplace by the managers (Chang, Kelly & Chang, 1993). Before taking an initiative of learning about diversity , my prior professional experience did not aid in my deep understanding on diversity.
Having majored in theology at Sure Foundation Theological Institute was not enough to give me an overview of what diversity in the workplace entailed. I felt that there was a gap in my skills and knowledge in matters of diversity, a factor that prompted me to join Excelsior College for a Bachelors degree in Liberal Arts. One of my course units (BUS380) was particularly what helped me most since I am now able to understand a broad range of diversity in today’s working environment. The course helped me be in a position to identify the current legal issues related to diversity in the united states as well as understanding the various diversity skills necessary for an organizations success. I now realize how much I missed out on learning about diversity in my workplace in the past. At the moment, a managerial position would not pose any challenge to me since I clearly understand the ways in which I can manage diversity in the workplace. According to Chau and Fairley (2011), companies are increasingly acknowledging the importance of diversity in their workplace, making their productivity higher.Outcome I strongly agree with Crosby, Stockdale and Ropp (2007), who are of the view that innovation, professional experience and continuous improvement are some of the most important factors that any organization should put in place for its success as far as financial and portfolio aspects are concerned. The output of the employees of any organization depends on the organization's ability to manage the diversity in the working environment. The field of diversity management involves effective management of the organization and its employees (Crosby, Stockdale & Ropp, 2007).
Through my learning experience and extensive research on diversity, employees are the major component of any organization, without which it cannot exist. Their level of motivation has a very significant impact on the productivity of the organization. The organizations can easily motivate the employees by providing benefits to them as well as paying some more attention to them so as to retain them in the organization for longer. One of the major issues associated with the company’s success is the ability to manage the employees and their diversity (Chang, 2001).Diversity aspects and their significance in the prevailing work environment Diversity in the workplace entails the differences that exist among employees of a particular organization including gender, age, race, personality and ethnicity. Diversity is important in helping the organization shape the behavior f employees and develop the same culture for the organization (Daft, 2001). Prior to my learning about diversity in the workplace at Excelsior College, I was blind to the numerous issues of diversity I encountered in my working environment. I am now able to relate the various issues of diversity in real life and the workplace. Having been brought up by a stepfather who sexually abused my mother, I was not surprised to find the same acts happening in the workplace after learning about diversity in the workplace. Majority of employees, especially the ladies' report having experienced sexual harassment from the managers or their colleagues. The life experiences that one has is also an aspect diversity and may teach one to embrace the fact that one is different from the other in their ways be it color, lifestyle, sexual orientation, and religious beliefs.With a clear picture of the differences and similarities of an organization’s workforce, it then becomes easier for the management to handle every each employee in accordance with their personalities. According to Herdt and Howe (2007), any organizations across the globe have now embraced the issue of managing diversity in the workplace so as to remain above their competitors’ level. In the current competitive market for goods and services, an organization that wants to remain in the business for a longer time must design strategies that beat the competition (Jackson & Schuler, 2000). One of the factors to consider in the company goals is management of employees. Management of diversity in the workplace benefits the organization in various ways such as, for example, attraction and retention of talent in the organization thus making its performance high over the years. In a study by Daft (2001), companies that focus on diversity contributed to about 18% of the total income n the united states in the year 2011. Managing diversity in the workplace puts the company at an advantage over peer companies and also increases the employee productivity, leading to its overall success. Companies thus should tackle the issue of diversity more aggressively, so s to meet their various objectives. Recognizing employee's diversity gives them confidence to work flexibly thus enhancing creativity. Recruiting a diverse population of employees enhances more chances of qualification for the job and drives economic growth.Key diversity skills necessary for success. There is a growing need for organizations to appreciate the diversity that lies in different individual talents and blend them to bring out a creative and innovative team. According to Jackson and Schuler (2000), an organization needs to instill some skills in the workforce to be able to handle their diversity. Development of diversity skills is a continuous process that needs to be given the upper hand by companies. One of the major skills of diversity is active listening. The skill is applicable to both the management and the employees so as to enhance the smooth flow of communication.
Communication is the key to good performance in an organization. Training is the second skill in diversity. The employees need to be sensitized on the various forms of discrimination and work ethics so as to be able to relate well with the colleagues and thus develop a strong team spirit. A clear understanding of the cultural differences in the workplace is the key to managing diversity. Companies can help the employees understand diversity better by promoting activities that cut across different cultures. Sharing of tasks is another key diversity skill that helps the employees bond irrespective of their differences. The task sharing brings out the best from each employee by encouraging healthy competition and the creation of a conducive working environment . According to Jackson, Hitt and Denisi (2003), managerial skills should be able to address the issue of diversity in the workplace. The key diversity skills needed for effective achievement of an organizations goal includes a manager who has strong leadership skills. The managers must be able to promote teamwork and should be able to overcome any social barriers that come their way.Requirements of a competent diversity training program It is through training that employees of an organization can understand each other better and embrace teamwork regardless of their diversity. A training program aimed at addressing the issue of diversity, therefore, must address the issue comprehensively. A training program looks at training as a continuous process and not a one-day program. The main importance of a training program is its ability to enable the employees understands what the organization's expectation about them.
A competent training program is one that is comprehensive in all aspects. It enhances training of the new staff on the organizational culture and the various diverse elements in the organization. The new employees that may be experienced in the work position but a different culture are trained so as to enhance uniformity in focus in achieving organizational goals. There should also be continuous staff development for all staff as well as professional development for the staff so as to maintain a competent workforce. The training program benefits not only employees but everyone in the company ranging from the security guards to the administrative body.Distinction between diversity training and diversity education. Although the two terms sound similar, they differ in various ways. Diversity training encompasses creating awareness on different cultures in order to promote knowledge and skills by the employees and protect the employees from violation of civil rights . Diversity training enhances inclusion of different individual talents in an organization and promotes teamwork . Diversity education, on the other hand, refers to all the measures put in place in promoting diversity consciousness.
There are many ways in which diversity education can be carried out. It may be in the form of study circles, volunteering and reading. Diversity training is oftenly seen to be more practical than diversity education. Unlike diversity training, however, education is a life-long process. Diversity education does not follow any procedures, and it is both effective and cognitive (Konland, 2011). The diversity training concerns issues with disagreements, questioning and reflection, making it more effective than diversity training. Training however is more standardized, descriptive and straightforward. From my practical and professional experience I have observed that many companies in the United States and Europe are nearing a diversity level of zero. According to Roberson (2003), there has been a lot of effort in training and educating the human resource in organizations that have been able to live beyond their diversity.Current legal issues of diversity in the US workplace As much as an issue of diversity affects the performance of organizations in the modern world, there are some organizations in the US that have not embraced diversity. The employees do not only find such organizations unpopular to work in but their productivity reduces as well . Part of the blame goes to the U S government for increasing the gap between Christians and non-Christians especially the Muslims (Klarsfeld, 2010). The US employers must ensure that their employees have good working environment free from harassment or any form of discrimination. Companies whose values are based on equal opportunities for the employees regardless of their diversity attract competent employees (Arthur, 2011). Besides acknowledging that the company is an equal opportunity employer, the companies are also required to conduct training on their employees. Organizations are required to take into account the concept of inclusiveness in their workforce composition. The implication is that the workforce is comprised of individuals with different talents. Some employers in the US have a legal requirement by the executive order, but they must be in a position to identify how their recruitment criteria will help manage diversity.View of diversity and the influences and biases that affect their decision making. Diversity in the workplace should be encouraged so as to bring in a pool of different talents and increase the level of creativity in organizations (Arthur, 2011). Diversity, when taken in the negative form gives way for deviant members of the society to take advantage of the others. Bias is one of the major issues that cripple performance of organizations. A biased management conducts performance appraisal on the basis of favoritism thus demoralizing the hardworking individuals who feel betrayed by the organization. According to Klarsfeld and St-Onge (2000), the management of any organization has a strong influence in shaping the behavior of the employees and developing a favorable organizational culture that embraces diversity. If, for example, n an organization the majority group makes all the decisions, the issue of bias is inevitable (Young, 2012). The chances of the company embracing diversity are slim thus productivity is not likely to be improved . The same case applies for situations where the majority makes decisions based on religious affiliation where the decisions reached may not respect the values of the minority religion.Analyze a business situation involving diversity management The main reason behind doing business is to increase economic prosperity. Companies must adopt appropriate measures to contain the broad diversity in the workplace. Taking the example of Proctor & Gamble (P&G) company, it is well known to be an equal opportunity employer and recognizes the benefits of a diverse workforce. The company implements its diverse culture by taking stern actions against anyone who breaks the organization’s norms (Konrad, Prasad and Pringle, 2006). The company has arranged for a clear policy on what is expected of the employees, and they all have equal chances of influencing decisions. According to Mor-Barak (2005), the company is known to employ more women and minority groups so as to bring the issue of discrimination to an end. The company has been successful in its performance and has been able to extend to other parts of the world due to its management of diversity in the workplace. Conclusively, the management needs to put in place measures that discourage discrimination in the workplace based on any difference be it racial, gender or physical abilities. In order to remain in business for a long time and creation of a positive public image, companies need to embrace diversity. Embracing diversity ensures a pool of different talents in the organization and creates a very strong team bond thus increasing productivity of the employees.
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