Managing Diversity in the Workplace (Essay Sample)

Managing Diversity in Workplace
Name
Institution
TABLE OF CONTENTS
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CHAPTER 1: Introduction  PAGEREF _Toc349587957 \h
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1.1 Background  PAGEREF _Toc349587959 \h
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1.2. Focus on Diversity at workplace  PAGEREF _Toc349587960 \h
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1.2.1 Positive implication of diversity at workplace  PAGEREF _Toc349587961 \h
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2.0 ways of managing diversity within an organization  PAGEREF _Toc349587962 \h
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CHAPTER 2: Empirical Information about Workplace Diversity  PAGEREF _Toc349587963 \h
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2.1 Introduction  PAGEREF _Toc349587965 \h
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2.1 A Case Management of Diversity by Han’s Corporation  PAGEREF _Toc349587966 \h
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2.1.1 Benefit of the Han’s strong diversification management strategy  PAGEREF _Toc349587967 \h
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2.2. Diversity is almost inevitable in an organization  PAGEREF _Toc349587968 \h
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2.2.1 Introduction of Training programs  PAGEREF _Toc349587969 \h
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2.2.2 Policies development in focus to fairness and equal treatment of all employees  PAGEREF _Toc349587970 \h
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2.2.3 Directing and guiding over the programs entrusted with minor employees  PAGEREF _Toc349587971 \h
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2.2.4 Endorsement of systematic career guidance as well as planning projections  PAGEREF _Toc349587972 \h
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2.2.5 Non-discriminative performance-based treatments  PAGEREF _Toc349587973 \h
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2.2.6 program-based outsourcing  PAGEREF _Toc349587974 \h
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CHAPTER 3: HYPERLINK \l "_Toc349587975"
Discussion  PAGEREF _Toc349587975 \h
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3.1 Introduction  PAGEREF _Toc349587976 \h
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3.1 The Aftermath of Increasing Diversity  PAGEREF _Toc349587977 \h
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CHAPTER 4: HYPERLINK \l "_Toc349587979"
Conclusion and Recommendations  PAGEREF _Toc349587979 \h
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ReferencesHYPERLINK \l "_Toc349587980"
  PAGEREF _Toc349587980 \h
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Managing Diversity in the Workplace
CHAPTER 1: Introduction
1.1 Background
Diversity in the workplace refers to wide range of feature characterizing the various players in the workplace. In this regard, the diversity refers to the social, economic and cultural differences that exist between the different co-workers of a given institution. Consequently, this places an organization under critical point of managing the diversities, which may lead to collapse of performance and the output in general of the organization. Indeed, it entails a number of elements ranging from national origin, prime language to religion of various players in an organization.
As a matter of fact, effective management of diversity is the key to reaping the accruing benefits and foregoing the various disadvantages of diversity in the workplace of any given organization. Indeed, diversity may result in a number of advantages if it is well managed. These include: integrated and varied pool of experience and expertise; continual learning and development of the organization; enhancing communication with special groups who comprise a good base of the organizational customers as well a minute social cohesiveness at the workplace. There are, however, some striking differences that have been identified as the key contributors to escalating level of organizational diversity that has continuously resulted in protracted differences leading to momentous upheavals within the management of the employees in many organizations. These include the differences in the language of communication and the varied social status (Stormer & Devine, 2008).
Therefore, a successful manager must be able to manage diversity in the organization, because it is a key to the success of any organization. Most progressive organizations across the globe are able to manage diversity in the workplace by respecting understanding the needs and characteristics of people from different divides. As a result, proper management of diversity in the workplace, employees from different cultural backgrounds and religious beliefs are able to interact freely and they feel valued. In turn, this results into increased productivity, since employees feel motivated and part of the organization.
The scope of this paper, therefore, seeks to report addressing the organizational diversity regarding to differences in the communication medium particularly, prime language. Indeed, this aspect has been increasingly a hindrance to the progress of any organization endowed with varied language make ups within its pool of human resources. Consequently, this places a huge challenge on the human resource management personnel on the modes of managing human such diversities. Furthermore, this paper analyzes some of the distinct and viable steps that have been identified in the management of diversities within the workplace. Indeed, this paper will focus deeply on the manner in which the employees are motivated to sideline their diversity and focus to the noble objective of the organization. Besides this, the paper will also analyze a report from a case studied of diversity in the work place and how effective the respective firm dealt with success (Managing multiculturalism and diversity in the library, 1999).
1.2. Focus on Diversity at Workplace
Diversity at the workplace mainly takes into account various aspects that encompass human co-workers relationship. Indeed, it has been identified as a key player in the performance of the organization. In this regard, workplace diversity may result into a positive implication with respect to the organization. On the other hand, diversity at the workplace may also result into a negative implication on the performance of the organization.
1.2.1 Positive Implication of Diversity at Workplace
One of the most inherent and positive impact of diversity is the provision of a varied pool of experience. Indeed, it brings about integration of knowledge and expertise to the benefit of the organization. Indeed, this may result to a positive performance of the organization. In particular, workers from diverse cultural backgrounds, but converging into a given organization, bring about uniquely placed perceptions and skills within their respective working teams in an organization. On this note, each independent employee, within a given organization, posses unique experiences that together contribute towards the success of the organization through beefed up output generation. However, this also depends on the organization’s ability to tap the knowledge base and utilize it in the day to day activities of the organization. Indeed, proper management of diversity at workplace may leverage individual strengths as well as smoothening respective individual weaknesses. This results to a huge impact of taskforce beyond the means of individual compliments (Roberts, 1992).
Other than the enhancement of a varied expertise, well managed diversity may result in the creation of an avenue for learning and the consequential growth of the individual expertise of the employees and a consequential growth in the aggregate output of the organization. Exposure to new ideas and cultures can help spearhead the integration of diverse views, which is vital for the elimination of the subconscious blocks regarding xenophobia and ethnocentrism. On aggregate, this aspect smoothens out the ethnicity and encourages coherence at workplace, which later contributes to the mutual progress of the organization (Song & Olshfski, 2008).
Diversity in communication aspects can either dampen or uphold productivity of an organization. However, well managed diversity helps the organization to build up its public relation strategies through upgraded and strategic approach to matters of new entrants of customers and the maintenance of special grouping of customers. Indeed, increased time spending with speckled pool of employees can help dismantle the various communication challenges in the long-run. This is an important toll in the fortification of the organizational relationships with prospective clients. Indeed, the organization management can use the diversity of the employees within the organization strategically by pairing them up with certain clients from the same ethnic background. Consequently, this promotes the clients level of satisfaction and consequently, leads to increased revenue generation.
2.0 Ways of Managing Diversity within an Organization
The performance of an organization is pegged on its ability to put its employees into a common pool with similar focus and ideas. In order to achieve this common point, the organization should, therefore, follow a set of procedures that would enhance the capacity of the individual employees to effectively handle differences and turn them in advantages to both the organization and themselves. To achieve this scenario, there are five main strategies that the employees may use to revamp the organizational output and at the same time minimize the cost of incurring the diverse perceptions. Indeed, the human resource management of any organization, with the optimal goal of maximizing the levels of output and minimizing the operational costs would adopt a series of strategies as below (Stormer & Devine, 2008).
To begin with, the organization should adopt a personnel policy regarding the procedures of hiring to promotion, which is performance-based of...