Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Diversity training reduces the potential for misunderstandings, conflict and litigation which usually can be traced back to differences in communication expectations. This training also helps to make a better mark with the public and to receive increased customer satisfaction levels. Once management and supervisory level employees become trained, organizations can count on more knowledgeable and proactive decision making from the leadership. It is a proven fact that happy employees and managers are more efficient and productive.
What are some ways to avoid negative employee reactions to diversity training? The easiest way is to first provide a true understanding of the concept of diversity training. In the majority of cases, people think that diversity training entails race or gender problem. Diversity is more than that. "Diversity is about encouraging and enabling all employees to draw on their talents, skills, and experience for the benefit of the business." (Bruno, 2004) as mentioned earlier, a very good way to avoid dissention in the implantation process of a diversity program is to have upper management support. Employees are less likely to avoid or criticize a program when they are fully aware that the management is supportive of diversity training. Another way of reducing negative employee reactions is to have a full audit of the existing employee attitudes done prior to any implementation of a diversity program to see where the starting ground is. If an attitude that supports diversity is prevalent, those individuals against a diversity program suddenly become...
The report also attempted to provide some diversity issue details and to help uncover some ways to contend with employees against diversity training. Our global economy will continue to create more and more tight labor markets. This entails that organizations should be doing all that they can to recruit, train and maintain the best employees. Diversity and discrimination are topics that are not easily discussed and therefore often go unpunished, undocumented or simply glossed over.
References
Adamson, Jim (2000). "How Denny's Went From Icon of Racism to Diversity Award Winner." National Productivity Review, Winter.
Anonymous (1999). "DuPont's Formula for Harassment-free-workplace." Training & Management Development Methods, Vol. 13(1), 901.
Bruno, Jeanne-Marie (2004). "Implementing Diversity in a Meaningful Way." American Works Association Journal, Vol. 96(10), 47.
Dobbs, Matti F. (1998). "Managing Diversity: The Department of Energy Initiative." Public Personnel Management, Vol. 27(2), 161.
S. military would be developed and administered internally and should cover the following topics at a minimum, with other areas being introduced as the need is identified: 1. Problems of discrimination in the military workplace 2. The role of stereotypes in discrimination 3. How to make different groups welcome in the military workplace 4. How diversity contributes to performance and productivity 5. The DoD's policies concerning discrimination and the provisions of federal equal employment opportunity
Diversity in Organizations If we are to successfully change organizational members' attitudes and perceptions toward people from cultural groups other than their own, then we must start by examining how to effect that change so that it is implemented through all four layers of diversity. The approach that this paper discusses is based on the following model: Individual Behaviors -- Group Behaviors -- Organizational Behaviors This paper analyzes results of diversity training studies
Diversity management is one of the key issues facing corporate America today. Higher number of female workers along with influx of immigrants from various racial and ethnic backgrounds in the workforce has prompted a need for diversity management because lack of the same can cause serious legal and performance problems. Diversity management refers to the strategies that seek to create a positive and healthy environment for everyone at the workplace.
Diversity Training The school aims to recruit students that will balance the spectrum of diversity. Before this can be accomplished however, existing and future employees of the university will need to be prepared. "Diversity is about encouraging and enabling all employees to draw on their talents, skills, and experience for the benefit of the business." (Bruno, 2004) Schools that are diversity sensitive will more often be prepared for the competitive recruitment
Diversity Audit The Coca Cola Company is well-known for its commitment to diversity. The Company has a workforce where almost half the employees are women. However, their representation on the senior management levels is only 26%. The company also recruits racial minorities and members from the LGBT community. The company has institutional mechanisms to ensure that workforce diversity is respected and appreciated throughout the organization. Senior managers demonstrate their commitment to
Today, it is not uncommon for managerial leadership to be drawn from one pool and placed in the other in order to facilitate greater intimacy between operational aspects separated by geography and culture. Though this strategy brings with it a number of notable benefits with regard to the coordination of global operations, it does also bear with it a number of challenges which fall upon the Human Resources department