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Ethical Response to Diversity
The rapid growth of business sectors has posed various challenges like workforce diversity: a natural phenomenon with both positive and negative impacts on employee performance depending on how effective it is managed. This has affected both for-profit and non-profit sectors. In this context, this paper will investigate the impacts of workforce diversity on employee performance. The paper will use descriptive research design. This study will reveal that companies have strategies like support to minority groups, balanced recruitment and training, equal employment opportunities and diversity training. Besides employee's performance ability and level of education, no other workforce diversity variable can determine an employee's compensation. This paper has found that workforce diversity affects employee performance at varying levels considering both non-managerial and managerial employees of companies. It shows a significant degree of relationship between productivity levels and employee performance when the workforce is categorized by level of education, age and gender
Workforce diversity is the ways that individuals contrast, which can influence a relationship or task inside an organization, for example, age, sexual orientation, race, education, culture and religion. An organization can adopt various practices to manage the diversity of its workforce. Despite the fact that workforce diversity has turned into a reality in associations today as anticipated by Workforce 2000 in a 1987 report by the Hudson Institute, the ways that associations manage and define workforce diversity continue to evolve (Swansburg & Swansburg, 2012). The expanding pattern of workforce diversity along racial, ethnic and sex lines, and additionally an expanding rate of the workforce that is beneath the age of 30 and over fifty-five years have some suggestions from HRD experts, representatives, and organization in general.
This emerges from the biases that may continue, language contrasts, cultural insensitivity expanding percentage of women in the workforce and the aging employees. In spite of the fact that this research talks over the effects of workforce diversity on worker performance, it is exceptional to note that equality and diversity are two corresponding standards much the same as time and space. To comprehend the effect of workforce diversity, researchers should think about the impacts of the distribution of scarce and valued resources, the relationships around individuals and groups, and the compositional impacts of the unit, like work occupation, firm, or social order (Mor, 2006). These have significance on designation of decisions and evaluative methods that then expedite labor force outcomes like demeanor, conducts, and material and psychic rewards. Although researchers in this field give some insight into the broader picture of workplace inequality, there remains an extraordinary need to comprehend the instruments through which workforce diversity yields differential outcomes within work groups, occupations, jobs, firms, and even social orders. This study was dependent upon the strategic diversity management approach and the equal opportunity approach. A reaction that is more urgent is normal from members of out-group than from the in-group members (Boyle & Ellingson, 2011).
Investigators discovered that men are favored regardless of whether they are in the minority or majority gender group. On the other hand, women are disfavored when they are in the minority, and even when they are in the majority. Contemporary patterns in the legal schema have required the implementation of statutes making it unlawful to discriminate. This applies to grounds of sex, race, marital status, ethnicity, incapacity, national origin, sexual orientation, belief or religion, union enrollment or non-participation. The equal pay law requires women and men to be paid the same wage for doing work which is the same or which might be indicated to be of equivalent value unless the business can support a distinction on grounds other than sex (Konrad, 2009).
There are distinctive methodologies to equality, for example, the liberal approach, legislative action, and managing diversity. Positive work atmosphere incorporates an identifiable, open, and sustaining school ethos that nurtures the awareness of other's expectations, accomplishment, efficacy, and commitment around staff and students. It is additionally portrayed by a dedication to organizational accomplishment and advancement of employees, shared appreciation, and coordinated effort around the leaders and staff. The positive work atmosphere has been distinguished as a driver of performance and helps a third of organizational outcomes (Davila & Crowther, 2011). The obligation of fostering a work atmosphere lies exclusively in the leader of the establishment whose conduct confirms the work atmosphere. The positive conduct drives the work atmosphere, which triggers motivation, and the triggered motivations are a key driver of the bottom line performance. While seeking to establish a positive work atmosphere, the leaders of the association must manage diversity by working with its staff. This ensures that staff motivation is enhanced.
Managing diversity in the working environment ought to be the concern of each organization. To survive, an organization needs to have the ability to manage and use its diverse workplace adequately. Managing diversity in the working environment ought to be a part of the culture of the whole company. Recognizing and valuing diversity is basic if a company desires to maintain its competitive advantage. Practices of diversity management upgrade profit, viability, and sustained competitiveness (Konrad, 2009). Associations that support and realize a diverse working environment will pull in, hold quality representatives, and increment client loyalty. Strategies of human resource diversity management have increased past equal employment opportunity and affirmative action staffing efforts. Other best practices include securing a visible diversity advisory board, directing mandatory training and focusing on communications to diverse members of affinity groups. The concentration on contrasts in the unique aspects prompting disparity has represented the challenge of accomplishing solidarity in diversity and harnessing that diversity to enhance employee performance. Failure to manage workforce diversity regarding race, sex, and profession, level of education, ethnic connection, and religious affiliation regularly accelerates distinctions in pay, promotions, training, turnover, job satisfaction, mutual acceptance and other manifestations of inequality (Boyle & Ellingson, 2011).
In any case, the challenges that businesses confront in enforcing collaboration with workers from diverse background, age, sex, race, religion, education and amicably coordinating their exertions towards the accomplishment of organizational objectives and goals, still shows that there is much to be carried out regarding the change of workforce diversity management strategies. Equity in compensation is a vital part of pulling, developing, and holding a qualified and diverse workforce. Organizations can review their payment practices and address distinctions before pay equity issues accelerate the loss of an important team member. Besides being critical for retention and workforce diversity, staying on top of worker pay has become essential as a regulatory and legal process (Swansburg & Swansburg, 2012).
Because of the vast extension of national and global commerce sectors, there has been an expansion in the diversity of the workers and managers within companies. These representatives and managers have different worldviews, culture, perceptions. Such variances can be effectively tapped to the advantage of companies if viable diversity management strategies are set up (Knapp, 2007). Despite the fact that companies have been doing well in attending to diversity in the way they handle their clients, it is not clear if this approach to diversity has been adopted internally. Businesses appear to lack diversity among their central values of creativity, integrity, Professionalism, Teamwork, Unity of reason, Respect and devotion to customer care, and adequate corporate governance, which could be a pointer that the concept of workforce diversity if still foreign. Studies confirm the need for solutions to the challenges postured by workforce diversity.
Value of the Study
The discoveries of the study will be of incredible significance in providing guidelines to address the present challenges in Human Resource Management and Development. They will ultimately upgrade employee performance in companies. The exploration will help the managers by extending the literature on the management of workforce diversity to enhance representative execution for the competitive advantage of various organizations. It will likewise empower practicing Human Resource Managers to remain important in the company of the contemporary challenges by implementing programs for managing workforce diversity. They will likewise utilize techniques for managing workforce diversity in their associations to show better employee performance. In the body of researchers, it will represent a challenge to be proactive in the quest for answers to the contemporary HRM challenges and improve the constrained body of knowledge on workforce diversity (Konrad, 2009).
This study will be of profit to organizations by enhancing the profits from solidarity in diversity, be it regarding culture, knowledge, sexual orientation, racial around others. This includes the improvement of worker performance and hence, the overall performance of the company. The execution of the proposed workforce diversity management strategies and methodologies must be of extraordinary profit to organizations in giving it a competitive edge over different competitors in various industries (Swansburg & Swansburg, 2012). The exploration ought to profit the representatives as far as enhanced interpersonal relationships, common comprehension, and shared acknowledgement of one another paying little respect to the different contrasts. In spite of the fact that a few analysts might have as of recently done other suchlike studies in different parts of the planet, this…[continue]
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