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Managing Workforce Diversity
Diversity is a widely used concept in organizations seeking to be more heterogeneous regarding gender, age, race, ethnicity, sexual orientation, and the inclusion of other diverse groups. The concept is viewed as the commitment of organizations to recognizing and appreciating different characteristics (age, culture, cognitive style, and religious beliefs among others) making individuals unique in their working environments. By so doing, these organizations promote and celebrate people and their collective achievement and thus, keep everyone engaged.
Today, organizations have adopted diversity management, and this implies that the company has conditions that prevent discrimination or employees preferential treatment. All of these are based on the existing diversity, and they facilitate on the utilization of competence and performance of every individual in the organization. Thereby, this enabled organizations to maximize their employee's ability to contribute to their organizational goals by looking at demographic diversity, age diversity, gender diversity, and ethnic diversity among others. Nowadays, organizations have female CEO's, and this shows that people have embraced the idea of heterogeneity in that they accommodate all genders in their operations.
Organizations are also becoming more heterogeneous in that all employees of a given enterprise are engaged in the smooth running of activities. The engagement...
When we look at cheap labor, organizations will grow because they have accommodated the needs of the community where they are operating in that, they employ people of different age groups, gender, race, ethnicity, and sexual orientation. Heterogeneous organizations are successful through collective action like the ideas, places, and people involved in the organizations have helped people realize their values (Argyres et al., 2012).
Global operations are considered as acts of organizational heterogeneity because they have embraced competitive advantages of international companies. Their entry into these countries will imply that the organization will interact with people from a different culture and thus, they will need to accommodate their traditions. Consequently, organizations are adapting to differing social and regulatory culture. Those companies that intend to go global need to understand the cultural norms of their workforce to enable them be aware of their unique financial and legal regulations. In essence, the broader social and cultural forces typically shape organizations; this is part of organizational heterogeneity in a global society (Hasse & Krucken, 2008).
For managers and employees in countries, diversity has presented…
References List:
Argyres, N., Felin, T., Fooss, N. & Zenger, T. (2012). Organizational Economics of Capability and Heterogeneity. Organizational Economics, 23(5), 1213-1226.
Hasse, R. & Krucken, G. (2008). Chapter 22: Systems Theory, Societal Context, and Organizational Heterogeneity. In R. Greenwood at al. (Ed.), the Sage Handbook of Organizational Institutionalism (Pp. 539-559). New York, NY: SAGE Publications Ltd.
sexual orientation and whether it is the result of the nature or environment has been the source of acrimonious debate for several decades. The debate has involved a wide spectrum of individuals such as scientists, religious officials, politicians, and the general public. Both sides of the issue possess strong feelings that they are correct in their assessment and the emotional nature of the issue has caused hard feelings to
Sexual Orientation Discrimination Discrimination can be carried out in the work place through many different ways. Federal and state laws go on to prohibit employers from carrying out unfair practices like hiring or terminating on the basis of religion, race, sex, national origin, physical disability or origin. All these are factors about a person that can be used either in his favor or against him. Some states have also declared employment
Sexual Orientation Issues Impacting Electronic Cigarette International Group The Board of Directors of Electronic Cigarette International Group (ECIG) is at the forefront of advancing vaping technology and dynamic changes in culture. The shift away from harmful tobacco smoke to a cleaner, safer vaping experience puts ECIG in position to profit from progressive attitudes towards a technological approach to safer smoking habits. At the same time, ECIG has an opportunity to stake
Asian Americans comprise an extremely diverse population, representing dozens of different cultures and linguistic groups as well as every level of the socioeconomic ladder, making it impossible to generalize about sociological issues like gender roles. Arab Americans likewise come from varying socioeconomic class, national, and religious backgrounds. Therefore, all analyses of gender roles and perceptions towards sexual orientation need to be cautious and respectful of inter-group diversity. Asian Americans include
Thus it is important that diversity initiatives focus on these differences and help individuals understand one another's perspectives in order to maximize understanding and facilitate positive interactions in the workplace. There are also many stereotypes that exist with regard to gender. There are those for example that believe that men are 'natural leaders' because they are more likely to exhibit traits including aggression and assertiveness. However most of these traits
Diversity in the Workplace The increase in globalization has resulted in greater levels of interaction of individuals from diverse cultures and beliefs than ever before in the history of the world. As noted in the work of Green, Lopez, Wysocki and Kepner (2002) "People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent." (p.1) Diversity is