Workplace Diversity
Workplace Diversity
Similarities and differences in-between employees,
because of age, cultural contextually, physical abilities and disabilities, competitions,
religions, gender, and sexual orientations are making work place diversity.
There are no similar people. They are different to each other by gender,
culture, race, social and psychological features, their view points, and their prejudgements.
Society has been differentiated on these
on these features for many more years. Diversity makes the work force dissimilar.
In this present situation, employing diversified workforce is an essential for
every organisation but to manage such diversified workforce is also a big
challenge for supervision. It’s impact on efficiency of an organisation.
It is through the mutual and rigorous efforts of
people that monetary or material resources are bound to achieve organisational objectives.
But these attitudes, energies and abilities have to be refined from time to
time to optimise the effectiveness of human resources and to enable them to
meet greater challenges. Without employees, the organisation cannot move an
inch. Therefore, the management of this resource is also an significant issue.
Human resource management is concerned with managing ‘human aspect’ of the
organisation in such a way that organisational objectives are achieved along
with employee progress and fulfilment. When the organisations employ human
resource having different age, gender, perception, attitude, caste, religion,
region then it will be very tough for the management as well as for the
employees to manage and adjust with that situation. To manage diversified
workforce is a big challenge for the organisation.
By training employees to be sensitive to
cross-cultural differences, encouraging employees to accept overseas projects, and
offering foreign language training. The study also focuses on barriers faced by
employees for accepting workplace diversity in many sectors. Discrimination was
the most often faced barrier for accepting workplace diversity, followed by partiality
and ethnocentrism. Organisations must take methods to manage diversity to attach
and power the probable of employees for competitive advantage.
Global context of work place diversity,
Diversity management refers to organisational
policies and practices aimed at employing, retaining, and managing employees of
diverse backgrounds and identities, while creating a culture in which everybody
is equally enabled to perform and achieve organisational and personal
objectives. In a globalised world, there is a need for contextual and
transnational approaches to utilise the benefits that global diversity may
bring as well as the challenges that organisations may face in managing a
diverse workforce. In particular, it is important to take into account how
diversity is theorised and managed in non-Western contexts. The literature
confirms the need for organisational efforts to be focused on engaging with and
managing a assorted workplace in ways that not only yield bearable competitive
advantage but also are contextually and socially responsible. Organisations
today are expected to take positive action, beyond legal compliance, to ensure
equal access, employment and promotion opportunities, and also to ensure that
diversity programs make use of employee differences, and contribute to local as
well as global communities.
References
workforce diversity and its impact on productivity
of an organization (2020).
workforce diversity and its impact on productivity
of an organization. (2020).
Procedia Economics and Finance (2014).
Procedia Economics and Finance 2014.
Blake. "Managing cultural diversity."
1991.
https://doi.org/10.1093/acrefore/9780190224851.013.62. n.d.
Saxena, Ankita. " Procedia Economics and
Finance ." (2014).
Diversity in the workplace ensures a variety of different perspectives. Since it means that employees will have different characteristics and backgrounds, they are also more likely to have a variety of different skills and experiences.
ReplyDeleteRace, Ethnicity, Gender, Age, Sexual orientation, Physical abilities and disabilities, Religion, Political beliefs are some characteristics of diversified workforce.
Increased productivity, Improved creativity, Improved employee engagement, Reduced employee turnover, Improved company reputation, Wider range of skills, Improves cultural insights will be few benefits to the organization of having diversified workforce.
Author has well explained the global context of work place diversity. I feel that if author could described about the befits of workplace diversity would be better.
ReplyDeleteHere are the commonly cited benefits of workplace diversity:
1. Variety of different perspectives
2. Increased creativity
3. Increased problem-solving
4. Increased profits
5. Improved employee engagement
6. Reduced employee turnover
7. Improved company reputation
8. Improved hiring results
Diversity in the workplace is all about creating an inclusive environment, accepting of every individual's differences, enabling all employees to achieve their full potential and as a result, allowing your business to reach its fullest potential. Author has well described this topic.
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