The paper "Diversity and Ethics in the Workplace " is an outstanding example of a management assignment. Globalization is the process of interactional and integration of businesses, governments and people from different nations on an international scale. This interaction has taken place in three phases since 1492 where only countries were interacting. The second phase of this process was between 1800 and 2000 with business organisations interacting. The current phase is the integration and spread of information through informational technology. The globalization process has given rise to several issues such as lack of human resources: there is an increased dependency on technology.
Further, cultural differences have constrained organizational behavior. Diversity in the context of a workplace relates to the existence of multiple differences among members of an organization in terms of age, gender, sexual orientation, career experiences and geographical differences. This diverse state has been proven to have an added advantage to a company hence its increase uptake. The diversity factor has become important in companies because of the legal structure in the operating countries that protect minority groups; pressure from competitors and the need to compete on level ground; globalization and internal business increase that encompass different cultures; the need to have different opinions in management. Ethics is the principles that guide the choice of what a person considers right or wrong behavior.
Ethical behavior is there the process of applying these principles in making decisions. These choices in the workplace are unique to the individual but also are influenced by the cultural background of the individual; organizational codes of practice and policies; political, economic, legal and social developments in the world over.
An ethical situation in the organization would be hiring an unqualified woman over a qualified male candidate on the basis of gender equality. We will make the decision based on whether it is right, legal, and acceptable in the organization and the severity of the consequences of the decision. The corporate social responsibility of any organization is the initiatives that the company undertakes in order to protect the wellbeing of employees, the community and the environment which are required by law or otherwise. These initiatives have an impact not only on the image of the company but also on its financial performance following an increase motivation for the employee motivation and performance.
Some of these activities may include A learning organization is organizations that provide for an environment where employees and the managers as well van learn from each other. The main differences between this form of organization and the traditional organization are in the different functions of the organization. Unlike in the traditional form where the management gives the vision and provides the ideas to be implemented, the learning organisations have a shared vision and the management only responsibility is ensuring it is followed while all ideas are implemented at every level of organization.
The traditional organization presents a hierarchy in how conflicts are solved and control is given (everyone reports to management and is under the management control) while the learning organization is usually offering a flatter organizational structure (management provides empowerment to employees). Organizational culture is the established values and norms that the organization applies to guide their behavior within the context of the organization. This culture also includes the standards of behaviour that the organization expects from the newcomers that come to the organization.
These cultures have particular characteristics such as strict guidelines; a philosophy that summarizes the organisation's beliefs; shared values; norms that spell out the standard of behavior; an organizational climate that has been agreed to by each member of the organization. The culture usually develops in the steps: the organization is founded; the founder gets other members; the members create an organization; other members are brought in following the same culture of the founding members. Pay and compensation are considered to be an organization reward but its effectiveness in promoting performance is subjective to the organization and the individual.
The general impact is that the more money is paid as salary, the higher the motivation for the employee to work harder. However, the amount of CEO pay does not usually imply the performance of the company especially if there is a disparity between their pay and the employees. Employees feel it is unfair to them thus reducing their motivation and the effectiveness of pay as an organizational reward. The use of recognition rewards as a part of an organizational reward system in increasing replacing financial rewards.
This increase results from the increase motivation from such rewards; improved performance and loyalty; employee retention. Such programs are preferred over money because money has been found never to be enough and the more people have the more they want and the increase in payments could later harm the company’ s finances. Research has also shown that employees to be willing to take a pay cut in order to pursue their passion: an indication that money is not motivation enough.