The paper 'Diversity in the Workplace" is a good example of business coursework. The world is changing and organisational requirements change because of globalisation. Globalisation has made the world to be a single market that brings together people possessing diverse beliefs, cultures and views. Workplace diversity may generally be defined as a variety of difference that exists between people within an organization. Diversity brings into consideration cognitive styles, ethnic group, personality, tenure, education, organisational function, gender, and race to name some. Moreover, diversity in the workplace may also be defined as inclusive of dimensions that are beyond affirmative action non-discrimination statutes and those that are specified in equal opportunity.
Thus, the aim of this paper is to analyse and discuss diversity in the workplace bringing into consideration challenges, benefits and solutions into ensuring that organisations and people operate effectively. It also briefly analyses the Australian diverse population. Diversification does not only involve how people perceive themselves but also how they perceive others. This means that these perceptions affect their interactions and views. In any organisation, a wide assortment of employees exist and for them to function effectively as an organisation, there should be clear understanding and appropriate strategies that can be incorporated by human resource management to deal with diversity effectiveness with issues such as change, adaptability and communication.
Due to globalisation and constituents of globalisation, diversity will likely increase greatly in coming years (Konrad, Prasad & Pringle, 2006). Thus, those organisations that aim to succeed should embrace action that will ensure diversity in the workplace is managed effectively. Valuing and managing diversity is an important component of effective management that can likely improve workplace productivity.
Additionally, demographic changes within the workplace such as organisational restructuring, women in the workplace, and equity in legislation will need organisations to analyse their management practices forming the basis of formulating new and creative approaches to manage effectively people. This means that changes will increase customer service and work performance (Debrah & Smith 2001). Managing employees should consider the involvement of women in the workplace; to understand the need to diversify it is important to appreciate the contribution of women in the workplace. Workforce structure is continuously changing and the number of women continues to increase.
Women have helped or have contributed income to families and the number of single mothers who are working has increased. Additionally, family structure change has resulted in a change of traditional family roles making fewer men and women participating in traditional chores (Stockdale & Crosby 2004). This means that diversity issues cut across both gender and race. Organisation restructuring is another issue that brings into consideration the need for diversity. Significant changes are reported in the way organisations are managed, outsourcing and downsizing, which directly affect the management of the human resource.
Moreover, technology and globalisation has resulted in the need for longer working hours and thus results in fewer people accomplishing more tasks. Nevertheless, the issue of diversity in the workplace has been championed by legislative directives, bringing into consideration factors such as laws that prohibit discrimination in workplaces. This legislative directive defines and implements the rights and responsibilities of both the employers, employees and other stakeholders, and they are held accountable for any discrepancies (Debrah & Smith 2001).
Cieri, H. 2007. Human Resource Management in Australia: Strategy, People, Performance, 3rd Ed. New York: McGraw-Hill/Irwin Publishers.
Debrah, Y. & Smith, I. 2001. Work and Employment in a Globalised Era: an Asia Pacific Focus. London: Routledge Publishers.
Debrah, Y. & Smith, I. 2002. Globalisation, Employment and the Workplace: Diverse Impacts. London: Routledge Publishers.
Konrad, A., Prasad, P. & Pringle, J. 2006. Handbook of Workplace Diversity. New York: Sage Publishers.
Stockdale, M. & Crosby, F. 2004. The Psychology and Management of Workplace Diversity. Sydney: Wiley-Blackwell Publishers.