Essays on Achieving Workforce Diversity Assignment

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The paper "Achieving Workforce Diversity" Is a great example of a Management Assignment. Broadly speaking, diversity is the difference among people in terms of race, ethnicity, sexual orientation, capabilities, social-economic, gender, age, and religion. Diversity is limited by tradition, preference, and customs of an organization. Customers, preferences, and traditions must be subject to change if the organization intends to grow and prosper in the changing world. An organization that is successful in tapping diverse workers and inspiring these strengthens their business and described diversity in terms that merge into their exact business environment.

Workforce diversity pros and cons to an organization can be fully identified. In other words, diversity ensures that all employees working within the organization bring their differences together. A wide definition moves diversity workforce issues "us versus them" fight to a focus on accomplishing individual and organization goals (Benton Pp 46). Advances in technology in the global economy have brought people around the world closer together than before. Given this fact, businesses and the educational system are investigating better ways to serve their clients. This has the ability to attract and retain the most efficient and qualified workers.

The term “ Workforce Diversity” may be defined as policies and practices which intend to include individuals within the workforce who are believed to be different from those existing in the market. An organization that develops and employs the required policies and procedures does this in order to maintain a competitive advantage among the other business competitors. The organization must work hard to recruit and retain the best talent if they intend to achieve its statutory objectives and their bottom line. Advantages of workforce diversity In order to maintain a competitive advantage, organizations need to be able to draw on important resources.

With the increasing workforce diversity in the whole world, organizations need to expand their strategies in order to be successful. Diversity is important to organizations and employees at large. It brings considerable benefits such as greater creativity, used for decision making, improved ways in solving problem and innovation. Workforce diversity also helps to link a different variety of talents within the company. The act of analyzing and recognizing diversity allows employees with talents to feel more needed and have a logic of belonging, which will ultimately increase their obligation to the company in a unique way (Benton Pp 46). Diversity provides the organization with a viable ability to compete in the international world.

It is possible to diversify the workforce if there is sufficient communication within them. Miscommunication within the organization may lead to a lot of challenges. Diversity workforce is not just about preventing unfair discrimination and administering for equity, it is important to value differences and enclosure, straddling such areas as age, sexual orientation, religious belief, race, and physical disability.

Diversity helps to increase efficiency, effectiveness, quality, speed, flexibility, and innovation within the organization. Disadvantages of workforce diversity It is important to determine the barriers of the workforce within the organization. This barrier varies intensively within different organization. However, these barriers are so much different within the organization, but their effect is the same; for instance discrimination or rather stereotyping, such as inadequate skill preparation or poor career planning. Both internal and external disadvantages and barriers can be detrimental to diverse groups. The majority of internal barriers takes place as a result of external barriers.

Since these two types of barriers influence each other in one way or the other, it is therefore very difficult to handle them separately. Managing workforce diversity has a lot to do with acknowledging differences within people (Benton Pp 46).

References

Benton, David. Best Practices in Achieving Workforce Diversity. U.S: U.S. DEPARTMENT OF TREASURY, 2009.

Bissonnette, Denise and Rob McInnes. Diversity World. New york: jack and sons, 2006.

Corporation, Telstra and Mallesons Stephen Jaques. Memorandum and articles of association of Telstra Corporation Limited: a company limited by shares. New York: Mallesons Stephen Jaques, 1991.

Riat, Witney. Diversity & Inclusion @ IBM. New york: IBM Canada Ltd, 2007.

Gardenswart, Lee, and Anita Rowe. Managing diversity: a complete desk reference and planning guide. UK: McGraw-Hill Professional, 1998.

Jackson, Susan E., and Society for Industrial and Organizational Psychology (U.S.). Diversity in the workplace: human resources initiatives. New York: Guilford Press, 1992.

Kirton, Gill, and Anne-Marie Greene. The Dynamics of Managing Diversity: A Critical Approach. Australia: Butterworth-Heinemann, 2010.

Özbilgin, Mustafa, and Jawad Syed. Managing cultural diversity in Asia. China: Edward Elgar Publishing, 2010.

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