Management Diversity in the US - Assignment Example

Management Diversity What do you think is the most significant demographic change facing the American workplace? Why? The most significant demographic change facing the American workplace is normally the demographic shifts experienced in the job market. This demographic shift has been of a diverse impact as it directly affects the relevance in the job market in relation to the impending decline of the ratio of the prime-age of the workers share. The demographic shifts of the working places in America has been experienced adversely in the American workplaces by the managements in order to incorporate the American economy from a defined-benefit (DB) to a defined contributions (DC) working economy where the workers’ rights at the workplace are not well-defined financially.

Why is it important for an organisation to have clear definition of diversity? Diversity definition is an important aspect for each organisation for it helps in the proper management of a diverse workforce, which is a challenge in most organisations. With the ever-growing populations which have imposed changes on how the employers view the employees, diversity definition within the organisation will ensure the workers are well acquainted with their work descriptions as well as their rights at the workplace.

In general, diversity empowers the employees in the work place. Which principles are the most important in defining and understanding diversity? Seemingly, the outstanding principle of diversity is that it is expensive but not without boundaries. Diversity in the narrow perspective can be compared to the gender and skin meaning in the anterior view in involves simple managerial tasks. In the posterior view, diversity involves various efficiency survey controls internally in the organisation.

The individual employee’s levels of personality in the workplace should be kept in control, which is a very expensive and demanding activity. The workplace selection demographically is another aspect of diversity, which is expensive and does not have any boundary (Thiederman 111). This principle of diversity according to me is one of the important one in defining diversity due to its challenging nature especially in determining the employees functional areas and their formal divisions in the organisation.

What organisations can you identify that exemplify each of the management paradigm, resistance, discrimination and fairness, access and legitimacy and integration and learning? The Xerox, Avon as well as the IBM organisations are some of the American organisations, which were committed in the enhancement of a better working environment through diversity. The IBM for example shunned the male dominance in the company’s managerial staff membership by employing more females to manage the company’s affairs and operations.

Which dimensions’ of the of the business case for diversity are the most persuasive. Why? The most persuasive diversity dimension is the cost saving strategy of the diversity. The diversity approach in the organisation will aim at reducing the long-term costs incurred in the organisation. This is because diversity aims at gaining a perfect responsibility in the final product through the central control by the managerial teams in the organisation. Business diversity normally creates capital advantage by the reduction of the production costs beyond the elastic limits of the demands.

Through diversity, the organisations are advantaged for the employees are prone to maintaining a high degree of accountability due to the respect they acquire from the organizational managerial team. What are the strengths and weaknesses of the business case for diversity? Diversity in order to be successful in any organisation must be well structured and well carried out. Diversity enhances an increased profit margins in the organisation as well a well-formulated employer-employee relationships.

These are some of the ultimate goals and objectives of each organisation. Diversity on the other hand is faced with many weaknesses in the organisations, which have adopted it. It is accompanied with a lot of inconsistencies, misunderstandings and conflicts as well as many complexities emerging because of this type of management strategy. Works Cited Thiederman, Sondra B. Making Diversity Work: 7 Steps for Defeating Bias in the Workplace. New York: Kaplan Pub, 2008. Print.