Essays on Compatibility of Diversity Management and Trade Unions Coursework

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The paper "Compatibility of Diversity Management and Trade Unions " is a perfect example of management coursework.   The human resources managers are looking for the best ways to make sure that the employees are made more productive through managing the diversity existing among the employees. They are coming up with the most effective strategies necessary for ensuring that the employees are motivated to work harder. Many organizations have managed to improve the productivity of their employees by coming up with policies governing diversity and equality management at workplaces (Aswathappa, 2005).

Equality has been among the best sources of motivation as it ensures fairness in the management of human resources. The increasing globalization has led to an increase in diversity at the workplace as employees from diverse backgrounds are able to meet in workplaces. It is then important for the human resources managers to ensure proper management of the differences. Trade unions are also recognizing the issue of diversity management as it has great impacts on the achievement of the set objectives. The increasing diverse experiences of the workers and globalization has led to many changes in the workforce.

As a result, trade unions are currently considering the diversity that is existing in the workforce (Brewster, et al, 2007). Trade unions are keeping pace with the changes taking place in the workforce technological changes are making employees increase their communication and movement. As a result, they are in a position to meet employees from different regions making them exchange their experiences leading to many changes that need to be considered by trade unions. This essay is exploring the extent of the compatibility of diversity management and trade unions. Compatibility of diversity management and trade unions Trade unions and diversity management are compatible as many trade unions are aware of the changes that have been taking place in the workforce.

The labor mobility has increased due to the globalization and improvement in communication that has made employees from different ethnic backgrounds to meet (Kö llen, 2013). The workers have different cultural orientation and practices that create difference among the employees that can result in organizational failure if not properly managed. As a result, trade unions are making the necessary adjustments to accommodate the issue of diversity in the workforce where the differences are managed to improve the performance of the unions.

Diversity management of the workforce is considered important in the process of making sure that the differences among the employees are acknowledged and the necessary measures are taken to manage the differences (Amable, Ernst and Palombarini, 2005). Recognizing the differences existing in the workforce is important in the process of enhancing the management of the differences to achieve the aims of the trade unions. For instance, the primary aim of the trade unions includes improving the welfare of the employees and making sure that the employers provide the necessary working environment for the employees. The trade unions are then required to consider the trend that is taking place in the workforce to develop the necessary strategies that can help in achieving the set objectives.

As a result, the trade unions recognize diversity management as they have to manage the differences existing among the employees to create the necessary environment that can ensure successful management of the issues affecting the employees.

The compatibility of the trade unions and diversity management can be demonstrated by the fact that the efficiency of the unions is primarily determined by the support of the employees (De Winne, et al, 2013). Trade unions are responsible for ensuring they address the issues facing the employees hence they operate as per the interests of the workers. Therefore, for the trade unions to receive the necessary support they must be in a position to offer solutions to the employees. Considering the increasing interaction of workers from different ethnic background there is the need for the resulting diversity to be properly managed.

References

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Aswathappa, K. (2005). Human resource and personnel management. Tata McGraw-Hill Education.

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Colgan, F., Wright, T., Creegan, C., & McKearney, A. (2009). Equality and diversity in the public services: moving forward on lesbian, gay and bisexual equality?. Human Resource Management Journal, 19(3), 280-301.

De Winne, S., Delmotte, J., Gilbert, C., & Sels, L. (2013). Comparing and explaining HR department effectiveness assessments: Evidence from line managers and trade union representatives. The International Journal of Human Resource Management, 24(8), 1708-1735.

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