The paper "Managing Workforce Diversity" Is a great example of a Management Case Study. This report analyzes the concept of workplace diversity as an aspect that involves the differences exhibited by employees of an organization. The analysis further highlights some of the significant benefits of diversity to organizations and the limitations of having a diversified workforce. Basing on the fact that diversity is an element that is unavoidable in human beings; the report proposes that it essential for managers to adopt strategies of managing workforce diversity. Through the analysis of two companies; Telstra and Macdonald, the Report has been able to show practical applications of how organizations can manage workforce diversity. Workforce diversity is an aspect that is inevitable in any organization.
This is essential because Companies usually employ a workforce that possess a wide range of variations. This include aspects such people of different genders, ethnic groups, racial diversity, age and level education. As a result as O’ Leary and Weathington, (2006), argue diversity is actually a reality in the running of organizations as a result the main issues is how manage it.
The aspect of managing workforce diversity is evidently a popular issue in contemporary management. The major forces driving this focus on diversity management include increases in management literature exploring the advantages of managing diversity, ethical imperatives for equal opportunity, and legal requirements related to affirmative action and discrimination. This particular report seeks to evaluate the notion of managing workforce diversity by providing contextual case studies of organizations that have taken initiatives to manage the diversity of the workforce. The scope of the analysis will be grounded on analyzing the concept of workforce diversity, and also highlighting the advantages and disadvantages of the practice.
Furthermore, the scope of the report will cover the evaluation of two companies; Telstra and Macdonald Company, one of the Multinational Companies in Australia. Out of the information presented by the report; the conclusive result of the research is that it essential for managers to continuously implement initiatives of managing workforce diversity. 2.0 Description of Workforce diversity According to Walck (1995), diversity can be described as a variety of perspectives and experiences which arise from differences in culture, race, religion gender, gender, heritage, age, and sexual orientation.
In a broader perspective diversity can be described as the attributes used by people in order to describe themselves as different from others (O’ Reilly and Williams 1997). The basic meaning behind the concept of workforce diversity is the presence of individuals with many unique attributes within the organization. Although many managers may perceive diversity as an obstacle towards the attainment of organizational goals, O’ Leary and Weathington, (2006), argue that it is actually a double-edged sword that works towards raising opportunities for creativity; on the other hand it could also result to dissatisfaction among members.
With the advent extensive research on the area of diversity the aspect of diversity is moving from a problematic context to a concept that is unitary. As a result, researchers have proposed that organizations should work towards initiatives of managing workforce diversity in order to make diversity an aspect that enhances uniformity and profitability to the organization (Glenda et al, 2009).
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