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According to Kinicki, diversity represents the multitude of individual’s differences and similarities that exist among people. When developing a cultural diversity training program, one has to manage diversity with a new approach of inclusion and recognition. Managing diversity enables people to perform up to their maximum potential (Kinicki p. 111). As we analyze diversity, we will evaluate some common barriers and challenges in managing diversity. In developing a diversity program, we will analyze methods and procedures that will be apart of the program. Kinicki (p.*) says an important first step in overcoming these obstacles is for leaders to convey to their employees why the organization values diversity. There are some barriers that need to be addressed when implementing a diversity program. Through the programs rollout, employees will be informed that hiring diversity within the organization will not sacrifice the company’s quality and employee competency level. Career planning is essential in developing the diversity program and allows employees a roadmap to company’s senior level positions. By developing the plan, one knows that the company is committed to diversity. Working environment will be supportive and non hostile toward diverse employees. The plan will informed all employees that events posted on the company’s board will be all inclusive. Company sponsored events will have a committee that is well represented by all cultural backgrounds within the organization. Also, their will be heritage celebrations’ throughout the year to encourage all employees to learn their fellow employees cultural. In many companies, employees feel diversity ix not an organizational priority. Diversity has to be apart of... ... middle of paper ... ...der within the organization. Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced. Mentoring program becomes instrumental and breakdown barriers as employees are interacting and carrying out the organization’s vision. This allows employees to interact with employees of different cultures and backgrounds with the goal that one will learn more about the individual. Reward and recognition has to be promoted for small and large achievements. An effective reward’s program keeps employees engaged, dedicated, and committed to the organization. As discussed above, the active diversity program will have a model that is senior led and recognized as an initiative that is more than just words.
When the new mission statement was implemented, diversity initiatives were limited to the education depar...
Diversity management requires that both the individual and the system adapt to each other. It consists of a culture change that will remove barriers to success due to differences. It will do so by identifying and targeting the source of discrimination. This culture change is achieved through diversity awareness and skills training.
Finally, don’t wait to be legislated into adopting a diversity strategy. You want your employees and customers to see you as being out in front on this issue. They won’t, if you have to be forced by government or public opinion to embrace it (Poole, 1997, p.
Being successful at managing workforce diversity involves attracting and retaining the highest quality individuals in the talent pool. For managers it means learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Successful management of workforce diversity is a process that takes place in many stages and on many levels. It requires managers to first recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.
Within an organization, diversity is considered a having a population of people that are of different races or cultures working collectively. From this collection of people, a variance of perspective is formed and talent is fostered in order to maximize performance. These great minds work
This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:
Diversity management initiatives are long term and strategic in focus. They strive not only to recruit, but to actively develop, promote and capitalize on the different skills and perspectives of minority employees (Marquis, 2007.) Every day, peopl...
A basic problem regarding the implementation of diversity into the workplace is that its approach sometimes does not fit the interpretations of equity and equality according to the context in which it was meant.
Programs are made up to cover a wide range of topics. These topics include defining, developing and managing diversity, harassment prevention, cross cultural communication, and creating an affirming environment. Workers will be able to bring up their own specific topics as well.
Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors.
Reward Management (RM) has been defined as the distribution of monetary and non-monetary rewards to employees in an effort to align the interests of the employees, the organisation, and its shareholders (O’Neil, 1998). In addition O’Neil (1998) also suggests that a RM system can serve the purpose of attracting prospective job applicants, retaining valuable employees, motivating employees, ensuring legal requirements relating to direct and indirect rewards are not violated, assisting the company in achieving human resource and business objectives, and ultimately assisting the organisation in obtaining a competitive advantage.
Diversity and inclusion directly affect the culture of an organization because it allows the companies most important resource—people resource, to bring their whole self to the workplace. This in turns allows them to feel more confident, productive and better aligned to meet the goals of the organization collectively. We live in a globally interdependent world and which requires that we understand the different cultures, traditions, beliefs, and values of those who might be different from us. What better place to begin than with cross-cultural awareness training? In this paper I will cover the importance of cross-cultural awareness training, the rationale for the training, the topics, delivery methods, the
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
Review the results of multicultural workplace in the company, in order to improve and empowering the team members in the company.
Diversity is all around us and how organizations deal with the notion of diversity can be complex and quite diverse. We know that being diverse in the workplace is important to the organization's success, should be recognized, accepted, and embraced. It’s how the organizations live up to what they believe in and must go above and beyond legal compliance and requirements to promoting diversity and inclusion. Otherwise, employees may view the organization's vision and policies as lip service and only be tolerant of diversity because the organization said so.