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Diversity principles of management
Diversity principles of management
Importance of diversity in management
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Executive Summary
This part will summarise the context of the report describing approaches for the general discussion about people management and its link to the nature of business as well as the specific approach of Marks&Spencer to diversity applied to several theories and examples.
Introduction
This will introduce the general discussion by giving a brief idea of the nowadays nature of business, which is characterised by the requirement of creating value and achieving a competitive advantage (Armstrong and Brown, 2001, p.3). In order to introduce the relationship between the chosen company Marks&Spencer and diversity, this part will also present the business and key figures of M&S as well as a discussion about the origin and development
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Pluralist
In the perspective of the Unitarist conflicts between managers and employees represent an outcome of incorrect developments, because the organisation´s purpose should lead to a balance of interests within the whole company.
Pluralism, on the other hand, states that the usual conflict arising from the different opinions of employees and management is not seen negative. Therefore the theory describes how the different viewpoints should be combined in order to achieve a compromise. (CIPD, 2008, p. 10-11)
Marks&Spencer implement the pluralistic approach to their diversity management which becomes clear through their commitment on the company´s website to find in every situation a solution between the needs of the business and the personal circumstances of the employee. (Marks&Spencer, 2016a) Several tools like the Code of Ethics and Behaviour and the independent internal hotline support this commitment seeking the creation of a working environment within every employee is treated as an individual that is able to communicate its opinion. (Marks&Spencer, 2016b, p.2, 5)
Strategy
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(https://books.google.es/books?id=OGjFB3-S8z4C&pg=PA139&dq=two%20factor%20theory%20herzberg%20hrm&hl=de&sa=X&redir_esc=y#v=onepage&q=two%20factor%20theory%20herzberg%20hrm&f=falsep. 139)
In order to achieve this satisfaction, Marks&Spencer implemented the Yammer network within any individual of the company can congratulate its colleagues for their work. This generates a working environment in which the individual itself is being recognised and awarded. Because of the fact that this represents a motivational factor according to Herzberg, the workforce gains job satisfaction and the movement of diversity is strengthened.
As companies began to offer workplace principles of independence, out of the box thinking and open-door policies; wouldn't it be even more important to have a cultured workplace. Workplace diversity is the here & now and also the wave of the future as markets expand into global territories. Setting the legal obligations asides a company should want to maximize its potential by reaching out beyond its current marketable persons and into other bodies of people. The cause of having such a diverse foundation shows growth and understanding to support the "changing of the times" of the modern workforce. The effects are how diversity impacts the company's personnel, economy, and global markets.
We live in a world full of differences. Differences in gender, age, ethnicity, religion, education, culture and many more other aspects of life. For example, in the Netherlands, 16.9 million people live on 33.8 m2 with 190 different nationalities, 189 different cultures and 7 different generations (CBS, 2014). This diversity logically is also apparent in today’s business life and provides unique challenges and opportunities in the workplace (Kappoor & Solomon, 2011).
Primark is an established clothing retailer and also ranges products such as accessories and homeware, by 2012 Primark had 238 branches running internationally across Europe (Primark, 2016a). The company was first located in Dublin, where they were initially named Pennys, and have grown into becoming a branded name for offering value for a driven fashionable look (Primark, 2016a). Just like many retailers, Primark does not manufacture their goods themselves, but use contact suppliers to produce their good to specification, souring from across Europe and Asia. (Primark, 2016b).
Marks & Spencer is one of the UK's foremost retailers of clothing, foods, homeware and financial services, boasting a weekly customer base of 10 million in over 300 UK stores. Marks & Spencer operate in 30 countries worldwide, and has a group turnover in excess of £8 billion. It has specific values, missions and visions. It’s main vision is ‘to be the standard against which all others are measured’, it’s main mission is ‘to make aspirational quality accessible to all’, and it’s main values are quality, service, innovation and trust. (www.marksandspencer.co.uk).
There are many different forms of diversity that effect human behavior and the culture of companies. These many different values, skills and abilities, ages, and occupations will be a challenge for managers today to find creative new ways to incorporate each individual’s ideas into their business and to create a productive culture that values every form of diversity.
Diversity training program is a distinct set of training that aimed to facilitate a positive inter-group interaction, enhance skill and knowledge base to interact with other people (Alhejji, Garavan, Carbery, O 'Brien, & McGuire, 2015). Recent trends show current work environment being diverse. Therefore, they require workers and employers to possess the relevant skill, abilities and knowledge, in order to interact with colleagues, customer and clients in more effectively (Jones et al., 2013). Jaynes & Dipboye (2004) states that if an organisation have diversity within their team, they can facilitate success by fostering creativity and enable company to connect with their stakeholders (Jones et al., 2013). In order to commit social justice, the higher managements and boards in the Not for profit sector needs to reconcile their moral and business principles through utilitarian argument. At the same, it needs to re-establish accordingly (Tomlinson & Schwabenland, 2010). A case study example shows UK voluntary organisation had equality and diversity in their work environment, which helps them to be diverse
business that I have chosen to do is well know in the UK retail. This
Bendix states that managerial ideologies “interpret facts of authority and obedience to … eliminate conflict between (Bendix, 1956)” the party in interest which “is either denied … or justified (Bendix, 1956)”, implying that an effective manager can nullify problematic engagement between employees and donate a veracious solution through an authoritative manner with the affirmation of merit qualifying the party to understand the matter at hand. However,
The purpose of this research is to provide a substantial assessment/explanation/analysis of the degree to which the McDonald’s operates based on a universal cultural or whether it is most strongly influenced by the national culture of that country. The researcher will explain how McDonald’s uses diversity and organizational initiatives to contribute to the corporate bottom line. Finally, the researcher will evaluate the company’s bottom-line rationale for diversity initiatives.
In a world that has grown increasingly smaller due to mass media, world travel, and readily available information, the workplace has grown increasingly diverse in both gender and cultural aspects. Individuals no longer live and work within the confines of their geographic locations. At almost any position with any company the individual employee is a part of a larger world economy that harvests assets from the ends of the earth. Because of this, companies seek to capitalize on diversity to become more creative and flexible in their business models.
The unitary approach to IR is perceived that everyone has a common interest. All the employees share the goals of the organizations and cooperate properly with management, as one unit or team. The purpose of this approach is to be harmonious and for employees to build a good relationship with the employer. If there is any dispute it is seen as disruptive and treacherous, as the organization goals are above interpersonal conflict. Management does not seek negotiations with employees and unions since it is not seen as being necessary for achieving harmonious employee relations
Explain which theory or theories you consider best explains the occurrence of conflict in the employment relationship.
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...
people who are different from each other to diverse the company culture to find different viewpoints and ideas to gain Competitive advantage (Simmons, 1996). Organizations that are lacking diversification and which are also being exposed to the general approach of minimizing the discrimination and injustice will unfavorably affect both customer and employee while diminishing the relationships with both parties (Kundu, 2001). Peters et al. (1982) conveyed that OC should create a diverse body of employees, customers and stakeholders that are being valued and integrated in to all dimensions of the work where that particular company may learn from the people they serve, by listening internally and externally to them.
Unitarist believe that both, the employers and the employees have the same objectives and are ultimately pursuing the same goal. If there is clear communication between the employers and the employees there is no room for conflict. Unitarist believe that a conflict between these two parties can only arise if there is a communication error or one of the t...