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. Personal Management (PM) is the outdated version of managing human resource in an organization. To resolve the conflicts of PM, a new concept was developed, which is HRM that incorporates people as the most vital resource of an organization that performs ultimately to gain competitive advantage. During 1980’s many …show more content…
Best fit is a cross link between the Hard HR model. Besides, both of the models attempts to link HR practices and organizational External environment. With the “Best fit” theory businesses shadows a cost leadership structure to narrow down the jobs and sophisticate with very less job security to employees, while most of the companies follow different theories to highlight training and development. However, this argues that SHRM activities must be involved with each other to get linked to the strategic objectives and aims of the business. To a certain degree there isn’t a specific way or strategy to cultivate a best fit for an organization “It is clear that combining techniques greatly increases accuracy , the combination of intelligence tests with structured interview, integrity test or work sampling leads to a substantial improvement in validity" (Schmidt and Hunter,
The two important dynamic realities that impact the environment of modern organizations are morals and diversity. Diversity is available when there is a mixture of varies and similarities regarding age, religion,
Diversity also encompasses acceptance and respect proving that each individual is unique. It provides a safe and nurturing environment for the employee and will help the organization prosper and succeed. Diversity provides an understanding of each other and helping one to move beyond simple tolerance of embracing and celebrating the dimensions of
A management philosophy helps an individual to know the direction and the steps to follow when in a position of management. The various concepts of management have been very helpful, and they have had an impact on my personal management philosophy. Planning is an action that involves thinking about a project and organizing them in a manner that is likely to lead to the desired goal (Dumas, 2013). Planning can assist in ensuring that a task is completed in a systematic way to avoid confusion or distractions so that it has a successful outcome. Organizing aids in establishing activities and resources as well as roles are to be grouped to carry out the plan (Griffin, 2016). My personal management philosophy includes becoming an effective leader
Businesses that promote diversity in today's global marketplace are better able to attract and retain the best talent. Employing a diverse workforce allows a company to utilize the potential within the job market to its fullest and contributes to overall economic growth and prosperity. Differences among co-workers should not divide a workplace. Rather, differences among co-workers should be used to foster creativity and innovation, thereby driving profitability and business success.
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
In relations to the work force, organizations are diversifying their workforce. They are realizing the importance of diversity and how it can benefit the organization, given that diversity brings different point of views and values to light. As an organization, we should not simply proclaim a set of values. Instead we should immerse both managers and employees in the organization’s ideology. Any disconnect in behavior between mangers and employees will strongly undermine the values of the organization. The undermining of these cultural values creates uncertainty in the minds of employees thus leading to potential conflicts.
Diversity in the work place and the ideas from all its unique employees is crucial to enhancing the work environment and to boosting the company’s growth. Having a male dominated work place gives little room for outside ideas. In the article, Diversity - The Gift That Keeps Giving states that “According to Professor Roy Y.J. Chua, “The more your network includes individuals from different cultural backgrounds, the more you will be creatively stimulated by different ideas and perspectives...Importantly, these ideas do not necessarily come from the network members who are culturally different from you.” Having different perspectives give a company the upper hand when compared to other companies that only have similar minded employees working together.
Within an organization, there are always people that think and behave differently, all dependent on their personal values and cultures. Efficient managing of the human resources is an art, and it is hard to find a perfect solution/combination. It is important that management recognize and understand that people work differently. This is why it is important to have strong cultural foundations that also guides how employees are expected to behave and work. Thereby it should be easier for management to utilize the work force diversity to something meaningful.
The Merriam-Webster Dictionary (n.d.) defines diversity as “the condition of having or being composed of differing elements; especially, the inclusion of different types of people (as people of different races or cultures) in a group or organization”. In general, diversity is often only related with differences in race and gender. In actuality, numerous elements can determine diversification in the workplace. Elements such as skills, abilities, experience, values, age, and education could be part of a diverse footprint in an organization. Other important attributes related to diversity include disabilities, religion, sexual orientation, and marital status (Guillame et al., 2013). The adoption of diversity in the workplace has the potential to increase organizational effectiveness in many ways. Organizations that practice diversity tend to increase their capacity to innovate and make better decisions.
The importance of Human Resource management is associated with the beginning of mankind. As the knowledge of survival had begun including safety, health, hunting and gathering, tribal leaders passed on the knowledge to their youth. However more advanced HRM functions were developed as early as 1000 B.C and 2000 B.C. Since the modern management theory took over, the working environment was transformed into a more friendly and safe work place. The workers were termed as most valuable resources. While some companies took the human side of employment seriously, there were others who did not find it mandatory. Hence they faced huge labor unions and factory shut downs (Henning, 2001).
Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses. It needs a certain numbers of policy and regulations to follow and adjust before businesses or organizations are actually considering diversity. Also, work diverse group come from people that has different ages, ethnicity, and sexual orientation working together to form a multicultural workplace. There are some
Increasing diversity in an organization can drastically change the way customers view and trust the company as a whole. It can be the difference that causes a customer to choose one company over another. For example, City Side Financial Services recognized this fact in the article we read, “Managing Diversity at Cityside Financial Services”, and set forth to boost their diversity. Some of the steps that Cityside took in order to realize the benefits that diversity can bring to their organization were to hire based on local demographics and break into two different teams to handle different types of accounts. Cityside was located in an increasingly African-A...
The organisation must carefully select and sustain the employees that will be able to accomplish the organisation’s goals. The important role in the organisation is their people, which cannot be overemphasized enough due to the fact that they are the driving force behind any organisation’s goal. (Esther Ejim, 2013). According to Becker and Huselid (2006), the SHRM focuses on organisational performances rather than individual performances. SHRM also encourages the managers to be more proactive to think ahead. The objective of SHRM according to Armstrong (2011) is environment, organisation, HR analyst (staffing) must ensure that the people in organisation has sufficient knowledge, skill and abilities to accomplish the goals.
Diversity issues will gain importance because of the effective interactions and communications between the people. Diversity is the reality of the business world. It can have negative and positive impact on the employee’s behaviour towards work and work results. This also depends on how the employees have understood it and grasps it.
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)