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The importance of human resources
Principles of managing diversity
Significance of the study on strategies for managing diversity in the organization
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Introduction
This literature review will examine areas of HRM’s part in dealing with a diverse labour force in associations to attain continuous economical benefit and government legislation that encourage, motivate and mandate diversity management in South Africa. This will be done by analysing articles and works in relation to the company Sasol and its subsidiaries in the country.
Diversity was indicated to be the outline of variances that make persons who they are and their joint abilities to give towards organisational goals (Arthur & McCombs, 2008). “Diversity management refers to the voluntary organisational actions that are designed to create greater inclusion of employees from various backgrounds into the formal and informal organisational structures through deliberate policies and programs.” (Hays-Thomas, 2004.; Kaiser & Prange, 2004; Nyambegera, 2002; Ozbilgin & Tatli, 2008.; Palmer, 2003.; Palmi, 2001. As stated on: http://www.sagepub.com/upm-data/35190_Chapter10.pdf), while Arthur & McCombs, (2008) argued that management of diversity was identified as a sensible decision and pledge done by a business in significance of variances in workforce through by utilisation of diversity as a foundation of power to accomplish business objectives. Workplace diversity is reflected as every characteristic that differentiate individuals (Hartel, Fujimoto, Strybosch & Fitzpatrick, 2007).
HRM Role in managing a diverse workforce for sustained competitive advantage
HRM’s role in diversity management was that it resulted to continuous cultural transformation and long-term achievement in reaction to mutable labour marketplace (Arthur & McCombs, 2008). Arthur & McCombs (2008) stated that SHRM and Fortune Magazine reflected that 52% o...
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...sed on 1 May 2014., Retrieved from URL: http://www.sasol.com/sustainability/our-people
South African Department of Trade and Industry. (2007). The DTI welcomes Sasol BEE deal. Accessed on 1 May 2014., Retrieved from URL: http://www.gov.za/speeches/2007/07091416151005.htm
Starks & Brooks (2009), what are the important aspects of successful Human Resource Management? Journal of Management, 70(05), 198-276.
The South African Department of Trade and Industry. (2013). Act No. 46 of 2013, Broad Based Black Economic Empowerment Amendment Act, 2013. Government Gazette, 27 January 2014. Accessed on 1 May 2014., Retrieved from URL: https://www.thedti.gov.za/business_regulation/acts/BEE-Amendment_ACT2013.pdf
Wilson, E. M., & Iles, P. A. (1999). Managing diversity–an employment and service delivery challenge. International Journal of Public Sector Management, 12(1), 27-49.
Scott, K., Heathcote, J., & Gruman, J. (2011). The diverse organization: Finding gold at the end of the rainbow. Human Resource Management, 50(6), 735-755.
Cañas, K. A., & Sondak, H. (2014). Opportunities and challenges of workplace diversity: Theory, cases, and exercises (3rd ed.). Upper Saddle River, NJ: Pearson.
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
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...
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
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...
Barak, M. E. (2005). Managing diversity: toward a globally inclusive workplace. Thousand Oaks, Calif.: Sage Publications.
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Riccucci, N. M. (2002). Managing diversity in public sector workforces. (p. 28). Boulder, Colorado: Westview Press.
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).
For the purpose of this paper, I will define what the term Diversity means, and then I will concentrate on the diversity as a result of geographic origin or ethnic diversity. I will look at how ethnic diversity is managed generally and then how my employer, deals with the diverse ethnic groups in its organization and what it needs to improve on.
Diversity within the context of public administration refers to the differences and similarities that exist among an agency’s employees, potential employees, customers and other stakeholders. The differences and similarities include groups that are legally defined by equal opportunity laws and regulations which includes (but is not limited to) ethnicity, sexual orientation, gender and age. Public leaders are tasked with ensuring that agencies follow best practice standards to ensure equal opportunities for employees of each of these groups. In order to do so, public leaders must value the complexity of diversity in order to understand that few employees will be defined as belonging to a particular group (N...
Diversity in the workplace is important for employees because it manifests itself in building a great reputation for the company, leading to increased profitability and opportunities for workers. Making sure all members, students, parents and guarding’s are welcomed at all times in a well-mannered environment Workplace diversity is important within the organization as well as outside ensuring all different are put aside and everyone can come together and work well as a great team.
The researcher believes, in this fast-changing era, any kind of company or organization should be able to improve the quality of workplace diversity by having some important main factor to boost the new paradigm of a diverse workplace, such as: