Managing diverse workforce Essay Example for Free

Managing diverse hunt down force EssayWorkforce mutation embarrasss the obvious differences we see when we look virtu wholey race, gender, national origin, sexual orientation, age, religion and ethnicity. But its also the less obvious traits, the subtle differences that frequently register with us unconsciously, such as socioeconomic status, marital status, educational background, language, accent and appearance. We all bewilder something that f bes us unique, some special talent or ability that we bring to the table that differentiates us from our colleagues. Thats diversity at its best. Sourcing and managing tribe from a diverse background have become a vituperative part of an employment and management strategy. Workers who vary in age, gender, ability, sexual orientation, socioeconomic background or stopping point, ethnicity and language, key out a verificatory contribution to an organizations workforce theyre an asset to organization culture and the puke line as companies and managers ar realizing every day that passes. There is a common public opinion that a diverse workforce brings innovative and creative solutions to an organization from away(p) the box.An effective corporate diversity program is a powerful way to gain a competitive vantage and patronize apart from competition. It disregardt be overstated that diverse workforce brings real bottom-line value to any(prenominal) organization. Diverse workforce allows organizations to break barriers, attract new customers and build customer-base and jock form strategic alliances with partners cross shipway the globe by having better knowledge of the target markets and establishing better communication capabilities and having ability to communicate in a variety of languages including infering of cultural differences.Just over half of the employers polled in Canada said they phone a shortage of quali? ed workers in the next ? ve years and approximately 67% believe they before lon g have a more diverse workforce than 5 years ago. These forward-thinking companies are not only when placing an emphasis on making a positive contribution to their workforce but on their bottom line. SourceRandstad Despite Workforce diversity is becoming common phenomenon across Canada, managers of today are progressively facing the challenges of handling a diverse workforce and being sensitive to this diversity (Tjosvold, 1985).The rationale merchantman this investigate is to understand challenges organizations are facing as a result of managing diverse workforce. Additionally the research would try to look into various ways managers basin overcome these challenges and make managing diverse workforce a real success. The concept of managing diversity originated in America following the growing need to manage cross-cultural and item-by-item differences in an increasingly diverse demographic workforce (Cox Blake, 1991).In Canada, immigration and large amount of women entering the workforce promoted diversity management efforts since the 1990s, although the workplace composition differs from that in the USA (Miller A. Rowney, 1999). Experts (Fernandez, 1993 Rice, 1994 Carnevale and Stone, 1994) indicate that rail line owners and managers who hope to create and manage an effective, harmonious multicultural workforce should remember the importance of the following place a good example This basic tool can be particularly valuable for minuscule assembly line owners who hope to establish a healthy environment for people of different cultural backgrounds.This is because they are generally able to wield significant control over the business basic outlook and atmosphere. The leaders must exhibit strong commitment to addressing issues like myths, stereotypes, and real cultural differences, as well as organisational barriers that interfere with the full contribution of all employees. Communicate in Writing Organization policies that explicitly forbid prejudic e and discriminatory behavior should be included in employee manual, mission statement and new(prenominal) written communications. Diversity should be a super-ordinate goal instead of a goal assigned to individual group.Training Programs Awareness and skill construction training programs provides information on cultural norms of different groups and how they may affect work behavior. New employee orientation programs are ideal for introducing workers to organizations expectation regarding handling of fellow workers irrespective of their cultural or ethnic background. Recognize individual differences There are name of dimensions around human relationships. These include but not limited to acceptance of power equality, desire for gild and structure the need to belong to a wider group etc.Difference should not be faux to be cultural. Other sources are personality, aptitude or competence ( Goffee, 1997). Actively seek input from minority workers Seeking opinions of minority groups and their involvement on important matters is beneficial not only because of the contributions they can make but also as it sends a message that they are valued by the organization. Revamp retort system An organizations performance appraisal and reward system should encourage and reinforce effective diversity management.compromising Work environment Cox (1994) indicated that fictile work environment could be highly beneficial for and to people of non-traditional cultural background because their approaches to problems are more likely to be different from past norms. Continuous monitor Experts recommend that business owners and managers establish and maintain systems and routines that can continually monitor the organizations policies and practices to tell that it continues to be a good environment for all employees.Periodic surveys should be conducted by management to understand employees needs (Jorgensen, 1993). Impact of Diversity on Organizational Culture Hill and Jones defin ed organizational culture as those set of norms, values, and attitude that defined the way the employees of an organization behaved and interacted with each other and with others outside their organization (Hill and Jones, 2001). Organizational culture has been seen as instrumental in impacting individual employees in an organization.A positive organizational culture promotes diversity by taking advantage of diverse talent pool as well as intellectual capital whereas a negative organizational culture lead stifle and discriminate against diversity and thus affect the work environment and consequently the employee productivity (Chatman and Spataro, 2005). Thomas set that organizational culture is responsible for the systematic and planned way in which a diverse workforce is managed in an organization and their skill sets are put to use for the benefit of the business (Thomas, 1992).With dramatic borrowing of diversity as a value-add across number of organizations, its become impor tant to make authorized organizational culture promotes workplace diversity. It mean extensively analyzing a organizations current culture and changing those part that limit cultural diversity. Also, it means recruiting new employees for the skills they can bring to the organization rather than their cultural homogeneity.Lastly, it means working with a management team to help them understand that cultural diversity is a business issue, and their own careers will benefit from enabling their employees to reach their full potential (Managing Diversity, 1999). Diversity management contains third (3) components 1. Equal Employment Opportunity/Affirmative Action programs direct attention to laws that guide recruitment and promotion. 2. Valuing differences centers on interpersonal qualities that shape managements relationships with their employees.3. Managing diversity wayes on the diverse quality of employees work-life needs such as childcare, family leave, and flexible holiday sched ules. It requires setting policies and procedures that empowers managers to meet employees needs (Galagan, 1999 Jenner, 1994 Wilkinson, 1999). Managing diversity is managing human resource needs, says Ben Harrison. ( Jenner, 1994). Human resource violence alone cant do the work of managing diversity.All levels of managers should implement programs designed to heighten awareness of cultural differences, foster appreciation for these differences, and identify the commonalties among the various ethnic groups. Managing diversity is an effort that will involve all members of the organization In order to reap the fruits of diversity. The process should start by including managing diversity into the overall strategy, this will promote cultural synergy and effectively integrating the better elements associated with multiple cultures.This tactic will help in aiding of identifying and implementing of new practices in companies with diverse units. Steps to be taken to begin managing diversity are 1. Assess your organizations needs by conducting an organizational audit to determine which diversity problems exist. The audit should consist of surveys, interviews, focus groups, or a combination of these. 2. One should learn all s(he) can by exposing him/herself to different types of people, for this can reduce Stereotyping. 3. Strengthen top managementscommitment level. White males control the resources and feel most of the fear therefore, they should be informed of the importance of their involvement, for this can reduce if not eliminate their fear. 4. Develop new selection criteria that include personality characteristics. Promote cultural synergy by effectively integrating the better elements associated with multiple cultures. 5. embellish in communication training to reduce prejudice and develop 6. Choose solutions that balance strategy to arrive at the organizations goals. 7.Build diversity into your leadership team You must plan for the development and promotion of your employees. 8. Look for ways to adjust your organization to your workers. This means the organizations culture should be employee oriented. Instituting flexible management systems to accommodate diverse workers can do this. This includes job sharing, flextime, and separate reward and benefit systems. (Managing Diversity, 1999,Galagan, 1999Nelton, 2000) Conclusion At the end of the day appreciating diversity in people means recognizing, accepting, and supporting their differences.In addition, properly managing diversity means creating an environment that takes advantage of the different characteristics of everyone, which is in the best interest of the organization and the employee. The concept of managing diversity was developed as a result of the changing demographics of workforces, imperfections of Affirmative Action programs, and discrimination laws. Managing diversity involves consumption of all program and resources to building systems and a culture that unite different peop le in a common pursuit without undermining their diversity.It differs from solo using from Affirmative Action programs or other of its kind, because it creates an environment where all individuals can contribute to their maximum potential. Attaining support from top management is the most important implementing step in the process, which is necessary to ensure success. Additionally, it reduces the fears of the possessive group. Through the use of all valuing diversity, managing diversity and affirmative action companies create a qualified, diverse work force that appropriately reflects the demographics of its communities.