Training and Development
DeREE – the AMERICAN COLLEGE OF GREECE | Managing Diversity | Zafeiria-Sotiria Fournaraki | | MG 2034 B1 L5 - Human Resources Management | Dr. Eleni Patra |
October 26, 2012 |
Table of Contents I. Introduction………………………………………………………………………..3 II. Diversity: Positive and Negative Effects …………………………………………3
2.1. Diversity Effects on Individuals………………………………………….3
2.2. Diversity Effects on Groups……………………………………………...4
2.3. Diversity Effects on Organizations………………………………………5 III. Implications of Management……………………………………………………....5 IV. Case Study: Google………………………………………………………………..6 V. Conclusion…………………………………………………………………...…….7 VI. References…………………………………………………………………………8
I. Introduction
In many organizations around the world, the workforce has become increasingly diverse. Employees with different socio-economic status, sexual orientation, cultural background, gender, race, age, physical abilities, ethnicity, political beliefs or other ideologies share the same working environment. Workforce diversity means understanding and accepting “each other’s individual difference” (Patrick, 2011, p.38). Patrick also adds that managing diversity entails the comprehending of the uniqueness of each individual thus creating a productive environment that motivates and “empowers” employees. According to IBM’s vice president Childs Jr. (2005), any business that attempts to be successful, should have a “borderless view” and an enduring devotion to assure that workforce diversity is part of its daily operational plans. Okoro and Washington (2012) also report that due to the globalization age we live in, organizations will be successful only if they will “embrace and encourage workforce diversity”. In order to have a successful business in the current global competitive environment, effective communication among employees should be achieved (Okoro & Washington, 2012) but the heterogeneousness among employees, increases the challenge of
October 26, 2012 |
Table of Contents I. Introduction………………………………………………………………………..3 II. Diversity: Positive and Negative Effects …………………………………………3
2.1. Diversity Effects on Individuals………………………………………….3
2.2. Diversity Effects on Groups……………………………………………...4
2.3. Diversity Effects on Organizations………………………………………5 III. Implications of Management……………………………………………………....5 IV. Case Study: Google………………………………………………………………..6 V. Conclusion…………………………………………………………………...…….7 VI. References…………………………………………………………………………8
I. Introduction
In many organizations around the world, the workforce has become increasingly diverse. Employees with different socio-economic status, sexual orientation, cultural background, gender, race, age, physical abilities, ethnicity, political beliefs or other ideologies share the same working environment. Workforce diversity means understanding and accepting “each other’s individual difference” (Patrick, 2011, p.38). Patrick also adds that managing diversity entails the comprehending of the uniqueness of each individual thus creating a productive environment that motivates and “empowers” employees. According to IBM’s vice president Childs Jr. (2005), any business that attempts to be successful, should have a “borderless view” and an enduring devotion to assure that workforce diversity is part of its daily operational plans. Okoro and Washington (2012) also report that due to the globalization age we live in, organizations will be successful only if they will “embrace and encourage workforce diversity”. In order to have a successful business in the current global competitive environment, effective communication among employees should be achieved (Okoro & Washington, 2012) but the heterogeneousness among employees, increases the challenge of
References: Marques, J. F. (2007). Implementing workplace diversity and values: What it means, what it brings. Performance Improvement, 46(9), 5-7. doi:10.1002/pfi.159 McMahon, A THE JOURNEY TO DIVERSITY MATURITY. (2011). Profiles in Diversity Journal, 13(6), 23-29. Andrew Patrick, H. (2011). Knowledge Workers Demography and Workplace Diversity. Journal Of Marketing & Management, 2(2), 38-73. Ancona, D., & Caldwell, D Okoro, E. A., & Washington, M. C. (2012). Workforce Diversity And Organizational Communication: Analysis Of Human Capital Performance And Productivity. (English). Journal Of Diversity Management, 7(1), 57-62. Tremayne, J Sreedhar, U. (2011). Workforce Diversity and HR Challenges. Advances In Management, 4(10), 33-36. Ilmakunnas, P., & Ilmakunnas, S. (2011). Diversity at the Workplace: Whom Does it Benefit?. De Economist (0013-063X), 159(2), 223-255. doi:10.1007/s10645-011-9161-x Childs Jr., J Kirby, E. L., & Harter, L. M. (2003). Speaking the Language of the Bottom-Line: The Metaphor of "Managing Diversity". Journal Of Business Communication, 40(1), 28-49.