The Impact of Workplace Diversity on Organisation
Added on 2020-06-03
14 Pages5438 Words80 Views
Leadership ManagementProfessional Development
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Examine thebarriers HRM
Table of ContentsCritical incident technique reflection........................................................................................................................9CONCLUSION.............................................................................................................................................................12REFERENCES..............................................................................................................................................................131
This essay will analyse the main obstacles and barriers experienced by practitioners of Human ResourceManagement (HRM) during the process of introducing an inclusive diversity policy. This essay will explorethe role of HR in effecting a successful inclusive selection. Various model of diversity given bydifferent authors such as Robinson and Dechant, 1980 and Zibarras (2010) is all given under this in order tomanage the diversity and selection process. The key points relate to language barriers, culturaldifferences and the counterargument focused on given by Kim, 2012. As today more companies aremoving toward a global level, element of diversity play a important role in reach large number of customers. Duringselection process the main issues which a manager face due to diversity management is that it is very costly and timeconsuming process and manager analyse the various factors in order to test the applicability of applicant underdifferent situations.Global diversity management is a concept which is used by managers to get the maximumbenefits of global workforce. Culture of acceptance is the approach of diversity management which can be used bymanagers to manage the activities of employees. Main focus of this approach is to create a environment that trulyappreciates and values to the diverse nature of workforce. Main advantage of this is that it help in identify thatdiverse individuals have diverse needs, characteristic and values and this approach seeks the acceptance of all thesefactors in order to create a health and productive environment. Main element of this approach is to make everyindividuals to be aware about their roles and responsibilities ad accepts differences in order to reduce the grounds ofconflicts, maximise performance of every individuals and provide an opportunity to every individuals to reach out tohis maxim potential. Main issues of diversity are respect at workplace, conflict, cultural differences, gender,communication, disabilities and communication. Due to globalisation of business activities diversity is one of themain challenge which face by enterprise. Number of employees from different culture and region work at enterpriseand it is very essential for every workers to respect the difference of every individuals. This help in create aenvironment of trust and loyalty at workplace and increase profits and productivity of enterprise. It is very essentialthat there must be effective communication at workplace and interaction programmes so individuals can share theirculture with other. Main barriers in DM which faced by HRM practitioner when trying to ensureinclusive system of selection can be better understood by following pointsCommunication plays a significantly important role in the whole process of selection. Inan organisation with workforce diversity, different age groups, religions and ethnicities arerepresented. In these circumstances poor communication between employees is a big obstacle(Fabel and Pascalau, 2013). It is easy to misunderstand someone who communicates in adifferent way. This misunderstanding leads to hampering the quality of official relationships(Cox, 2009).To promote good quality communication it is essential to encourage all members ofstaff to learn more about their peers and co workers and about various communication methods.This can be done with the help of diversity seminars and meetings 2
Attitudes: This is another common obstacle to achieving workplace diversity. This includesprejudice and stereotyping, negative behaviour and attitude can harm the working relationship,productivity and morale of employees. Attitudes of workers largely affect the business activitiesof enterprise. For example positive attitudes of employees helps in create a healthy workenvironment and enhance creativity at workplace and at the same time increase productivity ofbusiness activities. On one hand a positive attitude helps in creating a positive workingenvironment and increase productivity and morale of workers while on the opposite of itnegative attitude toward each other not only hamper the quality of relationship among workersbut also decrease their productivity and also affect the selection process of company. Where areyour references? See the articles I uploaded the week we did disversity managementProblem consultants: These are the individuals who help to attract and retain a diversifiedworkforce. However, sometimes this also come as a obstacle toward the HRM practitioner as itbecome difficult for them to choose a right consultant that will manage their company.Consultant affect the selection process of enterprise. Lack of employee involvement: According to the Diversity model by Cox and Thomas, 2009 To increasethe effectiveness of selection process and to manage a effective environment at workplace it isessential for employees to work alongside and value to the contributions of other individual (Kim,2012). For this, companies can offer education and training to them to create a supportive workenvironment. Lack of funding: In situation of lack of fund, no enterprise can execute its business operationseffectively. These largely affect the selection process of firm and its effectiveness. In absence ofproper financial resources it becomes difficult for employers to maintain the quality of work ofemployees. Language and cultural difference: This is known as the main feature of diverse workers thatthey speak different kind of languages due to their cultural differences. This can clash withcurrent workers who do not understand their language (Kim and McLean, 2012). All this createan uncomfortable situation where employees become unable to communicate with each other. Definition of diversity management is inseparably connected with the diversity concept (Dechant,1980).Workplace diversity refers to the differences among large number of people working inorganisation. It include the elements such as gender, race, age, personality, background,education and more. Concept of diversity fit with the concept of human resource strategy as this3
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