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Original Case Study : GHANA

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Added on  2020-12-29

Original Case Study : GHANA

   Added on 2020-12-29

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Original Case StudyGHANA
Original Case Study : GHANA_1
Table of ContentsINTRODUCTION...........................................................................................................................1CONCLUSION................................................................................................................................3RECOMMENDATIONS.................................................................................................................3REFERENCES................................................................................................................................4
Original Case Study : GHANA_2
INTRODUCTION An organisation consists of diversified workforce where people belonging to differentcaste, creed, colour, background, etc. works. As said by Rojas, (2018) employees are the coreasset for business as they perform activities through which goals are attained. Moreover, havinga diversified workforce reflects equality and positive culture. This report will describe diversityplan developed to resolve issues and maintain equality in Ghana Armed Forces. Statistics and information The total manpower available in Ghana is 12,500,000 and among them only 8,360,000are fit for armed forces. Besides this, 530,000 people reach age of 18-30 annually for thisprofession. The total military personnel in Ghana is 13,500 only. By analysing information, itcan be observed that there are approx. 300 complaints identified in Ghana Armed Forces. Stakeholders consulted In order to develop plan, many stakeholders were consulted. first of all, governmentofficers of were included to develop policies. Also, officers of Navy were involved in it. Thepeople of HRD Ministry were called upon in developing policies. So, under the supervision of allthese stakeholder’s diversity policy was formulated. Key diversity issues In recent times, there are many issues related to diversity has occurred in Ghana ArmedForces. This is due to rise in complaints of poor service, failure to deal with complaints, etc. So,many officers have given resignation due to this. there has been a negative impact on culture andmental health of employees due to issues. the major issues are harassment, conflicts, disrespect,etc. in organisation. It is important to solve them by bringing in equality. Benefits of embracing diversity- De Aquino and Robertson, (2017) stated that diversifiedworkforce helps in creating a positive culture within organisation. It empowers other people towork in creative way by guiding them. This enables in generating more revenue. The peoplepossess different types of skills which leads to greater productivity. The skills and knowledge arebeen implemented within business operations. It leads to making changes in process whichresults in enhancing efficiency. Besides this, diversity allows employee to participate more indecision making process. Diversity Plan’s Vision- Empowering equality 1
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