MBA502: Analysis of Company Diversity Report on AHRI Awards

This report provides an in-depth analysis of the Australian Human Resource Institute (AHRI) and its approach to diversity and intercultural management. Focusing on the Aboriginal and Torres Strait Islander Employment Award, the report examines the importance of workforce diversity and the implementation of intercultural management models, such as cross-cultural adaptation and the construction of a third culture. It evaluates the effectiveness of these strategies, highlighting the role of AHRI in promoting diversity through various programs and initiatives. The report also discusses the evaluation of intercultural management in terms of strategic perspectives and offers recommendations for improving diversity and inclusion efforts. The analysis covers the company's initiatives to break down barriers and foster a diverse environment, providing insights into the success factors of intercultural management and the importance of addressing cultural differences to achieve organizational goals.

Company Diversity Report
1

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
2

INTRODUCTION
Diversity is termed in the workplace that refers to an organization that intentionally employs
a workforce comprised of individual’s people on the basis of gender, race, age, ethnicity and
religions. Usually, these are represents the particular attributes in which define the diversity. It
should encompass various backgrounds and perspectives on the basis of experience and interests.
As a strategy, diversity gives the better opportunities for Australian HR institute to start
identifying new trends. Documentation will be representing the importance of workforce in
context of HR professionals, in order to manage and control leadership that creates or empower a
diverse culture. This report will discuss about the chosen enterprise such as Australian Human
resource institute (AHRI), identifying the diversity related awards. Analysis the report outlining
and analysing the intercultural management models or approaches implemented by Australian
HR institute. This documentation will examine the evaluation of intercultural management in
term of strategic perspectives and applied the suitable recommendation for better goals,
achievements.
MAIN BODY
Overview of the Company 200
The Australian Human resource Institute (AHRI) is based on the representing the
individual people and human resource professionals. This kind of institute provide the better
certification pathways for HR professionals, giving better training or mentoring whereas each
and every people can understand the important skills or knowledge. AHRI accredits Human
resource Qualifications at Australian Universities. AHRI was basically formed in 1943 as
personnel, industrial welfare officers Association (Alexandra, Ehrhart and Randel, 2021). Since,
formation is that Institute has been known as personal officer association, Australian HR
institutes. These are majorly contribute in the financial difficulties and provide the better
facilities or service for Australian Citizen. AHRI has bidding group representation with different
members, wining as bidders completed to purchase on 16 October 2006. Australian HR institute
has begun as management consulting firm before transitioning to offers best HR education in
3

Australia and around the global world. This is the best way to inspire or motivate HR
professionals to conduct suitable program. For instances, promoting the diversity among people
with the help of different programs, events. Upon the renewal of membership, All AHRI
members are majorly bound within specific constitution, code of ethics and other professional. It
is helping to manage or control the risks, threat within the particular committee charter.
Intercultural Management Models/ approaches and strategies implemented
Intercultural management is based on approach or strategies that develop more
understanding and respects of other culture within an international context. In practice, it means
that cultural differences being acknowledged or managed in properly. Intercultural management
plays important role because of AHRI work across the different countries or cultures. It is solely
within their own cultural aspect.
Australian HR institute has been implemented two different Intercultural model or
approaches in context of diversification. It involves cross-cultural adaptation and construction of
3rd culture. According to this approaches. It may occurrence of current traditional and culture of
Aboriginal Torres Islander people in Australia. The third culture or tradition can built naturally
and gradually in term of mobility or change (Min, Lee and Park, 2020). As a result, it has been
examined the intercultural communication, relies on the individual’s dimensions. The adaptation
of cross cultural strategy, which can define the sensation about the facts or existing practices.
Whenever, it has chosen the cross culture approach in which support for identifying the nature of
partners, their culture. It is not necessarily exclusive, they become complementary or lead to
other ways. It might have used the different phases of process, according to the context and
behaviour of involved parties.
As per analysis, It has been selected the Aboriginal and Torres Strait Islander
employment Awards. This is also known as employment awards in order to increase the diversity
among aboriginal Australian people. The Aboriginal & Torres Strait Islander (ATSI)
employment award is mainly recognised the excellence of job opportunities. It initiatives
towards program or events. It emphasis is on identifying the different programs and initiatives
4

that effectively break down all kind of barriers in regards of employment. This type of program
will help for providing the benefits, advantage for people to acquire more information or data. In
this way, it has been diversified the relationship between employees and organization.
Across the different cultural boundaries, It is one of the most impressive Human resource
tasks, which enabling the suitable cross cultural understanding. It is mainly applicable in the
different cultural related program or events. These are inspiring or motivating the individual
people to handle themselves. Australian HR institute has been taken major initiative to discuss
about the issues as a group and then nominate a spokesperson. In order to provide the group’s
view of opinion to the senior management (Ruparel, Choubisa and Seth, 2020). For Example-
Culture effects is one of important approaches, AHRI can use themselves in the program or
events. Afterwards, Individual Australian employees are basically empowered to give candid
feedback of others. This is totally depends upon the listening sessions. On the other hand,
Aboriginal & Torres Islanders awards are becoming successful because HR professionals had
made an effective plan. Thus, it encouraging the employees of Aboriginal people. Apart from
that company policies is another sign of successful integration and completely displayed the
value or capabilities of Australian HR institute (AHRI).
Evaluation and Recommendations
As per analysis, it has been identified that Australian HR institute establish a relation to
address different goals and objectives. Typically, primarily goals such as breaking-down barriers,
benefitting the company culture, brings a better mutual beneficial result or outcome for
employees. These are consider the important goals, which may have represented the establish
diversified culture or environment (Sablok, Stanton and Boyle, 2017). Different kind of initiative
programs, events associated with success of enterprise. In this way, Australian HR institute has
been achieved the Aboriginal & Torres strait Islander employment Awards.
On the basis of evaluation, it has been suggested the negotiation process in general way
to understand about the behaviour and reactions of both partners on the similar issues of
relationship. Australian HR institution’s behaviour can be created as stress, tension between two
5

partners. But it is majorly increases the cause of conflict risk, threats. Sometimes, it has been
improved by asymmetrical relationship, could be even tougher by other cultural differences
between partners.
On the other hand, the Success factor of Intercultural management is that when
identifying the importance or significance of any program or event. Despite the good way to
interact a better relationship between two parties, shared an effective management of enterprise.
It is not easy to realise, change the current culture or tradition but it can be created or developed
as diversification. Therefore, it is an essential aspect that negotiator address management issues
and also avoid the conflicts or blockages in the specific decision process. Usually, A negotiation
process can acquire more information, data so that HR members of AHRI applies the strategy
while conducting the programs or events. These are not only create a diversify environment but it
is always targeting the Aboriginal & Torres people. in this way, they have improved their own
lifestyle and living in the diversify environment or culture.
With the rapid development of recommendation, it is longer that can fix some golden
criteria for evaluating whether an effective intercultural management strategies such as Cross
cultural implemented in the organization. This will help for satisfying the recent years. Another
way, it has been recommended that provide better HR skill training for employees where they
can easily recognised the positive aspects (Yari, Lankut and Richter, 2020). It plays important
role to improve user satisfaction. As result, it is helping to increase more visibility and explore
potential user interests.
As per discussion, it has been analysed that Australian HR institute adaptation of
intercultural strategies in order to eliminate or remove certain kind of barriers. HR professionals
has been reviewed the diversity among Aboriginal people in Australia, implementing suitable
approach to light on the diversity and also measured in the overall business procedures (Yari,
Lankut and Richter, 2020). Moreover, it has summarised about the major optimization
approaches to suggest an appropriate procedures, exploring the effective diversity whereas AHRI
gain more popularity and achieve different awards or success.
6

CONCLUSION
From above discussion, it has concluded that Diversity is important conceptual termed,
which plays important role in the organization. As per analysis, it has been easier for categorized
the individual people on the basis of gender, race, age, ethnicity and religions. At that time, it has
been considered the diversity culture to provided equal rights. Typically, it has been focused on
“Aboriginal & Torres Strait Islander employment Award”, where company has wined this award
in last 3 years. In order to provide the better opportunities of Aboriginal people and develop as
diverse culture or environment.
This documentation has been representing the significance or importance of workforce in
context of HR professionals, in order to manage and control leadership that creates or empower a
diverse culture. In this report, it has been described about the chosen enterprise such as
Australian Human resource institute (AHRI), identifying the diversity related awards. Analysis
the report outlining and analyzing the intercultural management models or approaches
implemented by Australian HR institute.
7

REFERENCES
Book and Journals
Alexandra, V., Ehrhart, K.H. and Randel, A.E., 2021. Cultural intelligence, perceived inclusion,
and cultural diversity in workgroups. Personality and Individual Differences. 168.
p.110285.
Min, H., Lee, P.C. and Park, J., 2020. Open to diversity! Investigating the impact of cultural
intelligence on students’ preference for group work. Journal of Hospitality & Tourism
Education. 32(1). pp.14-24.
Ruparel, N., Choubisa, R. and Seth, H., 2020. Assessing the psychometric properties of cultural
intelligence scale among Indian employees. Current Psychology. pp.1-12.
Sablok, G., Stanton, P. and Boyle, B., 2017. Human resource development practices, managers
and multinational enterprises in Australia. Education+ Training.
Yari, N., Lankut, E. and Richter, N.F., 2020. Cultural intelligence, global mindset, and cross-
cultural competencies: a systematic review using bibliometric methods. European
Journal of International Management. 14(2). pp.210-250.
8