Strategic Management and Leadership: Organizational Diversity Analysis

This report provides an overview of organizational diversity, highlighting its significance for long-term success. It details an effective systems approach to designing training programs, including analysis, design, development, implementation, and evaluation. The report also offers practical tips for managing stakeholders, assessment strategies, and resources, emphasizing the importance of communication, building trust, and effective resource planning. The conclusion underscores the need for companies to implement strategic diversity, training programs, and stakeholder management to achieve their goals. The report also provides a list of references that were used to write the report.

Running head: Strategic management and leadership
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Strategic management and leadership
Table of Contents
Introduction.................................................................................................................................................3
Design and develop organizational diversity...............................................................................................3
Approach to design the training program...................................................................................................3
Tips to manage stakeholders, assessment strategies and resources...........................................................5
Conclusion...................................................................................................................................................6
References...................................................................................................................................................6
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Introduction
The report presents a brief overview of the organizational diversity. It explains that how
diversity plays a significant role in every organization to gain the long-term success and growth
in the market. It explains the effective approach to design the training program effectively. It
explains that how the company can maintain the strong relationship with its stakeholders within
the organization.
Design and develop organizational diversity
The concept of diversity is unique and excellent. The Diversity refers to an understanding
that each person is unique, and identifying the individual differences. These can be along the
measurement of ethnicity, gender, socio-economic status, race, age, religious beliefs, physical
abilities, ideologies and political beliefs. It is the study of these differences in a positive, safe and
nurturing environment. Further, diversity refers to the equal employment and opportunities
without any favoritism and bias. Diversity is good and effective for every organization in order
to meet the sustainable development and to achieve the goals and objectives of the firm. Further,
diversity is the effective key element of effective management and people in the workplace.
People should maintain diversity at the workplace to meet the goals and objectives of the
company. It is the learning strategy which provides a lot of knowledge and experience to the
people within the organization. The organizational diversity plays a vital and integral role to
make company attractive and effective. Through organizational diversity, employees improve
their ability and performance to achieve the long-term goals and objectives. Diversity is one of
the biggest strengths of the company (Zhang, Rousseau and Glänzel, 2016).
Approach to design the training program
The systems approach is the effective and unique approach to design the training
program. There are five stages of systems approach which have been discussed below (Jones et
al, 2014).
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The analysis is important in a systems approach to design the training program. It is
necessary to design a training program. The design is another stage of the systems approach.
Design includes the charts, flowchart and various data (Creswell, 2013). The development is the
third stage of systems approach which evaluates the training programs. After the development of
strategy, the firm implements this strategy to design the training program. Implementation is the
fourth stage to prepare and conduct the training and other activities according to the SOPs and
WIs. It uses various platforms, templates, materials, documents, and methods to design and
develop the various phases. The various data are collected to evaluate and measure the
performance of the employees. Evaluation is the last stage of the systems approach. It is essential
to determine, designs and implements business needs in order to meet the goals and objectives.
Evaluation provides the various data to determine and evaluates the performance of individuals
(Mertens, 2014). Need analysis verifies and analyzes the training problem and evaluates the non-
training solutions for a problem. This approach is suitable to design the training program
effectively. In this approach, firstly the company analyzes the methods and techniques of the
training program after then it designs the training programs. In third stage, it develops the
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Analyze
Design
Develop
Implement
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various training programs. Later, it chooses the effective approach and implements within the
organization. After implementation, evaluation is done by the company to design the training
program effectively and efficiently. Further, various strategies can be adopted and used by the
company to design the training program such as classroom technique, hands-on training,
interactive training, online or E-learning technique, computer based training and blended
learning technique (Verde et al, 2013).
Tips to manage stakeholders, assessment strategies, and resources
A stakeholder is an individual person who has something to gain and lose through the
outputs of a planning process, project and program. Another side, stakeholder engagement is a
method and technique which is used to identify and evaluate the influence and significance of
key people, group of people and association which may affect the success and growth of the
company. There are various tips to manage stakeholders, assessment strategies and resources that
have been discussed below (Lotte, Larrue and Mühl, 2013).
The firm should share the vision and mission of the company with the stakeholders to
gain the long-term success and growth in the market. The company must take assistance and
advice from more positive and talented stakeholders to manage and design the training program
effectively (Ford, 2014). The top management and managers should meet with the stakeholders
on a regular basis who are resistant to various changes and training. The company should show
the projects plan with them to gain sustainability in the market. In this way, the firm will build
confidence and trust among its stakeholders. It will make easy to maintain good relations
between the organization and stakeholders as well. Some of the stakeholders are involved in the
signing of E-learning content and other components of the training program (Keshavan,
Vinogradov, Rumsey, Sherrill & Wagner, 2014). Further, to manage the assessment strategies,
the firm needs to monitor and focus on the various steps that are involved in the assessment
strategy. Another side, resources are the primary part of the organization. The resources may
include the human skills, financial resources, and inventory and information technology. To
manage the various resources, the firm should execute the resource plan in the management
(Richards, 2013). The resource managers modify, approve and evaluate the resource plan before
the plans and processes are used. Therefore, the firm must plan to manage and evaluate the
various resources within the organization. In this way, the firm can manage the stakeholders,
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assessment strategies, and resources in order to meet the growth and success of the company.
The company should build an effective relationship with external stakeholders (Kelly, Lesh &
Baek, 2014).
Conclusion
The report is based on the organizational diversity learning strategy. Further, it explains
the strategies to manage the stakeholders in the organization. Now it is concluded that the
company should use effective strategy to design the training program. The company must
manage and build the good relationship with stakeholders in the association.
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References
Creswell, J.W., 2013. Research design: Qualitative, quantitative, and mixed methods
approaches. Sage publications.
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Jones, O.R., Scheuerlein, A., Salguero-Gómez, R., Camarda, C.G., Schaible, R., Casper, B.B.,
Dahlgren, J.P., Ehrlén, J., García, M.B., Menges, E.S. and Quintana-Ascencio, P.F., 2014.
Diversity of ageing across the tree of life. Nature, 505(7482), pp.169-173.
Kelly, A.E., Lesh, R.A. and Baek, J.Y. eds., 2014. Handbook of design research methods in
education: Innovations in science, technology, engineering, and mathematics learning and
teaching. Routledge.
Keshavan, M.S., Vinogradov, S., Rumsey, J., Sherrill, J. and Wagner, A., 2014. Cognitive
training in mental disorders: update and future directions. American Journal of
Psychiatry, 171(5), pp.510-522.
Lotte, F., Larrue, F. and Mühl, C., 2013. Flaws in current human training protocols for
spontaneous Brain-Computer Interfaces: lessons learned from instructional design. Frontiers in
human neuroscience, 7.
Mertens, D.M., 2014. Research and evaluation in education and psychology: Integrating
diversity with quantitative, qualitative, and mixed methods. Sage publications.
Richards, J.C., 2013. Curriculum approaches in language teaching: Forward, central, and
backward design. Relc Journal, 44(1), pp.5-33.
Verde, I., Abbott, A.G., Scalabrin, S., Jung, S., Shu, S., Marroni, F., Zhebentyayeva, T., Dettori,
M.T., Grimwood, J., Cattonaro, F. and Zuccolo, A., 2013. The high-quality draft genome of
peach (Prunus persica) identifies unique patterns of genetic diversity, domestication and genome
evolution. Nature genetics, 45(5), pp.487-494.
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Zhang, L., Rousseau, R. and Glänzel, W., 2016. Diversity of references as an indicator of the
interdisciplinarity of journals: Taking similarity between subject fields into account. Journal of
the Association for Information Science and Technology, 67(5), pp.1257-1265.
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