Personal and Managerial Effectiveness: Diverse Workforce Report

This report, prepared for a Personal and Managerial Effectiveness (PME) assignment, addresses the challenges of managing a diverse workforce in multinational organizations, using Marks and Spencer as a case study. The report explores key issues such as talent shortages, globalization, and customer needs, and analyzes the benefits of a diverse workforce, including increased productivity and improved communication. It critically evaluates workforce diversity in the 21st century, examines reasons for diversity management challenges, and discusses consequences of ineffective diversity management. The report provides recommendations for effectively managing a diverse workforce, emphasizing the importance of training, inclusive policies, and effective recruitment to enhance organizational performance and create a positive work environment. The report aims to provide a comprehensive overview of the importance of diversity management for business success.

Personal and Managerial
Effectiveness (PME)
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Table of Contents
TASK 1............................................................................................................................................3
INTRODUCTION...........................................................................................................................3
DISCUSSION AND ANALYSIS...................................................................................................3
CONCLUSION................................................................................................................................7
RECOMMENDATIONS.................................................................................................................8
TASK 2............................................................................................................................................8
Covered in PPT............................................................................................................................8
REFERENCES..............................................................................................................................10
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TASK 1
INTRODUCTION
Diversified work force has become an essential element in large organization. Multinational
organization are facing various types of issues in global environment these issues are highly
impacting on their operations as well as growth here one of the main issue which is being faced
by manager is how to manage diversified workforce (Adeleye, and et.al., 2019). It is necessary
to employ diversified workforce so that a positive culture is developed. this allows staff to
interact with each other and respect their values ethics etc they work in team to achieve common
goals. Here it has been analyze that people of different cast religion background etc work
together in an organization. So it has become difficult for HR to manage damn. It is because they
speak different language follow different ethics culture values etc. Similarly, Marks and Spencer
operate at global level and there are diversified staff working in it. therefore senior management
is not able to announce that performance. In this report it will be described about how Marks and
Spencer can effectively respond to challenge of managing diversified workforce in effective
way. Also certain recommendations will be given as well (Ahmed, 2019).
DISCUSSION AND ANALYSIS
In present times in large organization diversified work force is working. Also, organization
is recruiting people from diversified culture that belong to different caste, creed, color,
background, etc. Successful organizations recognize the need for immediate action and are ready
and willing to spend resources on managing diversity in the work place. Similar to globalization,
diversity and social issues have had a dramatic effect on the study and application of
management and organizational behavior. Managing diversity focuses on maximizing the ability
of all employees to contribute to organizational goals. Affirmative action focuses on specific
groups because of historical discrimination, such as people of color and women (Posthuma, and
et.al., 2019). Affirmative action emphasizes legal necessity and social responsibility; managing
diversity emphasizes business necessity. Therefore, while managing diversity is also concerned
with engagement of women and people of color in the workforce, it is much more inclusive and
acknowledge that diversity must be practiced. An organization requires work force in order to
perform tasks and attain goals. they are main pillar in success of firm. So, having a diversified
work force
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Workforce diversity simply means that there is no differences and discrimination within
culture employed often organization. however in 21st century workforce diversity has become an
important cultural challenge for many companies. Apart from that diversity also refers to policies
and practices which seek people to be considered in same way without any discrimination. also it
is found that there are many benefits of having a diversified workforce. it is stated that having
diverse staff means businesses having an in depth understanding of global marketplace it is
necessary for employers to recognize benefits of workplace diversity this is because it highly
helps in success of company in the market (Celikdemir, and Katrinli, 2020). the benefits are
described as below
Having diverse staff means there is high level of productivity this is because employees feel
that they belong to one family by developing positive culture. hence they remain loyal towards
the organization an work hard to enhance company productivity. Along with that an individual
cannot perform multiple tasks thus the working team and share ideas and opinions with one
another. This results in bringing in creativity in team and completing task on time. Moreover
diversity enables in creating opportunities for employees personal growth. this is because when
staff is exposed to new culture ideas etc this gives them an insight about global environment and
what other cultures and values are being followed. The main benefit of diversity is there is
effective communication within employees this is because they develop strong relation with one
another by respecting their values ethics etc (Gottardello, 2019) Also they effectively interact
with customers and provide them services thus it leads to gaining customer satisfaction. however
it has been evaluated that having diverse experience to employees helps in bringing out unique
ideas and experience in teamwork. Thus, employees share their skills and knowledge with one
another that at the end benefit company an increase its productivity.
But it is critiqued that in present times managing diversity is becoming a difficult task for
M&S in 21st century. It is because that many people believe that there needs to be a Golden rule
that how they want to be treated. it means that there is implicit assumption that how employees
want to be treated must be based on how others want to be treated. besides that it entirely
depends on individual that how they respect values and dignity of others. Moreover, there is
direct influence on their behavior (Kamales, and Knorr, 2019). Therefore instead of using
Golden rule a new rule can be applied that is treat others as they want to be treated. it means that
treat in the way that how other must be treated. so this rule is highly influencing on behavior of
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employees of company. it has also changed their perception of respecting ethics and values.
hence there is impact on culture an efficiency of workforce.
Reasons for diversity management
It is analyzed that there are various reasons due to which M&S management is not able to
manage diversified workforce they are described as below
Talent shortage- it is the main reason due to which diversity is not managed in company. in
order to hire and recruit the best employees the firm must not discriminate on basis of gender age
etc. but there has been shortage of talent where employees who belong to diverse culture are not
possessing advanced and effective skills. due to it MNS is not able to manage diversity as they
are focusing on skills and capabilities of employees rather than diversity (Rahman, 2019).
Range of customer needs - Marks and Spencer provides variety of products to various
customers. but with changing customer needs they have to identify customer groups in different
market. for that they require diverse workforce so that they are able to understand the local
culture community needs etc either in home country or abroad. Furthermore, communities who
speak different language are not able to interact with staff of organization. Due to that new
products are not developed and it is impacting on efficiency of organization.
Globalization- it is also a challenge that MNS is facing to manage workforce. as company is
expanding in various markets so they require local people who are able to understand the market.
but skills and knowledge possessed by local are not relevant for company. Instead they are using
labor who are highly qualified and experienced. Therefore, they are not able to attract diversified
workforce to work in the organization. so it requires to take Certain measures so that new talent
can be attracted and hired (Roberson, 2019).
It is analysed that diversity is highly important in a business. it is because when people
from different castes create color work together they bring in new ideas that can be used to
perform task. besides that when people start respecting each other ethics and values then a
positive culture is created. it results in effective communication an creating strong relationship
with one another. Moreover teamwork is preferred in such type of culture where diverse
workforce likes to work. Furthermore when employee are able to work in creative way it results
in improving their efficiency. They become more loyal towards organization and support each
other in completion of task.
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In 21st century that has been changing perception of staff as they are following rule of treat others
how they want to be treated. also due to globalization diverse staff requires continuous training
so that they are able to understand local culture. when diverse workforce work together then it
leads to conflicts (Syed, and Ozbilgin, 2019). this is because of changing ideas and opinions of
others.
Training and development plays a vital role in managing diversity in an organization.
When workers are given training then they understand each other culture and values. also by
working in team they interact with other sign develop relation with them. But in M&S training is
given do emphasis on improving skills and developing knowledge. simply it means that focuses
on increasing efficiency. but there is no efforts done to create environment of diversity. so it is
also a challenge due to which management is not able to manage diversity.
It has also been analyzed that management of Marks and Spencer is not able to manage
diversity because of ineffective training. the employees are not given training on continuous
basis so this has led to not possessing of relevant skills in order to perform task and achieve goals
and objectives. Other than this employees are not able to develop strong relations with one
another as the culture developed in organization is not so good so there is no flexible working
that allows staff to interact with one another. Moreover it is evaluated that managers do not
provide equal growth opportunities to staff. due to this they are not able to grow professionally.
here it is found that opportunities provided to males are more as compared to females. The
management consider means to be effective in decision making an planning. So due to it males
are preferred than females. this has led to affecting the culture of Marks and Spencer
(Tamunomiebi, and John-Eke, 2020). Also it is stated that policy of effective recruitment and
hiring is not implemented an effective way. the managers also do not follow the policy during
hiring of staff. Therefore due to it candidates who possess advance skills are hired. also
managers do not focus on diversity. they prefer those who are capable of performing task an
attaining goals. Hands, it do not bring in creativity as people from different culture and
background are not hired. Alongside it is stated that language and cultural barriers are challenges
for managers of organization. As people belong to where varied culture so they speak different
language. Thus, they are not able to develop relation with one another as they do not understand
other language values and ethics.
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In addition, it has been analysed that there are several consequences if diversity is not
managed in M&S. they are; loss of productivity because of increased conflict; inability to attract
and retain talented people of all kinds; complaints and legal actions; and inability to retain
valuable employees, discrimination and promoting inclusiveness. Good management alone will
not necessarily help you work effectively with a diverse workforce. It is often difficult to see
what part diversity plays in a specific area of management. besides that it entirely depends on
individual that how they respect values and dignity of others. Moreover, there is direct influence
on their behavior. Therefore instead of using Golden rule a new rule can be applied that is treat
others as they want to be treated (Tamunomiebi, and John-Eke, 2020).
In M&S there may be various reason due to which diversity is not managed by
management. So, in order to compete in 21st century and to gain competitive advantage it is
essential that company manage diversity in effective way. It will be useful in creating positive
culture and enhancing productivity of employees. However, there is need to implement different
training programs as well to develop skills of staff. It require to create awareness about diversity.
It will result in accomplishing goals and increasing performance of M&S (Posthuma, and et.al.,
2019).
CONCLUSION
It can be concluded that Marks and Spencer is facing challenge of managing diversified
workforce they are not able to improve efficiency of staff due to diversity. Moreover there are
various other challenge as well due to which it has become difficult to solve this issue.
Furthermore there are certain ways in which management can solve this that is by developing
teams so that employees work together and communicate with each other. Also by reward
management employee can be rewarded so that the productivity is increased. this will result in
bringing positive change in culture.
The main challenge that is being faced by organization is cultural and language barriers due
to which diversity is not managed. Employees are not able to communicate with each other an
effective way. besides that there is increase in conflicts as well among the employees so it is
affecting on culture. There is also not a proper policy formed to eliminate discrimination and hire
diversified people. This company is not able to gain competitive advantage in market do too
ineffective management of workforce diversity.
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RECOMMENDATIONS
It is necessary to improve organization performance so that diversified work force is
managed in M&S. so for that there are several recommendations which can be followed. it is as
below
Team working this practice can be followed by M&S in which various teams are formed and
goals are assigned to them. this will help in bringing diversified employees together and they will
be able to share their skills and knowledge with one another. Thus, staff can engage with each
other and interact with them. this will lead to increase in their productivity and performance.
Besides that it will result in enhancing efficiency of firm.
Skill based training - this type of training can be adopted by M&S in which they provide
training to employees on basis of their skills development. this means that staff will get training
to improve their weak areas and achieve goals. this training program can be conducted every
week so that there is continuous communication among employees. hence it will create a positive
culture within company. so overall productivity of organization will increase
Seminars and programs- M&S can conduct various seminars and programs on diversity so that
staff get insight about importance of it. This will allow them to communicate with each other and
creating awareness about diversity.
Reward management – This practice of HRM should be implemented in M&S so that
employees who perform well are rewarded. In this overall performance of employees is analyzed
and on basis of that reward is given. the HR management must develop a framework of
practicing reward management. it will also encourage employees to put more efforts in achieving
goals and objectives. It will also bring change in culture of company and increasing productivity
of staff.
TASK 2
Covered in PPT
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REFERENCES
Books and journals
Adeleye, I., and et.al., 2019. Managing diversity in Nigeria: Competing logics of workplace
diversity. In Diversity within Diversity Management. Emerald Publishing Limited.
Ahmed, M., 2019. Ethnic Diversity in the Workplace: The Good, the Bad, and the
Ugly. Aisthesis: Honors Student Journal, 10(1), pp.10-17.
Celikdemir, D.Z. and Katrinli, A., 2020. Efficient Diversity Management for Workplace Well-
Being. The Palgrave Handbook of Workplace Well-Being, pp.1-22.
Gottardello, D., 2019. Diversity in the workplace: a review of theory and methodologies and
propositions for future research. Sociologia del lavoro.
Kamales, N. and Knorr, H., 2019. Leaders with Managing Cultural Diversity and
Communication. Asia Pacific Journal of Religions and Cultures, 3(1), pp.63-72.
Posthuma, R., and et.al., 2019. Managing Age Diversity in the Workplace. In Oxford Research
Encyclopedia of Business and Management.
Rahman, U.H.F.B., 2019. Diversity Management and the Role of Leader. Open Economics, 2(1),
pp.30-39.
Roberson, Q.M., 2019. Diversity in the workplace: A review, synthesis, and future research
agenda. Annual Review of Organizational Psychology and Organizational Behavior, 6,
pp.69-88.
Syed, J. and Ozbilgin, M., 2019. Managing diversity and inclusion: An international perspective.
SAGE Publications Limited.
Tamunomiebi, M.D. and John-Eke, E.C., 2020. Workplace Diversity: Emerging Issues in
Contemporary. International Journal of Academic Research in Business and Social
Sciences, 10(2).
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