workforce diversity

The world’s growing globalization calls for increased collaboration among people from diverse backgrounds. It is now evident that people no longer live and work in a limited environment, people are now a part of auniversal economy that is competing in a global framework(Samson, 2012). For this particular reason, profit and non-profit organizations have no choice but to become more diversified in order to put up with competition. Therefore, making the most of and capitalizing on workplace diversity is an essentialconcern for management.

Managing diversity is basically a major organizational challenge, so managerial expertise must adjust to put upwith a multicultural work environment. Therefore, diversity can generally be defined as admitting, understanding, accepting, and appreciating differences among publics with respect to age, culture, class, race, sex and disabilities(Samson, 2012).In summary, firms need to appreciate diversity and look for methods to become comprehensive organizations since diversity has the prospective to produce greater work output and competitive advantages.

Benefits of Diversity in the Workplace

Diversity is generally advantageous to both the stakeholders and the employers. Thoughthe stakeholders or the associates are symbiotic in the workplace, valuing individual differences can develop productivity (Samson, 2012). Additionally, diversity in the workplace can decrease lawsuits and increase marketing prospects, staffing, resourcefulness, and business image. At a time when flexibility and resourcefulness are bases to competitiveness, diversity is crucial for an organization’s achievement. Also, the concerns (loss of time and money) should not be disregarded.

 

Required Tools for Managing Diversity

Effective managers should be familiar with certain skills that are necessary for forminganeffective, diverse workforce.First, managers must be able to recognize discrimination and its consequences(Samson, 2012). Additionally, managers must be in a position to understand their own cultural prejudices and biases. Diversity is characteristically about differences among individuals rather than differences among groups. Therefore, every single individual is unique and does not symbolize or speak for a specific group. In conclusion, managers must be keen to change the organization if needed. Organizations need to study how to manage diversity in the workplace to be effective in the future(Samson, 2012).

Key Concepts for Strategic Management and Organizational Goals

  1. Goal Setting

At the center of the management process is the formation of objectives, a mission declaration, values and organizational goals. Organizational objectives, the mission declaration, values and goals guide the organization in its quest for strategic opportunities.

  1. Analysis Strategy Formation

The analysis of an organization’s strong points and weaknesses is a vital concept of management. Excluding the internal analysis, afirm also assumes external analysis of aspectsfor instance,progressing technology and fresh competition. Through both the internal and external analysis, the organization formsobjectives and goals that will turn weaknesses to strengths.

 

 

  1. Strategy Formation

This is a concept that involves developing particularactivities that will assist an organization to meet its objectives. Strategy formation involves using the material from the analyses, selection and making decisions on how to address importantconcerns facing the organization. Moreover, thru strategy formulation, an organization pursues to find ways of capitalizing on profitability and upholding a competitive advantage.

Conclusion

A diverse workforce is generally a reflection of a changing globeand marketplace. However, diverse work teams have been known to attract high value to organizations. Hence, by acknowledging individual differences will profitthe workplace by forming a competitive edge and growingwork productivity.

References:

Samson, D. (2012), Management in New Zealand. Ceng