Discuss about the management theories, tools and practices by investigating a specific management issue in depth.
Human resource is one of the major elements that exist within an organization. In the existing business condition, the employees competitiveness, knowledge updates, capability and their skilled plays an important role to yield successful results for their organization. The firms have already started to strategize their Performance Management System (PMS) (Jiang and Huang 2016). It is the duty of the organization to assess their employees and determining their efficiency by achieving all the desired objectives. The main duties for the employees include effectively planning innovative business actions. It is important to monitor and evaluate the progress of the employees and also retain them within the organization.
Diversity is such a dimension that is used to distinguish individuals and groups from each another. The factors include gender, age, ethnicity, disability, national origin, disability, religion and sexual orientation. Inclusion is the process of embracing strengths and various differences, which helps in encouraging involvement. Moreover, equal access to information and opportunities are provided to enhance the growth of the individuals. Managing diversity within the organization is all about focusing on the demands of each and every individuals. This creates such an environment that facilitates the individuals to perform efficiently with full potential. The aim of the essay is to evaluate the issues and organizing capabilities that would help in managing equality and diversity within the workplace. Globalization has actually made forced changes in the workforce related to the its demographics characteristics.
In the recent era of globalization, multinational companies are increasing at a rapid rate since the last few decades. As the organizations are working hard enough to build a collaborative and cohesive work environment, which would help the firm to achieve maximum growth besides the trust of the consumers. For being successful, the companies are now capitalizing major amount on diversity management. The workforces generally arise from various backgrounds, aptitudes and skills. Diversity also creates competitive advantage by raising acceptance, innovation and problem-solving capacity of the individuals. The concept of diversity generally includes respect and acceptance.
The subordinate level with an organization is not only depended on their abilities and qualifications. To obtain the best outcome from their work performances, it is important to fill the gap between willingness and ability. This also helps in improving the performances level of the sub-ordinates that would result in reducing the operational costs, increasing the productivity and furthermore, improving the total efficiency of the organization. It also helps in the achievements of the organizational goals as motivation is one of the vital factors that create employee satisfaction. In order to create a friendly environment it is important to frame an incentive plan that should benefit their employees by initiating monetary and non-monetary incentives. This also includes promotion opportunities for their employees and incentives for all such inefficient employees.
Effective cooperation helps in bringing the stability within an organization. This leads to increase the profit maximization and increased productivity of the organization. The key functions of a manager is to ‘get things done’ with their employees. Organization exists in the recent times to achieve the desired objectives. Employee’s works together to attain their individual’s targets as well as organizational goals. If the individual provides their most effective performances within an organizational, then the goal should be met sooner. Moreover, proper understanding of the human nature is highly effective for management and leadership.
Diversity is a set of cognizant practices, which involves appreciating and understanding interdependence of cultures, practicing respect for experiences and qualities that are actually different from their own. Diversity not only includes how people acknowledge themselves but also how they perceives others people in the group. This perceptions further leads to affect their interactions. By effective management a positive and comfortable work environment the differences and similarities of all the existing individuals are valued. Gender diversity is still a great struggle in the current times. In various large corporations, diversity on the basis of gender is still a major issue. Diversity is highly significant for the business as diverse group tends to attain maximum success as compared to the homogenous groups.
Organizations generally need to expand their activities by posting jobs in various forums. They need to recognize all the organizational biases for positive outcome. Women are highly underestimated in various global companies especially among the companies and leadership teams. According to the research, firms having women in the senior level of management or leadership roles generally perform better. Diverse employees actually bring diverse perspectives to their organization. This helps in improving both resiliency and problem solving. Furthermore, this helps in making the firm more adaptable to change and highly innovative. Generating true gender equality requires active participation by both the men and women of the organization. When a male employee truly gets involves in the gender diversity management then the organizations actually make major progress by achieving gender equality.
Supporting flexible work policies is one of the crucial way through which an organization creates a gender-balanced workplace. Offering flexible workplace through remote work, part-time employment, job sharing, parental leave and additional unpaid vacation is one of the vital ways to develop a gender balanced workforce. Providing flexible work environment usually have a huge impact on the ability of the couples to have an balanced both personal and professional life. It is important that the male leaders should explicitly support everyone in their team by choosing efficiently to perform effectively. It is important for the organization to establish clear boundaries and communicate the schedules of their teams to the clients. The male employee should be mindful for the work environment they create and should send the message and also should take proper and adequate step to model the right form of behavior within the organization.
All the male employees within the organization should firmly avoid making assumptions of all kinds about their female employees that includes needs, goals and ambition levels. Manger should provide equal opportunities to all their employees. The communication between the employees should be made fairly. The talented employees of the organization, specifically women have strong ideas alike their male employees but are unable to showcase their talents. The male employees while in a meeting should always make sure that each and every individual should ensure adequate opportunities to present their viewpoint.
New challenges such as migration, changing environments and the increasing meaning for communication technologies and new information actually force s the organizations to develop innovative models to cope with all such dynamics. The diversity theories emphasize the significance of cultural differences due to additional problem solving capacities. The latest management concept involves multi-cultural learning, diversity and gender management. As per (Catalyst.org. 2013), diverse team are very effective and creative in nature but will gradually fail if the diversity within the management is not properly controlled. On the other hand, As per () from the view point of business, diversity is acknowledged as the major source of conflict within the management due to ineffective communication between the employees and also due to the increasing cost that is generally caused due to harassment and discrimination of behavior. As avoiding diversity is impossible in the recent era, therefore, organization should cope with diversity in a highly positive manner.
The diversity approach of the management mostly focuses on the set of personal identity making attributes in which gender is one of them. Gender discrimination is not only prominent in the organizational practices but also in the value system. The gender discourse within the organization can be divided into three phases. Firstly, the liberal feminist approach, this generally lays major emphasis on the equality of women. Each and every person has this right towards self-development and self-determination. Female employees can do all the work as the male employees without any problem. Secondly, the difference oriented approach lays more emphasis on changing the value system to obtain higher assessment of the values of the female to create a better world. While the last approach acknowledges the homogeneity for gender groups like people and also proposes a great view on the gender, which is dynamically and situation ally re-produced.
Diverse organization actually involves individuals that belong to various cultures with different expectations and characteristics. Employees from various needs and they really feel the urge to properly get acquainted and respected within the organization. It is the responsibility of the management to properly understand the requirement of the diverse people so that they can avoid employee conflicts and tensions. It is important to maintain harmony in the workplace so that productivity of the employers can easily be achieved. The mangers all around the glob area actually focusing on the workplace equality s that they can easily avoid ‘us’ versus ‘them’ of comments. The term’ diversity policy’ has become an important label in the organization all around the world. Effective management of diversity within the workplace actually requires a culture that nurtures teamwork, cohesiveness and participation. The problem related to diversity management and the requirement for the law to address the issues is vital as an organization. The problem related to diversity management and the requirement related to the organization.
As per Herdman and McMillan-Capehart (2010) multicultural organizations mostly follows a planned and focused approach to control diversity within the management. The equality in the workplace also helps in increasing the organization’s competitiveness. Diversity is actually regarded as public relation tools, which is a core element required to create competitive advantage in the workplace. The workplace diversity within the workplace actually varies around according to social status, marital status and gender, age and religion but it actually varies from country to country.
As per Gürbüz, ?ahin and Köksal (2014) there are actually no comprehensive model within the organization to mange diversity and quality within the workplace. This issue of gender equality management can be easily sorted through performance appraisal techniques. Performance appraisals will lead to increase the disparities between the diverse radical groups that could be because of the factors that is related to performance evaluation and expectations , which is related to face high turnover rates and the employees thinks that that the performance ratings can be easily manipulated to punish the subordinates. The systematic distinction between the workplace is actually caused through racial biasness that normally occurs within an employees. While various organization use performance appraisal to measure the performances of the employees.
Effective interpersonal nature is also important for the growth of the organization. Mangers need to create such an environment, where staff cooperation is required to be rewarded and this will help further in encouraging employees interpersonal effectiveness.Ongoing communication with the organizationalmanagerial is related to the operational matters (Gürbüz, ?ahin and Köksal 2014). This is a vital concept related to meet the social needs of the employees. Employees when kept in dark about their operational matters and future plans for the organization. They often feel like they are an outsider for the organization thus affecting their productivity level. Job security, pay and benefits are highly significant to motivate the employees. As the basic and other social needs are achieved, the individual requires fulfilling their esteem and self-actualization needs. The esteem needs are related to the employee’s image of themselves and their desire to achieve respect and recognitions from others.
Job enrichment and cross training needs are few of the popular methods to make the word more rewarding. Allowing the employees to effectively participate for making effective decisions related to the organization operational matters can proved to be very powerful. This helps in meeting the esteem needs of the employee. Symbols of accomplishment through a meaningful job titles, awards and job perks are important for an employee’s esteem. The most important considerations related to the managers are that they should provide effective rewards for their employees (Lawter, Kopelman and Prottas 2015). Rewards should be balanced to provide maximum effect to their organization. With the theory of self-actualization the workers would be highly interested in achieving their individual and growth development. Therefore, it would be important for the firm to focus in promoting such an environment that would make the employees to meet their own self-actualization needs.
The diversity management should actually start by measuring all the diversity and management practices in the organization. The diversities capabilities can be undermined due to lack of attention to gain well- documented policies through proper record keeping, the organization should measure the profile for defined work group due to prevalent organizational culture and the perceptions related to various employees group through identifying cultural barriers that act as an agent in hindering the equalities at workplace. Managing diversity and equality in the workplace actually ranges across various firms and industries. It is highly critical to mange equality and diversity within the workplace as it affects all the members of the organization and improving the productivity, competitiveness and level of opportunity
References:
Boehmer, J., LaRose, R., Rifon, N., Alhabash, S. and Cotten, S., 2015. Determinants of online safety behaviour: towards an intervention strategy for college students. Behaviour & Information Technology, 34(10), pp.1022-1035.
Boykins, C., Campbell, S., Corey, R., Harp, M., Mason, T. and Stanton, D., 2015. Business as usual LLC: Leadership fundamentals for the small business community. Journal of Information Technology and Economic Development, 6(1), p.58.
Catalyst.org. 2013 Catalyst Census: Fortune 500 Women Board Directors. Retrieved from https://www.catalyst.org/system/files/2013_catalyst_census_fortune_500_women_board_d irector.pdf
D’Souza, J.F., Adams, C.K. and Fuss, B., 2015. A pilot study of self-actualization activity measurement. Journal of the Indian Academy of Applied Psychology, 41(3), p.28.
Herdman, A., & McMillan-Capehart, A. 2010. Establishing a diversity program is not enough: Exploring the determinants of diversity climate. Journal Of Business and Psychology, 25(1), 39-53. doi:10.1007/s10869-009-9133-1
Jiang, J. and Huang, Y., 2016. Revisiting the effect of tangible rewards on intrinsic motivation. In Academy of Management Proceedings (Vol. 2016, No. 1, p. 17497). Briarcliff Manor, NY 10510: Academy of Management.
Malik, B., Karim, J., Noreen, T. and Han, S.L., 2017. Effects of Individual Difference on Organizational Difference: Perceived Training Effectiveness Model for Organizational Performance. ASIA MARKETING JOURNAL, 19(3), pp.75-98.
Richard, O. C., Kirby, S. L., & Chadwick, K. 2013. The impact of racial and gender diversity in management on financial performance: how participative strategy making features can unleash a diversity advantage. International Journal Of Human Resource Management, 24(13), 2571-2582. doi:10.1080/09585192.2012.744335
Yeheyis, M., Reza, B., Hewage, K., Ruwanpura, J.Y. and Sadiq, R., 2016. Evaluating motivation of construction workers: a comparison of fuzzy rule-based model with the traditional expectancy theory. Journal of Civil Engineering and Management, 22(7), pp.862-873.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download