Equality
Equality is ensuring that every person in an organization is treated equally. You do not issue someone a promotion just because he is from a different ethnic group, but you should promote equally. Diversity management helps in achieving this role of equality in an organization. Diversity management in this scenario takes the approach of identifying all the characteristics of individuals working un inorganization. In this case, the organization’s name is Cera. You then critically analyses discriminations that arise in this different groups. You then implement strategies that will help promote a culture that ensures there is no bias and everyone is seen and is treated as an equal according to (Greene,& Kirton2015).
The advice that I would offer Cera of using diversity management in equality will help. They should perform activities such as providing the same leadership, treating all the workers equally, ensuring that their policies are not a source of discrimination and also creating an organizational culture that promotes all staff. This will help Cera to achieve its objective. This is because every employee sees himself as an equal. This helps to motivate them and in result their work hard. This will lead to the achievement of organizational objectives.
Innovation
Diversity management will help to increase innovation of Cera. This is because if its employees work as a diverse workforce they are working with no discrimination and they are a team. This will, in turn, bring in different knowledge,skills and talent.All of this expertise will help generate new ideas. This then helps in achieving innovation due to the ideas generated. Diversity management will promote innovation due to the environmental culture that it creates. The environmental culture created through diversity management will help innovation by creating freedom of thought.,enhance collaboration of job designing in Cera and strengthening cultural intelligence. The argument that I make to cera is they should adapt diverse management techniques. This is because it will help them achieve the innovation objective that they are targeting
Competitive advantage
Cera faces competition in the market. Efficient diversity management usually helps in creating a competitive advantage. One of the reasons is because everyone brings his or her skills. This will help create a competitive advantage due to the high level of competence in your organization as compared to a homogenous workforce. There is also the advantage of a diverse perspective. Whenever there is a problem in an organization, every member brings in their critical thinking skills. This will enable in solving the problem that Cera is facing efficiently. The advice to the CEO of cera is that using a diverse workforce will allow him to gain a competitive workforce as opposed to their competitors. This is due to the different skills they will offer, and this will help in the achievement of organizational goals according to Hughes(2015).
Adaptability
The problem of adaptability is a challenge facing the human resource department in Cera. This arises when they hire new employees, the face a hard time trying to adapt to that culture and in the result, they do not perform excellent work. Diversity management will help in creating a conducive environmental culture that will enable the old employees to treat the new employees equally and friendly. They can do activities such as showing them around, helping them to understand the objectives of the organization and also to be their friend. This will then help them feel loved and not discriminated against by other people. This will motivate them, and they-they will adapt to the workplace(Do, Yeh & Madsen,2016). Their performance will thus improve because they are working in an environment that is treating them fairly. This will help in achieving the organizational objective since the new employees are working at their best. The argument I will give the CEO of cera is that diverse management will help him solve the problem of new employees failing to adapt to the workplace. This is because they will be working in a fair environment. This will further help the organizational goals to be achieved.
Diversity and the recruitment process
Recruitment is defined as the process of searching, selecting and placing candidates for a job position in your organization. Recruitment in Cera will be able to benefit from a design management approach. Good recruitment usually helps to improve diversity in an organization. This is because once you hire people with different, skills, beliefs and culture, they will all bring this to your organization. If diverse management policies are used to manage this diversification, they will help in the achievement of organizational objectives due to the different expertise that they bring. The human resource team in Cera should, therefore, know as they recruit they should have one thing in mind they are hiring a diverse workforce and not a homogenous workforce there should, therefore, have the skills to identify the diverse type of candidates in the market (Gustafson et al.,2018).
One of the skills to be able to identify a diverse workforce and know the nature of your organization and what is required in hiring. Some organizations are short-term, and you need to possess the skills to identify the best workforce that will promote diversity even though they are not permanently hired. You are also required to know what the workforce is necessary for a long-term contract in employment. Human resource team should also be able to understand what external information impacts their candidates that they are hiring. This will enable the process of recruitment to be efficient.
Linguistic training, awareness of cultural dogmas and interpretations and open communication is what managers of human resources and senior management must focus on, while building a multicultural organization. Such programs and training modules can go a long way in reducing prejudices and expanding the short-sighted mentality on religions and races. Through these efforts, employees learn the need for sensitivity and empathy towards fellow employees. Managing diversity in the workplace goes beyond equal employment opportunities and employee assessment skills. Managers must seek diversity education, assimilate and implement to create magnificence of cultural leadership in a corporate environment.
Diversity in the workplace, above all, brings a uniqueness to the result of an organization. Become the job signature in more than one way. Leveraging diversity can be a huge resource for many companies around the world. And because it will not be, at the time of the merger raises an environment based on knowledge, it is a valuable opportunity to learn, involves significant growth and ultimately contributes to the success of the company.
The advice of to the CEO of Cera will be to ensure that his human resource team hires a diverse workforce. If the ceras human resource team picks up the best talent of diversity available it will help in achieving the objective. This is because when the principles of diversity management are applied to the right diverse workforce recruited unit will enhance their performance. Good recruitment, therefore, goes hand in hand with diversity management. If recruitment is efficient, then the process of diversity management won’t have any challenges(Sabharwal,2014).
Diverse management process
Diverse management is a process and should follow a particular criterion to be effective. If diverse management is not strategically carried out, it may fail to work. The first critical step is defining your meaning of diversity. It may differ with religion, gender, skills and also any other characteristics. The diverse management team should also be realistic, and it should set goals that are achievable and not exaggerated. Diverse management should also be measured. At particular stages, you should measure if diverse management is helping you in the achievement of your results. You should also have the required resources to achieve diverse management. It is also essential to acquire the best talent in the market with diverse skills. All this steps will help ensure the process of diverse management is an efficient one according to Shaffer, Cheung, Yunlu&Dunham(2014). The advice to the CEO of cera will be before he introduces diverse management he should educate the human resource team on efficient, diverse management process. The purpose is so that they follow the right steps required for the diverse management to work.
Diversity as a business marketing strategy
Diversity is now considered by CEOs as a business marketing strategy. It is considered a marketing strategy for improving their profit to both domestic and international markets. This is because diversification offers various advantages such as improving marketing skills.This is due to the reason that the workforce is diverse. They have different characteristics. This characteristic usually enables them to understand different markets and what they would prefer. This will then ensure the organization fulfills the needs of the markets improving the profits of the organization. The advice to the CEO of Cera to pick diversity management approach is as to improve the marketing. This will enable to improve organizational profits. This is because the different diverse staff can understand the different diverse markets in the market. Once all the diversity markets are satisfied the revenues of cera are generated due to increased sales.
Promotion of diverse management in an organization
Implementing good diverse management is one step. The other step is ensuring your diverse management works and employees adapt to it. Promotion of diverse management helps ensure that this becomes possible. You should ensure that the diversity management program is related to Cera’s strategic plan. This ensures successful implementation of diverse management. Ensure that the organization has a diversity committee. This is so as for it to ensure that diversity management in Cera is working. Cera should also relate to the community. They should allow their employees to participate in activities in the community that usually enhance diverse management. This will enable them to get access to a pool of qualified staff that have diverse talent that would be helpful to the organization. Ensuring people who you hire are not just qualified in the profession but also have other characteristics that promote diversity. Company website of Cera should also have a diversity portal. The purpose of the portal is to enable the diversity committee to comment on the progress of diversity. Staff members can also comment on their progress and what they would like changed. The advice to the CEO of Cera is that once he implements all of the above promotional process’s diversity management will have a positive impact on the organization according to (Lozano & Escrich, 2017).
Criticism of diverse management
The main issues that diverse management usually addresses include strategies of business, management of a company’s brand and in the recruitment process. The approach to diverse management has been criticized. This is because they argue due to different roles that diversity management is playing it should not just be handled by the department of human resource. It should be in a huge department that is allocated an enormous budget. This is so as for it to fulfill all the objectives of diverse management. It should not just be a one-time thing and only used when you feel there is a need to promote diversity. Good diverse management should be applied as part of organization culture. It should be a daily routine. Diversity should not just be seen as advocacy because most organization see it this way and don’t put much effort into it. Diverse management should be considered an essential aspect because it is directly involved in the achievement of organizational goals. The advice to the CEO of cera will be that he should aloocate a reasonable budget to the design management team. This will enable Cera to perform their activities efficiently according to (Hassan et al.,2015). This will then create a favorable organizational culture of diversity.
Challenges of diverse management
Implementing diverse management is often faced with various barriers that make it difficult to implement diverse management(Ramos et al.,2016).The first challenge is the understanding of different values and beliefs. The human resource team faces the problem of understanding this beliefs because at times they are too many. They also face the problem of implementing a culture that will help all the individuals with different values to coexist. This challenges often occur due to some employees offering false information about their beliefs. There is also the challenge of dealing with discrimination. Some unethical employees even though there is a diversity program they tend to discriminate against others. This brings a challenge of eliminating discrimination as it will reduce the motivation of employees. There is also the problem of forgetting other individuals in your diversity program. This may be due to the reason that the organization is big and you tend to forget certain individuals making diverse management a challenge.
The advice to the CEO of Cera is to overcome this challenge. This will include means such as the creation of diversity building programs, writing down an anti-discriminatory handbook, so employees reduce discrimination and developing policies that promote diversity in various department of Cera. Once all of these challenges are handled diverse management will help cera achieve its stated objectives.
Conclusion:
Diverse management, therefore, will have significant advantages for Cera. This advantages varies from helping in promoting equality, increasing profit margins and hiring the diverse staff with the best skills. Diverse management, therefore, will assist in the attainment of Ceras objectives if the right principles of diverse management are applied. Cera should, therefore, change their recruitment strategy to a diverse management approach. My view of the rationale of diverse management is that it is helping organizations fulfill their objective as we saw with Cera.
Organizations are made up of different people. The people in an organization usually have varying religion, culture, and beliefs. Application of diversity management helps to embrace all this varying characteristic of people in an organization. Diversity management is, therefore, a component of human resource that helps to support different personalities of people in an organization(Harvey & Allard,2015). The importance of this is to increase the knowledge of the employee, and this will lead to the achievement of an organizations set objectives.
References:
Do, B. R., Yeh, P. W., & Madsen, J. (2016). Exploring the relationship among human resource flexibility, organizational innovation, and adaptability culture. Chinese Management Studies, 10(4), 657-674.
Greene, A. M., & Kirton, G. (2015). The dynamics of managing diversity: A critical approach. Routledge.
Gustafson, S. M., Gellein, T., Pithia, N., & Ranadive, A. (2018). Diversity in Recruitment: Providing Structure to Meaningful Discussion. Academic Pediatrics, 18(5), e1.
Hassan, R., Marimuthu, M., & Johl, S. K. (2015). Diversity, corporate governance, and implication on firm financial performance. Global Business and Management Research, 7(2), 28.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases, and exercises. Pearson.
Hughes, C. (2015). Leveraging Diversity for Competitive Advantage. In Impact of Diversity on Organization and Career Development (pp. 275-298). IGI Global.
Lozano, J. F., & Escrich, T. (2017). Cultural diversity in business: A critical reflection on the ideology of tolerance. Journal of Business Ethics, 142(4), 679-696.
Ramos, M. R., Hewstone, M., Barreto, M., & Branscombe, N. R. (2016). The opportunities and challenges of diversity: Explaining its impact on individuals and groups. European Journal of Social Psychology, 46(7), 793-806.
Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management, 43(2), 197-217.
Shaffer, M. A., Cheung, S. Y., Yunlu, D., & Dunham, R. (2014). Creativity in a global context: A model of culturally diverse management teams.
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