Table of content
➢ Chart to understand how people differ from one another
➢ Difficulties in Managing diversity
➢ What Every Manager Needs to Know
➢ How to flatten diversity in an organization
Today we are more likely to encounter, interact with, work with, report to, or manage numerous individuals of different backgrounds, races, ethnicities, religions, belief systems, and cultures. While we all may have the same values, the levels, degrees, and mixtures may differ and change over time. Thus, diversity remains a prominent topic in government agencies, corporations, schools, and communities. Diversity is not an initiative, trend, or program. It is not tolerance, but acceptance. Diversity is a new reality, and failure to understand, value, and accept diversity can adversely affect an organization. Being successful at managing workforce diversity in an organization requires the attraction and retention of the highest quality individuals in the “basket” of talent despite their cultural differences and also treat them equally. For managers it means learning how to manage human potential sensitively. It requires an awareness of how people from different backgrounds deal with what surrounds them in everyday life. Successful management of workforce diversity is a process which is expanded in many stages and levels. Managers first recruit a competent and qualified individual, and then accommodate his or her individual needs related with the kind of jobs they are going to do. According to the U.S Office of Personnel Management, “the key to successfully building a diverse, high-quality workforce for tomorrow begins with a strong leadership commitment and knowledge of where the agency is today (U.S. Office of Personnel Management, 2000). Thus, better we manage today the diversity, the higher the performance that we will get tomorrow.
Chart to understand how... [continues]
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(2009, 04). Management of a Diverse Workforce. StudyMode.com. Retrieved 04, 2009, from http://www.studymode.com/essays/Management-Of-A-Diverse-Workforce-202171.html
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