Managing Diversity at Spenser Owens & Co.
Managing Diversity at Spencer Owens & Co.
Case Study – Human Resources Management Fall Semester 2010/2011
19-10-2010
UNIVERSIDADE NOVA DE LISBOA
Cátia Santos #
Rita Matos Dias #681
Rita Lourenço Leite #689
Tânia Rodrigues #698
Should organizations aspire to be racially, ethnically and gender diverse? Why?
Diversity is aspired by organizations as a strategic initiative that can bring advantage for the company. The aspiration of diversity is not only concerned with moral issues but it is also about competitiveness, maximizing benefits or human effectiveness.
Simply recognizing diversity in a corporation helps link the variety of talents within the organization and also allows those talented employees to feel needed and have a sense of belonging, which increases their commitment to the company and allows each of them to contribute in a unique way. Thus, organizations should have a racially, ethnically and gender diverse environment mainly because of the unique advantages that diversity can bring such as: fresh outlooks, higher morale, increased flexibility, multiple perspectives, increased problem-solving skills, increased creativity, reduction in intergroup tensions, and improved market opportunities (ability to compete in global markets).
Using diversity, organizations are able to ensure that they have staff with relevant knowledge of the locations in which they are working and mechanisms to use that knowledge in strategic and operational decision-making. They also are able to ensure that the diversity of their clients is represented when they are designing, marketing and delivering services and products. Managing diversity promises also advantages concerning marketing and distribution as a diverse workforce which put organizations in a better position to respond to desires and needs of culturally diverse costumers in a market – on condition that they are members of these culture groups.
When employees come from diverse backgrounds, they bring
Case Study – Human Resources Management Fall Semester 2010/2011
19-10-2010
UNIVERSIDADE NOVA DE LISBOA
Cátia Santos #
Rita Matos Dias #681
Rita Lourenço Leite #689
Tânia Rodrigues #698
Should organizations aspire to be racially, ethnically and gender diverse? Why?
Diversity is aspired by organizations as a strategic initiative that can bring advantage for the company. The aspiration of diversity is not only concerned with moral issues but it is also about competitiveness, maximizing benefits or human effectiveness.
Simply recognizing diversity in a corporation helps link the variety of talents within the organization and also allows those talented employees to feel needed and have a sense of belonging, which increases their commitment to the company and allows each of them to contribute in a unique way. Thus, organizations should have a racially, ethnically and gender diverse environment mainly because of the unique advantages that diversity can bring such as: fresh outlooks, higher morale, increased flexibility, multiple perspectives, increased problem-solving skills, increased creativity, reduction in intergroup tensions, and improved market opportunities (ability to compete in global markets).
Using diversity, organizations are able to ensure that they have staff with relevant knowledge of the locations in which they are working and mechanisms to use that knowledge in strategic and operational decision-making. They also are able to ensure that the diversity of their clients is represented when they are designing, marketing and delivering services and products. Managing diversity promises also advantages concerning marketing and distribution as a diverse workforce which put organizations in a better position to respond to desires and needs of culturally diverse costumers in a market – on condition that they are members of these culture groups.
When employees come from diverse backgrounds, they bring