Needs, values, priorities of employees and employers have changed dramatically over the last decade. On all levels of the corporate ladder, men and women are seeking new ways to manage the time they spend working so they can spend more time living. In the boardrooms, executives are seeking ways to attract - and retain - the best employees so they can continue to survive and thrive in a highly competitive global economy. As companies are becoming more and more diverse it is becoming more and more important for companies to understand and manage diversity. The people of different background, races, religion creates diverse workforce. There is an importance of having diverse workforce to provide better performance. There are perspectives of managing the diverse workforce, which require organization leaders and managers of being responsible of attaining better diverse workforce. Diversity means differences, difference of age, sex, race, religion and culture etc. People with different demographic differences working in the organization makes diverse workforce. And it is becoming more important for the organizations to know about these differences and how to manage it. Diversity is also the common issue in the workforce environment, in some companies employees often get discriminated or misunderstood because of the diverse features. So it is important for the companies to manage the diversity workforce to value best performance. As differences have often been associated with discrimination, bias, unfair treatment and conflicts, managing diversity in workforce is an important task for managers today. Managing diversity in the workplace refers to the ways of managers used in ensuring employees in the organizations who come from different group do not suffer discrimination. Management can mobilize the differences and similarities in each and every one of the employees for the benefits of both the individuals and organizations. Ensuring fairness and equality in a diverse workplace is more than just doing a good deed, it is imperative in today’s fast moving and sophisticated business world. Diversity is increasing everyday in every organization: in America 1 in 4 Americans belongs to a minority or is foreign-born. Women, who currently make up less than half the work force, are expected to fill 65 percent of the jobs created during this decade. “Whether you are a business owner, executive, salesperson or customer- service professional, your success will increasingly depend on your ability to function in a culturally diverse marketplace,” (Profiting in America’s Multicultural Marketplace’ Lexington Books). Why should companies concern themselves with diversity? Many managers answered this question with the statement that discrimination is wrong, both legally and morally. But today managers are voicing a second notion as well. A more diverse workforce, they say, will increase organizational effectiveness. It will lift morale, bring greater access to new segments of the marketplace, and enhance productivity. In short, they claim, diversity will be good for business. Research stated that the Canadian companies leading the way in the area of diversity management have discovered that by embracing the elements of ethnic and cultural diversity in their workforce they have enhanced their ability to understand and tap new markets, both within Canada and abroad.
There is no doubt that the American workforce has changed in dramatic ways. Twenty years ago the American workforce was predominantly white and male: in the 70’s, non-Hispanic white males represented about 68% of the workforce while in 2006 represented less than 40% of the workforce.(Ivancevich,p54).One of the reasons white males no longer dominate the workforce is that women have entered the workforce in record numbers. It is estimated that at the end of the decade, more than 60% percent of adult American workforce, or almost half of the American work force will...
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