Principles of management Diversity
Principles of Management
BUSE 2012
May 2014
Natalie Videira 674092
Chandy PLEASE FILL
BUSE 2012 ASSIGNMENT
“Today’s organisation recognises that diversity is no longer just the right thing to do, it is a business imperative and perhaps the single most important factor of the twenty-first century for organisation performance” (Daft, Kendrick & Vershinina, 2010, p.477). With specific examples where appropriate:
The following assignment is aimed at exploring how current organizations are recognizing the importance of diversity. Embracing diversity is imperative and organizations are realizing that diversity is becoming one of the most important factors for an organization to thrive.
The following assignment will cover four sub headings-
1. Defining and identifying various forms of diversity,
2. Discussing the benefits of embracing diversity
3. Identifying the antecedents of diversity
4. Discussing diversity initiatives and programmes that South African organisations are using to manage and embrace diversity
Embracing Diversity
The primary reasons for the introduction of equal treatment focused on women in the workforce having the equal opportunities as men in terms of jobs and income levels. It is reasonable to conclude that these values and projects have in most instances been embraced.
When organizations embrace diversity it may guarantee employees maximize their potential and their contribution to the organization. Embracing diversity requires that no one is excluded.
When an organization embraces diversity it concentrates on issues such as diversity of movement within an organization, the culture of the organization, and the meeting of business objectives.
Embracing diversity should be a concern for all employees, especially managers.
In South Africa there have numerous been extensions to equal treatment policies with the induction of additional legislations on disability and race issues. South Africa has seen
BUSE 2012
May 2014
Natalie Videira 674092
Chandy PLEASE FILL
BUSE 2012 ASSIGNMENT
“Today’s organisation recognises that diversity is no longer just the right thing to do, it is a business imperative and perhaps the single most important factor of the twenty-first century for organisation performance” (Daft, Kendrick & Vershinina, 2010, p.477). With specific examples where appropriate:
The following assignment is aimed at exploring how current organizations are recognizing the importance of diversity. Embracing diversity is imperative and organizations are realizing that diversity is becoming one of the most important factors for an organization to thrive.
The following assignment will cover four sub headings-
1. Defining and identifying various forms of diversity,
2. Discussing the benefits of embracing diversity
3. Identifying the antecedents of diversity
4. Discussing diversity initiatives and programmes that South African organisations are using to manage and embrace diversity
Embracing Diversity
The primary reasons for the introduction of equal treatment focused on women in the workforce having the equal opportunities as men in terms of jobs and income levels. It is reasonable to conclude that these values and projects have in most instances been embraced.
When organizations embrace diversity it may guarantee employees maximize their potential and their contribution to the organization. Embracing diversity requires that no one is excluded.
When an organization embraces diversity it concentrates on issues such as diversity of movement within an organization, the culture of the organization, and the meeting of business objectives.
Embracing diversity should be a concern for all employees, especially managers.
In South Africa there have numerous been extensions to equal treatment policies with the induction of additional legislations on disability and race issues. South Africa has seen
Bibliography: Bury EST. Diversity. Available: http://www.embracingdiversity.org/diversity.htm. Last accessed 20 May 2014. Rhics Web Studios. (2012). THE CONCEPT OF DIVERSITY ENCOMPASSES RECOGNITION OF OUR DIFFERENCES, ACCEPTANCE AND RESPECT .Available: http://www.embrace-diversity.com/. Last accessed 20 May 2014. Van Eron, A.M. (1995). Ways to assess diversity success. HR Magazine, 40 (8), 51-52. Hayles, V.R. & Russell, A.M. (1997). The diversity directive: Why some initiatives fail and what to do about it. Chicago: Irwin. Gordon, J. (1995). Different from what? Diversity as a performance issue. Training, 32 (1), 25-32 Nedbank Group. (2012). Cultural Sustainability. Available: http://www.nedbankgroup.co.za/sustainCulturalIntro.asp. Last accessed 20 May 2014. HR5_AngloGold Ashanti_. (2006). Developing skills and embracing diversity – human resources. Available: http://www.anglogold.co.za/subwebs/informationforinvestors/reporttosociety06/files/human-resources.pdf. Last accessed 20 May 2014. http://www.nedbank.co.za/website/content/ca/smart.asp