Workforce Diversity, Labor Unions and Collective Bargaining, & Global Human Resource Management

Topics: Trade union, Human resource management, Human resources Pages: 10 (3584 words) Published: December 17, 2012
Three Major Topics of Human Resource Management
Workforce Diversity, Labor Unions and Collective Bargaining, and Global Human Resource Management are three major topics related to human resources. The author of this paper will discuss the main issues related to each topic, discuss new learning including class activities that helped to facilitate learning and understanding, discuss the relevance to work and how it may be applied today and in the future, and how it may impact my future career and personal goals. The author will also readdress each topic critically and present a Biblical Worldview for each. The emphasis of the paper will be on the application – current and future and its relevance to the workplace and to the potential impact to the author’s future career and personal life goals. Workforce Diversity

Main issues related to topic
“Diversity refers to any perceived difference among people: age, race, religion, functional specialty, profession, sexual orientation, geographic origin, and lifestyle, tenure with the organization or position, and any other perceived difference.” (Mondy, 2012, p. 47) It is important that every difference among people is treated respectfully in the workforce community. It is especially important for management to encourage the development of a diverse workplace. Diversity fosters trust and communication which is necessary for organizations to stay competitive in the marketplace. Not so long ago the workforce was nothing like it is today. Diversity was something that took years to take place. It took Supreme Court decisions, legislature and executive orders to create the diversity we see in the workforce today. Many acts such as the Civil Rights Act of 1964 and the Age Discrimination in Employment Act of 1967 helped to shape the world’s workforce. Since the passing of these and many others there has and continues to be adjustments to equal employment opportunity. Our economy would be unable to survive in today’s world without these changes and the ability to continue to change as is needed. New learning

Being a single parent, this author found the information on single parents and working mothers of utmost interest. Seventy-two percent of mothers with children under the age of 17 are in the workforce; therefore it is imperative that organizations remain sensitive to the work-family balance. Many businesses are now offering child-care services and more flexibility in the workplace with parents who are working and raising a family on their own. According to Mondy the top 100 best companies to work for as quoted in Working Mother magazine placed greater emphasis on work-life balance and flextime (Mondy, 2012). Single parenthood is of great prevalence in this country and must be taken into account. The fact that so many organizations are now providing so much flexibility is proof how diverse the U.S. has become. Class activities/incidents that have facilitated learning and understanding According to Choi and Rainey, “……managerial efforts and other contextual variables moderate the relationship between diversity and organizational outcomes.” (Choi and Rainey 2010, p. 109) During the course of the module there has been discussion about the importance of the managerial perspective of diversity and how this affects the subordinate’s feelings, reactions and most importantly productivity. It is important that leaders are held to the same moral standards everyone else is held to, that they demonstrate moral stability, they are effective leaders, while at the same time acting ethically, own up to their mistakes, and that they demonstrate responsible leadership with respect to the power they have. If all of these issues are properly demonstrated and fully supported by an employee’s immediate supervisor as well as his/her superiors the company’s employees will value diversity as well. Application and relevance to the workplace

The relationship between an organization and...

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Buttner, E. Holly, Lowe, Kevin B., & Billings-Harris, Lenora (2010). Diversity climate impact on employee of color outcomes: Does justice matter? Career Development International, 15(3), 239-258.
Choi & Rainey, Hal G. (2010). Managing diversity in U.S. federal agencies: Effects of diversity and diversity management on employee perceptions of organizational performance. Public Administration Review, 70(1), 109-121.
The Holy Bible new international version. (1978). New York, NY: Zondervan Bible Publishers.
Kuhlmann, T., & Hutchings, K. (2010). Expatriate assignments vs localization of management in China: Staffing choices of Australian and German companies. Career Development International, 15(1), 20-38.
Merrill, Michael (2010). Even conservative unions have revolutionary effects: Frank Tannenbaum on the labor movement. International Labor and Working-Class History, 77, 115-133.
Mondy, R. Wayne (2012). Human resource management (12th ed.). Upper Sadle River, NJ: Prentice Hall.
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