The purpose of the report is to identify the various challenges that an organization faces due to diverse and multicultural book forces. The report will address on few findings based on organization observation and will propose the relevant solution to come out of the challenging situation. The relevant fact will be depicted in the report related to diversity in the organization and how effectively it could be managed.
As stated, diversity management in a broader concept is related to and is equal to employment equity. The concept states that every employee regardless of demography, geography must be given equal opportunity. The report also addresses how important it is for an organization to have diversified it and a multicultural workforce. It not only helps the organization in dealings in the global market or with multicultural business clients but also helps in keeping up the knowledge hi and increase the market reliance of the organization. Diversity generally in employees or workforce or differ based on their appearance, demography, tradition, culture, geography, and other preferences like sexual orientation. Diversity also conceives in form of different weight, height, eye color, use of the hand, age, parental status, values, sexual orientation, work style, ethnic city, and much more. The organization diversity is generally in employees or workforce are differs based on their appearance, demography, tradition, culture, geography, and other preferences like sexual orientation. Diversity also conceives in form of different weight, height, eye color, use of the hand, age, parental status, values, sexual orientation, work style, ethnic city, and much more. The report will also address why it is important to accept people from different cultures and how it can benefit the organization as well. It will also reflect on what are the perspective when it considers and comes to the hiring process and integrating a diverse workplace.
It is observed with some new hiring is that people are getting a little uncomfortable while mingling with the other employees. In that case, previous and existing employees and maintaining the culture policies will be reflected. The software company has always been a company with a diversified work culture. The company has been dealing with diversity management and challenges related to it very nicely. The most prominent role here is played by the managers they make their employees feel comfortable and make sure that no one is uncomfortable with anybody's presence due to a difference in diversity and culture (Fernando, 2020). The organization addresses the changes and the diversity management challenges by celebrating various cultures and traditions of various caste and religion so that each employee understands and value and respect the other employees’ diverse culture. As far as companies' new hiring is concerned the company wants every employee to feel comfortable and respectful for every employee and the background. In such cases existing and new employees are being ensured that they are paid fairly also the managers address the problem of each employee without any business or without discriminating on any kind of diversity (Kaur et al, n.a.). My perspective in this situation as a human resource manager is to always allow employees to feel comfortable while approaching any issue also to value every employee's value, tradition, and respect for their culture as well. One must always become integrative in a diverse workplace and the company runs some examination to ensure the same. For example, diverse and employee knowledge-based quizzes are organized packed with some spot gift to observe whether employees can mingle with each other or not despite having diversified backgrounds (Menezes & Prikladnicki, 2018).
Diversity is not just a matter that the car software company is facing but also it has been adopted as a way of organization and organization structure in many big companies or almost in every company. Talking about the history of diversity management so this is not new; it has been in the practice since 1980 and is establishing the diverse workforce in every organization. It provides a competitive advantage to the organization. It also makes the organization have bigger dealings in terms of global business scenario (Kalargyrou & Costen, 2017). Greater dealings will ultimately impact the greater satisfaction level for the employees as observed. Also, nowadays it has been a legal mandate. In that scenario, it has to be informed to each employee that with any proof if anyone or any employer finds out to not to respect or to behave biasedly with other employee based on any diversified culture then serious consequences can be faced by the employees.
The conclusion from the above three practices can be drawn that these three practices will help the software technology industry to maintain a proper challenge-free diverse work culture.
Çavuş, M. F., Kapusuz, A. G., & Biçer, M. (2016). PERCEPTIONS OF DIVERSITY MANAGEMENT AND ALIENATION IN MULTINATIONAL COMPANIES. Journal of Academic Research in Economics, 8(2), https://www.ceeol.com/search/article-detail?id=590397
CFI., (n.a.). Diversity Management. Organizational actions that promote a diverse and inclusive workplace. https://corporatefinanceinstitute.com/resources/knowledge/other/diversity-management/#:~:text=Diversity%20management%20refers%20to%20organizational,to%20rule%20by%20the%20office.
Fernando, D. (2020). Challenging the cross-national transfer of diversity management in MNCs: Exploring the ‘identity effects’ of diversity discourses. human relations, 0018726720952838, https://journals.sagepub.com/doi/full/10.1177/0018726720952838
Kalargyrou, V., & Costen, W. (2017). Diversity management research in hospitality and tourism: past, present and future. International Journal of Contemporary Hospitality Management, 341-356.
Karimi, S., & Blazevic, J. (2019). Diversity management and innovation in Swedish tech companies: An exploratory study about the understanding of diversity management, 113-156.
Kaur, R., Kaur, G., Sahay, U., & Saini, K. A Study of Diversity Management in Different Companies and Different Sectors, 25-87.
Köllen, T. (2016). Lessening the difference is more–the relationship between diversity management and the perceived organizational climate for gay men and lesbians. The International Journal of Human Resource Management, 27(17), 1967-1996.
Menezes, Á., & Prikladnicki, R. (2018, May). Diversity in software engineering. In Proceedings of the 11th International Workshop on Cooperative and Human Aspects of Software Engineering (pp. 45-48).
Pronschinske, Mitch., (n.a.). How to retain diverse software engineering teams. TechBeacon. https://techbeacon.com/app-dev-testing/how-retain-diverse-software-engineering-teams.
Sifatu, W. O., Sjahruddin, H., Fajriah, Y., Dwijendra, N. K. A., & Santoso, A. (2020). Innovative Work Behaviors in Pharmacies of Indonesia: Role of Employee Voice, Generational Diversity Management and Employee Engagement. Systematic Reviews in Pharmacy, 11(2), 725-734.
Remember, at the center of any academic work, lies clarity and evidence. Should you need further assistance, do look up to our Management Assignment Help
Proofreading and Editing$9.00Per Page
Consultation with Expert$35.00Per Hour
Live Session 1-on-1$40.00Per 30 min.
Doing your Assignment with our resources is simple, take Expert assistance to ensure HD Grades. Here you Go....
Min Wordcount should be 2000 Min deadline should be 3 days Min Order Cost will be USD 10 User Type is All Users Coupon can use Multiple