For a manager to encourage teamwork and collaboration, the manager should create a favorable environment for a group of the workers through the provision of security, financial resources, and time for socializing. Formulation and creating groups among the employees and implementing strategies of rewarding the best group if they make the largest sales is also very important in an organization. Rewarding the successful team will motivate the workers to work together and achieve the target goals (Price, 2004). Instead, of focusing on the personal progress, the workers should consider progress in the company through these groups, and it’s the role of manager to initiate this through the creation of a conducive environment.
The words affirmative action means a process where a company increases the participation of protected groups such as women and minorities in the workforce (Connors, 2009). On the other hand, affirming diversity is a managerial process of establishing an environment that utilizes the potential of all employees by considering diversity. The workforce is moving from affirmative action towards affirming diversity to develop an environment that maximizes the potential of all employees by considering diversity (Holzer, 2010). When workforce moves to diversity the company’s profits will increase respectively as compared when the workforce is in affirmative action.
The first diversity I have experienced in my workplace is gender. Gender discrimination is a frequent employment violation in my workplace. There is a notion of gender inequality where women are most disregarded as compared to men when it comes to employment. This leads to mistrust, creates tension and decreases production. For instance, when a woman is receiving a small amount of payment as compared to the male employee in the same job rank and qualifications this will create a tense atmosphere.
When workers are not treated with respect, they may lack fairness, and this may lead to decrease in production. However, to solve this problem gender equality should be upheld in all workforce. Equal treatment of workers and respect regardless of gender should be upheld.
Religion is another issue. Religious diversity is another issue that brings about challenges in the workforce. In my company, people have different belief and comes from different denominations while others do not value either. For example, some people prefer not to work during Saturdays since according to their faiths this day is Sabbath, and you are not supposed to work. This contrary affects the production workforce in a company due to absenteeism. In another case if accompany upheld religious faith some people who are non-believers fails to participate. However, for the company to deal with this problem, it has to respect people’s faith and respect them (Holzer, 2010). Each employee should be guaranteed free off day to go and worship according to his or her faith, and this will be respecting their faith in the company.
Thirdly, disability is another diversity issue. Physical, mental, and emotional disability is another affect employee in my area. In my company, we have one employee who faces a lot of challenge to mingle with others since he has shorter leg than the other one. This condition makes him feel uncomfortable to relate to other colleagues. This means he cannot be able to handle difficult works as compared to other normal employees, but the company offers good payment more than other employees. This creates hatred and mistrust among some workmate in the company. In a process to solve this problem, the company should provide opportunities that equally fit people with disabilities different from others and the salary should be harmonized according to employee’s job rank and specification to reduce the mistrust.
Diversity enhances benefits in an organizational through the provision of a conducive environment that maximize the full potential of employees. Through employing all kind of people from the different vicinity, ethnicity, and backgrounds, it provides a room for employees to exercise their potential in the workforce. Also, through diversity affirmative, the company will boast it profits since they employ people from all aspects. Different people bring new ideas that will increase inventions and innovations in the company hence increase in profits. Another benefit is that it provides access to opportunities to many people without excluding any person. This helps to eliminate and reduce discrimination in workforce’s policies and practices in a company.
However, diversity may contribute to the following problems in accompany. First, it may bring about the conflict in the organization when an employee is a victim of gender discrimination. Workers might argue on instances of gender inequality and may have problems relating to each other since the company is unfair to some of the employees. For example, if a male employee is promoted ahead of the female employee in the same job without any considered criteria it will bring mistrust in the management. Another problem is a decrease in production and profits in the company (Schneider & Segura, 2014). The idea of religious beliefs and faith may influence the output of a company as the employees concentrate on their faiths more than the development of a company. Absenteeism will affect the performance of the company. Also, it may incur high cost in diversity management. When an organization is undergoing workplace diversity, it may incur cost during training supervisors, managers, and employees.
The statement means that if employees fail to respect and value each other in a code of ethics, they will not cooperate and work together towards the common goal. When employees fail to adhere to ethics in a job, there will be poor communication, mistrust, conflicts which will lead to poor performance in a company. The effect of poor performance is decreased in profits and growth for a company.
Workforce diversity is a company with many employees with a wide range of characteristics and experiences. Employees from different areas bring about new ideas and perspectives which when incorporated will increase the productivity of the organization. Increase in productivity leads to an increase in profits and growth of the company.
For a company to have a strategic training and development in the workforce, the company must engage the employees in adopting the advanced technology. New skills, equipment and use of modern technics should be taught to employees to enable the company to gain the competitive advantage. Every employee should be familiar with technology including use of computers in production in the organization.
Another point is involving the employee in strategic planning. The company must state its goals, mission, and vision when taking the employee in training and development. Every employee should be trained towards the achievement of the company’s goals and should work to provide the benefits to the firm. Managers and employees should be involved in strategic planning during training to achieve the goals together.
The company management should incorporate this strategy during training such as increased problem solving, innovation ideas, creativity, and system flexibility and this will enable workers to have a diverse thinking and can handle activities in most efficient ways. The management should make provision of necessary resources available to allow workers to function effectively. Incorporation of these skills after training will lead to the development of the organization and gain competitive advantage.
The management should make provision of necessary resources available to enable workers to function effectively. Incorporation of these skills after training will lead to development of the organization and gain competitive advantage.
Connors, P. G. (2009). Affirmative action. Detroit: Greenhaven Press.
Holzer, H. J. (2010). Enhancing Diversity through Affirmative Action. Equal Opportunities? 211-227. doi:10.1787/9789264086395-9-en
Philpot, D., & Pasquini, L. (2016.). Training and Development. Handbook of Research on Workforce Diversity in a Global Society, 244-261. doi:10.4018/978-1-4666-1812-1.ch014
Price, A. (2004). Human resource management in a business context. Australia: United Kingdom.
Schneider, B. E., & Segura, D. A. (2014). From Affirmative Action to Diversity: Critical Reflections on Graduate Education in Sociology. Sociology Compass, 8(2), 157-171.