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Write a report on the importance of diversity management at CERA Company.

Advantages of Organizational diversity

Organizational diversity enables different people from different social and cultural, educational, community backgrounds gather in common platform, share their values, opinions, ideas and work together to achieve organizational goals (Ashikali & Groeneveld, 2015). It is highly advantageous for business organizations in terms of creativity and innovation. The diversified workforce can initiate product and service diversity which can help an organization to achieve competitive edge over the market rivals. In this respect, it is also important that there is also need for proper management of the workforce diversity (Augustus-Daddie, Nkechi  & Chukwudi, 2015). The human resource management plays a major role in managing the diverse workforce and keep the organization free from violence, hostility and imbalance. CERA (Civil Engineering & Research Associates) is a famous company that is working globally. The CEO of the company is Mark French and Israel Tobin is the new Human Resource Manager. The aim of this report is to highlight the importance of diversity management at CERA Company. It is supported that the doors must be open for the other cultures so that they can also come and collaborate in the workplace and eradicate cultural discrimination.

The diversity management focuses on maintaining the values of the organization and developing strategies which can fulfill all the requirements. Diversity management looks into the matter of equal distribution of labor and equal distribution of payment and other opportunities within the workplace. It will enable people to come and join in a work culture for every workplace. Different people with different backgrounds will, amalgamate their knowledge and ideas to result in something better (Bhatt & Lakshmi, 2017). Workplace diversity is a way to achieve competitive edge over the competitors. CERA is one such company that needs proper diversity management policies to support diversity management. The company will gain a competitive advantage and also increase the productivity. This management system reduces the difficulties caused by workforce diversity.  The innovative practice in the workforce will also be accentuated (CHATTERJEE & RAMESH, 2015). There will be an equilibrium between the objective results and desired culture.  Those organizations which have neglected the importance of diversity management have however encouraged stagnant development.  In this regard the CERA Company will have to grow a unified ambience in the workplace which will push it towards experiencing various opportunities in various aspects.

The organizations must incorporate the wide range of strategies and practices to elaborate different aspects of human resource management. The practices must be applied in the aspects starting with the selection, recruitment, training, performance, appraisal and growth. The balance in the workforce can be maintained if the management is committed towards diversity and integrate flexible conditions so that the employees can work efficiently and comfortably. the CERA company must implement the diversity management strategies so that the employees can feel a kind of unity in spite of their differences. An organization’s success depends on their level of cultural intelligence adoptability. The HR policies must have to be selective in choosing the diverse cultured people in their organization. The diverse pool of talent must be recognized in order to expand the opportunities (Janssens & Zanoni, 2014). Only the talented people should be recruited who have the potential to enrich the business culture of the organization resulting in outstanding productivity. The recruitment of people from diverse talent pool accentuates the work culture, innovation and reputation.  In order to maintain the standard of the HR diversity management policies, it should be regularly observed and modified if necessary. A well-structured recruitment system will support in picking only the best candidates. The recruitment of only the right people must be done ensure to get the best outcomes.

Diversity Management at CERA Company

In a diverse workforce, different people from different walk of life come together. Hence, it is obvious that multiculturalism will be a part of diversity. The diversity management must be applied in every levels including the managerial, operational and strategic. Those organizations which imbibes such functions can motivate the practice of diversity management up to greater extents (Ernst, Kottulova & Dimitrova,2018). The proper cooperation between the higher and lower levels of executives and employees.  The senior levels of executives are supposed to manage and look after the multi – cultural environment by scrutinizing the effectiveness of the HR policies. It has been found that the conventional HR policies do not work that much as the modified diversity oriented HR policies do. The best benefit of a diversified workforce is it can solve a critical problem in an easy manner.  They have different perspectives and they look into a particular problem in different ways.  A multi- cultural, strong, energetic, and enthusiastic workforce is built facilitated by multi –cultured people A kind of cultural awareness must be built among the employees and it can be done through proper training conducted by the HR department. An organization can avail large social network group by the help of diverse workforce.

The success of an organization is determined by its ability to embrace, respect and adopt different cultural values, opinions and traditions. The foremost beneficiaries of the diversity management are those companies which utilize the opportunity to expand and develop the business by encouraging a multi –cultural environment. A company which is adopting to diverse cultures raise its image in front of the other employees who can promote the reputation of the company outside. It is inspiring for other employees and other organization also can learn from it and implement the diversity management in their organizations too. Diversity management helps to incorporate exclusive skills and experiences within the organization. Through the help of diverse culture, an organization can provide diverse and unique ways of customer services.  While framing different organizational policies or making crucial organizational decisions companies can avail the opportunity of listening to different opinions and ideas.  It widens up the possibilities and ways for creativity (Holck, Muhr & Villesèche,2016). Both the organizations and employees get benefitted by the workplace diversity.  The market options and opportunities are elevated by the multi –cultural environment.  The desired results are achieved by adopting flexibility in the business operations. There are many issues that are dealt with in an effective manner. The issues are managed occurring at various levels of the organizational culture. The CERA Company needs to avail the benefits of diversity in the workforce by establishing a diversified environment.

Recruitment of Diverse Talent Pool

The management of an organization plays the key role of handling organizational diversity without being affected by the minimum disadvantages of cultural diversity. The people from different social, cultural, educational backgrounds accomplish organizational goals in the shortest possible time.  First of all, the people in the organization must be treated equally. The management must ensure that if they have recruited someone, that person is their employee and an indispensable part of the organization. He / She must not ne disrespected or misbehaved.  The person has the authority to avail all the opportunities that the other employees avail. The person must be acknowledged, recognized and respected irrespective of what their cultural background is a and what designation they possess in the company. An organization can retain an employee for a long time if they succeed in making them feel important. The must be given the opportunity to privilege all the benefits of the company.   A good HR department never makes separate policies for separate people. The organizational environment must facilitate a unified wholeness which elevates the feeling of responsibility and prestige towards the organization.

The management of the organization must ensure that every individual in the organization are interacted with properly and called for team meetings and seminars. The environment of the organization must be all –encompassing.  It must be kept in mind that an organization needs young and talented individuals thus, an organization must not neglect an individual just because he / he is new or different to the industry (Siddapur, 2016).  In this respect the appraisal and incentive system must be done to increase the motivation of the employees. The management should ensure that if there is a 10 % hike in the salaries, it is equal for all. The laws and regulations must be equal for all the employees, be it for the managers of executives, the CEO or the lower representatives. The policies must encompass all. The management must prepare the policies and regulations in such a manner that everybody gets the chance to query with the assurance that their queries will be responded in a proper manner (Singal & Gerde, 2015).  The appraisals must be done by the organization free of any prejudice or bias.  The judgment must be based on the performance of the employees and not based on their geographic, social or cultural differences.

A true and strong workforce is built only when the leader and the higher executives communicate with the employees on a regular basis. The positive, active and initiative nature of the leaders to know every aspect of the employee satisfaction is also a part of diversity management which increases the feeling in the diverse cultured people that they are not separate from the organization, they are like a family and the organization is sensitive towards them.  The management must observe that if the diverse cultured people are facing any kind of difficulty with working in the organization, it is strategically resolved as soon as possible. In a diverse workforce there are people belonging to different work cultures and the new work culture might be hard to adopt fast for the person.  The management in this case, must conduct proper trainings which will enable the employees to become familiar with the present work culture of the organization and the language training is also helpful for learning business languages. This strategy helps to support the expatriates most who travel from countries to countries for business projects and sometimes feel alienated in the workplace due their diversified backgrounds.

Inter-organizational cultural Awareness

It also happens sometimes that the female employees in the workforce stay deprived of certain facilities, allowances and are perceived with a different lens by the rest of the workforce. This practices must be avoided and the female employees must be treated with extra care and respect.  A healthy work force can be developed by facilitating the woman employees.  The management must take necessary actions if any female employee is getting harassed by any male employee (Sabharwal, 2014). The organization must show enough responsibility in making special arrangements for the female employees if they are to manage diversity in the workforce and avoid disruption. The management must be sensitive and show proper responsibility in allowing the diverse workforce to enjoy all kinds of festivals irrespective of their community and religion. The bon of nationality must be spread above all that will bind the people together. The people in the workforce can belong to various religions but their feeling of nationality can increase the sense of belongingness and fraternity (Vo, 2014). It is helpful in managing people and retains them for a long time.

The human resource management is an important part of a successful business. The business managers well understand the importance of selecting efficient employees that helps to attain the organizational goals. The higher business managers are supposed to communicate the concept and targets of the organization to the employees. Diversity in the workforce is an extremely sensitive issue which must be handled with care.  The various business organizations are struggling to find out suitable solutions to the complication caused by diversity in the workforce. CERA is a company that is operating globally with a variety of cultures and traditions. Since the company has a diversified workforce with people coming from different countries, it needs a strong diversity management system with dynamic strategies and suitable working environment. However, the company has begun to incorporate multi-culturalism in the workforce, it will be better if the company enlarges its people organization process.

  Keeping in mind the benefits of diversity management in the workforce and the constraints that might occur caused by cultural, gender, age, educational diversity, it can be suggested how and why Mark French should develop diversity management in the CERA company. It is recommended that the CERA Company should employ people from every backgrounds and every parts of the world. The amalgamation of the best talents from around the world will help the company to attain unrealistic goals.  The company is advised to instrument certain changes in the human resource management process and the selection processes of employees (Suchitra, 2014).  The work environment must be developed following the ‘one size fits all’ policy that will maintain the balance in the workforce. First of all, the CERA Company must assemble all the resources it has and place them in an order to incorporate policies. The planning must be started from the ground level. The organization will be benefited with the help of systematic arrangement and achieve sustainable outcomes. After assembling the resources, it is necessary that the policy s applied systematically. The training of the employees is also important because otherwise they would not understand the necessity for the diversity management and why they should be respecting and be sensitive towards other cultures.

Benefits of Diversity Management

Conclusion

Therefore, from the above discussion it can be concluded that diversity in the workforce highly advantageous for business organizations in terms of creativity and innovation. The diversified workforce can initiate product and service diversity which can help an organization to achieve competitive edge over the market rivals. In this respect, it is also important that there is also need for proper management of the workforce diversity. The human resource management plays a major role in managing the diverse workforce and keep the organization free from violence, hostility and imbalance. The diversity management focuses on maintaining the values of the organization and developing strategies which can fulfill all the requirements. Diversity management looks into the matter of equal distribution of labor and equal distribution of payment and other opportunities within the workplace. Hence, the CERA Company should employ people from every backgrounds and every parts of the world. The amalgamation of the best talents from around the world will help the company to attain unrealistic goals.  The company is advised to instrument certain changes in the human resource management process and the selection processes of employees.

References

Ashikali, T., & Groeneveld, S. (2015). Diversity management in public organizations and its effect on employees’ affective commitment: The role of transformational leadership and the inclusiveness of the organizational culture. Review of Public Personnel Administration, 35(2), 146-168.

Augustus-Daddie, J., Nkechi, N. B., & Chukwudi, C. G. (2015). THE IMPACT OF CULTURAL DIVERSITY ON EMPLOYEES PERFORMANCE: A STUDY OF SELECTED FEDERAL GOVERNMENT ESTABLISHMENTS IN OWERRI.

Bhatt, P., & Lakshmi, T. (2017). Decision Tree Approach for Capital Expenditure Decision-a Tool for Effective Strategic Human Resource Management. Ushus-Journal of Business Management, 10(1), 57-67.

CHATTERJEE, S., & RAMESH, R. (2015). LINKING TEACHING STYLE AND LEARNING STYLE AS A MEASURE OF PERSON ENVIRONMENT FIT TO ASSESS STUDENT PERFORMANCE. International Journal on New Trends in Education & their Implications (IJONTE), 6(4).

Ernst, B., Kottulova, J., & Dimitrova, S. (2018). Gender and Diversity Management Guide-Presentation of 56 tools about Gender & Diversity in Research relevant for Euraxess.

Holck, L., Muhr, S. L., & Villesèche, F. (2016). Identity, diversity and diversity management: On theoretical connections, assumptions and implications for practice. Equality, Diversity and Inclusion: An International Journal, 35(1), 48-64.

Janssens, M., & Zanoni, P. (2014). Alternative diversity management: Organizational practices fostering ethnic equality at work. Scandinavian Journal of Management, 30(3), 317-331.

Poljaševi?, B. Z., Ili?, G., & Milunovi?, D. (2017). Ownership Structure of the Organisation as a Determinant of Human Resource Management in the Context of Transition Countries. Acta Economica, 15(26), 75-102.

Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management, 43(2), 197-217.

SAKTHIVEL, K., & NARSIS, I. G. (2017). A STUDY ON EFFECTIVENESS OF HRM PRACTICES AND ITS IMPACT ON EMPLOYEE SATISFACTION AND COMMITMENT OF THEIR WORK WITH SPECIAL REFERENCE TO CEMENT INDUSTRIES INARIYALUR DISTRICT, TAMILNADU.

Siddapur, L. (2016). Historic Prior, Evolution and Progress of Human Resource Management: A Brand New Point of View. International Journal of Research in Economics and Social Sciences, 6(3), 178-188.

Singal, M., & Gerde, V. W. (2015). Is diversity management related to financial performance in family firms?. Family Business Review, 28(3), 243-259.

Suchitra, P. (2014). E-HRM: conceptual implications. International Journal of Human Resource, 4(2), 31-38.

Trittin, H., & Schoeneborn, D. (2017). Diversity as polyphony: Reconceptualizing diversity management from a communication-centered perspective. Journal of Business Ethics, 144(2), 305-322.

Vo, K. H. (2014). Managing cultural diversity in human resource management.

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My Assignment Help. (2021). Importance Of Diversity Management At CERA Company. Retrieved from https://myassignmenthelp.com/free-samples/hrmt11011-human-resource-management/the-business-rationale-for-diversity-management.html.

My Assignment Help (2021) Importance Of Diversity Management At CERA Company [Online]. Available from: https://myassignmenthelp.com/free-samples/hrmt11011-human-resource-management/the-business-rationale-for-diversity-management.html
[Accessed 22 May 2024].

My Assignment Help. 'Importance Of Diversity Management At CERA Company' (My Assignment Help, 2021) <https://myassignmenthelp.com/free-samples/hrmt11011-human-resource-management/the-business-rationale-for-diversity-management.html> accessed 22 May 2024.

My Assignment Help. Importance Of Diversity Management At CERA Company [Internet]. My Assignment Help. 2021 [cited 22 May 2024]. Available from: https://myassignmenthelp.com/free-samples/hrmt11011-human-resource-management/the-business-rationale-for-diversity-management.html.

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