Workplace diversity refers to the variety of differences between people in an organization. It can encompass race, gender, ethnic group, age, personality, background and more. Not only does diversity involve how people perceive themselves, but how they perceive others, which in turn can affect their interactions in a work environment that is culturally diverse. Communication, adaptability and change are just some of the issues these companies must deal with. Accepting and appreciating the differences among all people and embracing diversity means the individual strengths and weaknesses of everyone can be understood and factored into the building of workplace teams.
Companies should have as part of their policy strategies to ensure that women and minorities are represented in all managerial positions and the company should hold management accountable for having a diverse management team. Management on all levels should have an on-going commitment to diversity training. This training will instill in them, the importance of having a diverse workplace and the company will be better able to serve a market of diverse consumers. In a diverse working environment there are different perspectives, acknowledging that, management will improve the performance of the employees. Employees may understand their own feelings and attitudes about people who are different from themselves.
It is important that companies find innovative ways to keep relations high between upper management and the employees themselves. Having good relations trickles down to improved services, improved production, and a happier work force. The best way that a manager / supervisor can do this is to be fair, be firm, and be a part of the team. Employees who have managers / supervisor who have been promoted from within a company and understands the job gives a morale boost when employees see that there are opportunities for them to "increase their status" Employees who have managers / supervisors who are hired " off the streets" sometimes feel resentments, due to the fact that they may feel as if the person is inexperienced. An employee's perception is everything, even if it may be incorrect.
Employee Portfolio: Management Plan Jackie Clayton University of Phoenix MGT/311 November 19, 2012 Kevin P. McCoyd Employee Portfolio This paper will discuss how employee’s characteristics affect the organization and recommendations for additional assessments. With any employee, different personalities and characteristics can be beneficial or damaging to an organization. At Riordan Manufacturing, our goal is to provide a superior service to our customers. To accomplish our mission, employee satisfaction is the key to providing superior customer service. Another issue is the relationship between employee and employer.
Leadership Self Reflection Della Wadlington MGT545X Leadership and Team Development April 28, 2013 Introduction Personality profiles ARE effective in understanding people. Understanding personality types is also essential in an organization because it can be a determining factor when it comes to the placement of the employees as well as with the hiring of employees for a better workforce and with employee interaction and the team activities. Becoming familiar with personality types such as employee attributes, strengths, weaknesses, and work habits can assist in the placement of employees to allow for better production in the workplace. Acknowledging the diversity and differences among people whether employees or potential employees creates better placement and assists in job pairing especially in the team environment. Using this tactic allows management to get the most out of each employee for a better workforce.
The Controlling function: the manager taking charge to make sure all the operations of the organization, are running smoothly and monitors employee’s performance (Robbins & Judge, 2011). We discussed specific and successful managerial activities needed: 1.traditional management 2.communication, and 3.human resource management and networking. The pie charts that were shown in class illustrated percentages that an average manager, successful manager and an effective manager should possess. The overall effective manager would have 44% communication, 26% human resource management, 19% traditional management and 11% networking (Robbins & Judge, 2011). The key to effective managing is communication because individuals have different working styles and
I consider that creating and maintaining a diverse workforce and supplier base is one of the Alliant Energy’s missions. They believe different culture, gender, race, age, physical and mental abilities, lifestyles, education and background allow the group as a whole to see and create more angles, perspectives, individual’s talents and ideas. However, because of their big diversity in the company, training is a plus. It will help employees to better understand the range of perspectives offered by a diverse workforce and their benefits. Also, it will eliminate any mistrust, communication problem, misunderstanding, conflict resolution, and lower group cohesiveness.
3). Human resources’ goal and strategy is to provide the employee impartial treatment, evaluations that prove fairness with consistency in support of creative talent through continued training and development. Support demonstrated to employees encourages good “attitudes towards authority, norms of interpersonal interaction, labour–management relationships, social norms of individual or group behaviour, and [respected] professional standards” according to Harzing & Ruysseveldt (2010, p. 22). This becomes central to the success of an organization and the creation of stakeholders believing and entrusting the value of the organization. The alignment of human resources’ strategy with the organizations, balances the strength of LG among its global
Career Plan Building Activity ― Work Culture Preferences BCOM 275 How can knowing your ideal work culture help you in determining appropriate channels for communication? * * Work culture is the cohesiveness that connects employees within an organization. A positive work culture generates the foundation of its success. Since work cultures differ between organizations, it is important to know how to communicate and maintain effectiveness. Organizations differ in personality and style, and can influence how employees work with each other; and how decisions are made.
It is important to be able to penetrate any barriers that the employee may have as a defense mechanism. A good manager of people realizes that once you have found an entry point into their employees heart; it is likely that the manager will be successful in motivating the employee. Because people have different personalities not all things goes as planned when you are attempting to motivate your employees. An excerpt from an article on bussinessball.com states: “Developing understanding of personality typology, personality traits, thinking styles and learning styles theories is also a very useful way to improve your knowledge