Diversity As A Manager example essay topic

Research generated from a variety of fields predicts that important benefits will accrue from demographic heterogeneity in organizations by increasing the variance in perspectives and approaches to work that members of different identity groups can bring (Watkins). As the companies of today are getting more and more diverse, the need of managing the diverse workfare is increasing. All Countries especially USA and Canada are having more diverse workforce everyday. So it is becoming important for the companies manage the diversity to get better results out of employees. Research stated that Forward-thinking Canadian and American organizations have recognized that competing successfully in the new global marketplace requires more than the latest technology, most efficient production processes, or most innovative products. The organizations' competitive strength is increasingly contingent on human resources.

Competing to win in the global economy will require an ability to attract, retain, motivate and develop high- potential employees of both genders from a variety of cultural and ethnic backgrounds. The challenge facing today's corporate leaders is to foster an organizational culture that values differences and maximizes the potential of all employees. In other words, leaders must learn to manage diversity. Organizations have to follow the many guidelines to get diversity stick: 1) They have to focus on getting the best talent out of the person regardless of different age, sex and other demographic differences. 2) They have to develop career plans for all employees of the organization including the minorities.

3) They have to promote minorities to responsible positions in the workplace. 4) Make managers responsible to obtain diversity goals by managing its employees well. Managers also have to communicate well with all the employees and listen to their problems that are of different background or cultures. 5) They build diversity into senior management. There are many aspects to impartially managing diversity as a manager and establishing the right attitude in the rest of the department. Here's a look at some of the most important: a) Expectations: Bias can lead you to expect less productive work or more "goofing off" from certain employees.

Classroom studies have repeatedly shown that students live up-or down-to their teacher's expectations. A similar pattern can be seen on the job. Expect the best from your employees, and give them the training and resources to provide it, and they " ll deliver. b) Labels: Words are powerful weapons, and as with any weapon, we should know whether they " re loaded or not. How you refer to people from diverse populations requires some conscious sensitivity. This involves more than not using crude references; it means using words preferred by the people themselves. Such words change over time, the way the term "Negro" gave way to "black" and "African American."Oriental" has been replaced by "Asian."Handicapped" has been replaced by "a person with a disability".

Individuals may have their own preferences as well. If you " re not sure how to refer to someone, ask. A moment's awkwardness now will prevent misunderstanding and resentment later. c) Crowd control: Imagine yourself the only female in an unenlightened, all-male department. Day after day, coworkers started misbehaving or treating you differently. That's just the start of a whole range of behavior, from the subtle to the blatant, that you could be subjected to. In a very short time you'd be ready to file against your boss and the company for allowing sexual harassment.