Diversity at the workplace

Résumé du document

Ways to maximize benefits of an increasingly diverse workforce and client base is a continuing concern for organizational leadership. The current processes for managing diversity continues to be necessary but are not sufficient enough to result in effective outcomes in 21st century organizational environments. Diversity training remains the primary method used to facilitate behavior change. However, existing diversity training is perceived to have failed, calling for a new diversity leadership focus to improve diversity performance. This paper proposes application of the research supporting the self-efficacy construct to build diversity self-efficacy and bridge the gap between diversity training and diversity performance. Also this paper emphasizes that diversity in the work place goes beyond race and gender. Broadly defined, diversity may refer to any perceived difference among people: age, functional specialty, profession, sexual preference, geographic origin, life style, tenure with the organization, or position. It thus gives the evidence to the current situation of work diversity on Hertz Company as well as present thorough analysis of managing differences among members of the work force as well as seeks ways to create a working environment that enables each person to maximize his or her highest potential.

Extraits

[...] suppression of personal bias towards the employee 3. applying criteria consistently across employees 4. providing early feedback to employees concerning outcomes of decisions 5. providing employees with an adequate explanation of the decision made Theories such as Reinforcement-Affect Model of Attraction/Social comparison theory help to fully understand the implications of similarities and dissimilarities characteristic of diversity within the workplace (West & Wicklund, 1980). The former theory analyzes how "humans become attractive to each other by virtue of being similar" (p. [...]

[...] Gender of Respondents The views of the female staff are somewhat over-represented compared to the views of the male staff. I think this is because female staff was somewhat more likely than male staff to complete their questionnaires. Ethnicity of Respondents As a result of this questionnaire, the ethnic minority staff is over represented, although it seems that they were somewhat less likely to take part in the questionnaire. Disability of Respondents As a result of this questionnaire, disabled employees are underrepresented. This is because there is not a lot of disabled staff recruited at Hertz Europe Ltd. [...]

[...] Studies of Diversity Chapter 2 Aims, Objectives and Methodology 1. Research Question 2. Aims and Objectives of the Research 3. Methodology and Methods of Enquiry/Structure of the Research 4. Background Chapter 3 Literature Review Literature Review Sex Discrimination Act 1975 and 1976 Race Relations Act 1976 (Amended 2000) Disability Discrimination Act 1995 The Impact of Legislation 2. What does Managing Diversity Mean? Diversity Framework in UK Benefits for Employers Benefits for Shareholders and the Business as a Whole Equal Opportunities in Practice 5. [...]

[...] On this basis, B & Q argue we get is right for disabled people, then we can get it right for most people”. In so doing, it increases sales to disabled people traditional under-served group), can develop its own customer care service, increase overall employee satisfaction, retention and productivity rates and enhance its brand by linking it to its ‘good neighbour' practice. Benefits for Shareholders and the Business as a Whole Businesses that take a positive approach to diversity generally are also likely to do better than their competitors. [...]

[...] It is also important to include details of what constitutes discriminatory practice. For example, details of and discussion of why certain questions should not be asked during an interview, such as: are you planning to get married?; what childcare arrangement have you made for your children?; won't you find it difficult to cope with the demands of a young child and the demands of this job? The point that I am trying to make here is that questions about the private life of an individual bear no relationship to her ability to do a job. [...]