Glt1 Task 2

Attracting applicants from all levels of society including the working poor and single parents, recruiting talented workers who are satisfied and motivated has the potential to lead to higher productivity and greater retention (Green, Lopez, Wysocki, Kepner, Farnsworth, & Clark, 2015). The key to our successful Human Resources department is not that we hire a diverse workforce, but that we chose our employees from a diverse pool of representatives of the community. Building a reputation as a diverse inclusive corporation attracts the best from the

Workforce diversity, such as team diversity, or racial diversity, or gender diversity, is the key component for excellent performance because it guidelines VA employees understand and provide the best services to the diverse population of Veterans who they serve. Moreover, VA medical providers rank high in professionalism, and the employees are passionate, energetic, and dedicated to their jobs and organization which leads to optimum organizational performance in serving Veterans. VA leads all cabinet level agencies in the employment and hiring of individuals with targeted disabilities. The ACSI ranks VA customer satisfaction among Veteran patients among the best in the nation and equal to or better than ratings for private sector hospitals. * Human Capital Investment Plan (HCIP) has facilitated VA 's human resources and administration office to launch critical initiatives and build infrastructure that support them, including speed in recruiting, hiring, and retention.*Assessment and Accountability Framework (HCAAF)—is a performance management system that differentiates between high and low levels of performance and links individual/team/unit performance to organizational goals and desired

Diversity training provides the knowledge, skills and tools that will assist new employees on proper way to treat people who may be different from them by for instance their culture, background or ethnic. Some of the strengths of diversity training for new employees are its ability to create in them a positive idea of the organization and foster the idea of belonging. For instance, as a young woman and entry level employee, I will feel more comfortable working in an environment where diversity is promoting. Why, because I will feel more valuable, have an equally opportunity for advancement and must of all, have my rights respected. In the other hand, some of the weaknesses of diversity training during new employee orientation can be the address

Synopsis Workplace bias is a costly problem that businesses cannot afford. It can result in turnover, discrimination, and lawsuits. In her book Making Diversity Work: Seven Steps for Defeating Bias in the Workplace, Dr. Sondra Thiederman, a leading expert on workplace diversity and bias reduction, provides a step-by-step approach for reducing bias and increasing the manageability of diversity. Thiederman (2003) defines bias as “an inflexible positive or negative prejudgment about the nature, character, and abilities of an individual and is based on a generalized idea about the group to which the person belongs” (p. 8). We are not born biased.

In DesJardins, An Introduction to Buisness Ethics, Chapter ten examines the way a business should address the inequalities of the workplace and the ethics involved with dealing with these issues. It explains how even in this day in age when all people are considered equal we still major social and economic differences in our society and in turn our workplaces. In this chapter it discusses that even with the growth of diversity throughout the world it may not be equally happening in the workplace. With the increase in diversity in the workplace, the question for me is why has this trend not translated to the positions of power in these companies. Equality in the workplace has been around for years and the viewpoint of most company’s is that

Based on the Time Magazine article, it is quite obvious that diversity issues within an organization are a very serious matter that should not be taken lightly. Therefore, these issues tend to be much more time consuming than other matters throughout an organization. Executives need to make the decision to take action towards this issue and implement some form of diversity training to ensure that the organization is satisfying the EEO Commission. I believe that it is capable for these organizations to make positive changes when it comes to diversity and equality in the workplace, but the executives need to be willing to spend crucial time and money for there to be any effective change. I also believe that it needs to be a collective effort

- Diversity brings a variety of ideas and viewpoints to the organisation especially when creative problem solving is required. - Diversity increases passionate workers and makes work fun and

Companies are beginning to harness the power of diversity in order to benefit their employees and their business itself as well. As businesses and communities are becoming increasingly globalized, companies are starting to operate within a diverse marketplace. Establishing diversity in the workforce indeed brings about innumerable benefits. Promoting diversity in your company also implies having a broader collection of skills such as different languages and different approaches to the same problem as well as varied experiences from each diverse employee. For this particular reason, companies that truly engage in diversity will enjoy a competitive advantage over the other companies in the same industry.

It also gives descriptive diversity feedback to human resource leaders to develop more effective initiatives in the future. Staff would ultimately feel empowered, valued and willing to participate again. One possible detriment of these assessments is staff comfort with the issue. Race, ethnicity and diversity still remain sensitive topics for some and although most staff say it is an important element in the workplace, I anticipate some feeling uncomfortable being that open and sharing feelings of discrimination, even if it does exist. This would in turn make it difficult for human resources to effectively assess and implement any necessary changes to staffing, policies or procedures.

The organization, managers, business, marketing and diversity management have to been talk on the same languages and deliver the same messages. Second Article: Getting diversity at work to: what we know and we still don’t know The article highlight that with workplace diversity, in term of gender, ethnicity and functional background will bring the better outcome, increase the effectiveness, better decision making, larger talent workers, and better satisfy customer needs. However in early nineteenth diversity work leads to less favorable outcome, as more absenteeism, weaker outcome, and more conflict.

In any organization, the diversity in terms of the needs of the employees is varied. Each follower or group member has specific needs and desires. The degree of the diversity in the organization depends on the motivational factors that motivate that employee. A good instance is whereby some of the employees are motivated by money while others are motivated by the change and new experience. In terms of the individualized consideration, it is up to the transformational leader to ensure that they recognize the needs of such individuals and or determine the various factors that inspire and motivate the employees.

Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part

CHAPITER 2: Theoretical basis and literature review UNDERSTANDING DIVERSITY The Concept of Diversity in the workplace has been growing faster than its concomitant issues could be adressed. “Diversity Management can be defined as the process of planning, directing, organizing and applying all the comprehensive managerial attributes for developing an organizational environment, in which all diverse employees irrespective of their similarities and differences, can actively and effectively contribute to the competitive advantage of a company or an organization. Managing employee heterogeneity is more important and more difficult than managing homogeneity in fully utilizing internal human resources.

Age Diversity in the Workplace Diversity at workplace is one of the prominent issues in today’s world. It is the challenging issue that managers face to manage at the workplace. But it gives the highest output if properly managed. By managing the workplace diversity, companies can increase the overall efficiency that results in higher output. Besides, it enhances the image of the company to become ‘Employers of Choice’.

According to Daft (2007), “Affirmative action programs have been successful in gaining employment for women and minorities, but the glass ceiling has kept many for obtaining top management positions” (p. 440). Most affirmative action programs target groups within a company that would be essential parts of a multi-cultural team, such as minority groups. The fact that companies are considering the benefits of having multi-cultural teams set up within the company can show how far diversity has come in the workplace, but there are still hurtles that need to be over-come as can be seen by the problem with the glass ceiling that occurs in some companies. Successful managers should be aware of how affirmative action had worked previously in the workplace, and ensure that each member of the team is offered the same opportunities based on their performance rather than being a member of the majority or of the male gender to help keep the workplace