Successful Organizational Diversity Management :: Workplace Employment Business Essays

Successful Organizational Diversity Management wherefore is organizational mutation important? Historically, diversity in the workplace has been accepted as an employment integrity issue. Now, however, diversity in the workplace is creation recognized as a benefit that will contribute to an organizations bottom(a) line. Increased employee and customer satisfaction end up as increase productivity, all of which are measurable out diminishs (Goff, 1998). Diversity goes beyond employment equity to nurturing an environment that values the differences and maximizes the potential of all employees, one that stimulates employee creativity and innovativeness (U.S. chastity Systems Protection Board (U.S. MSPB), 1993). To create an organizational culture that posts workforce diversity involves several important elements. These elements include a inescapably analysis, administrative and focus support and commitment, education and training, culture and vigilance systems chang es and continuous follow-up and evaluation. need Analysis In many of my resources, a needs analysis was the turn crucial element after senior management support and commitment. I feel a needs analysis should be prepared first-year to provide information to senior management in sequestering their support as well as to adequately determine workforce and organizational needs for creating a respective(a) workplace. First, find out what employees are concerned about. to the highest degree often used for this are focus groups and surveys. The needs and expectations of a diverse workforce smoke vary by organizational and functional levels, location, ethnicity, and sexual activity (Baytos and Delatte, 1993). Second, determine the needs of the organization. By asking certain questions, an organization can determine its needs based on its culture and resources (U.S. MSPB, 1993). Does the organization perplex trouble retaining employees who would add to its diversity? In an organization with diversity, which, if any, areas of the workforce are being treated inappropriately? Has the organization impressed upon its leaders and managers the benefits that come from managing diversity appropriately? By using a survey that focuses on these questions you can ascertain where administration and management feel the organization short is regarding diversity. Administrative and Management Commitment and Support Administrative and management support is critical for diversity change efforts. An important role for senior management is to provide leadership through development of a vision and goals for a diverse workplace (Lapid-Bogda, 1992). To gain support from administration you need to at present link diversity to the business.