Diversity in Organization-Free-Samples for Students-Myassignment

Question: Identify this diversity and inclusion strategy and then using the template provided develop a practical interpretation of how this strategy will apply to theorganisations like ABC Pty Ltd. Answer: Introduction For the contemporary business organizations, maintaining the diversity in the organizations is one of the key issues being faced. This is due to the reason that, the majority of the contemporary business organizations are having diversified workforce belonging from different cultural and social backgrounds (Barak 2016). Thus, it is important to determine the requirement of the employees from different communities effectively along with providing effective and ideal working environment to enhance the productivity and effectiveness of the employees. Thus, contemporary business organizations should have to initiate various approaches in order to prevent the issues related to diversity. ABC Pty ltd is one of the prominent business organizations in Australia operating in the logistics industry. They are also having diverse and sound number of human resources of more than 3000 employees. However, in the recent time, they are facing issues related to diversity in the workforce. The key issues that they are facing are the conflict in the teamwork and lack of effective communication channel to overcome it (Leo et al. 2015). Due to this reason, they are gradually losing their competitiveness in the market. This is due to the fact that, conflict and ineffective communication in the organization is reducing the effectiveness and productivity of the employees. In addition, lack of effective communication channel is refraining them in determining the requirement of the employees. This report will discuss about the various strategies in order to overcome the identified issue. In addition, few effective strategies will be recommended to overcome the identified issues. An ideal implementing policy will also be discussed in relation to the selected strategies. The potential strategic outcome will be discussed in order to gauge the effectiveness of the chosen strategy. Instances of diversity issues Other than the ABC Pty ltd, there are various other business organizations, which are facing the issues related to diversity in workforce. According to Bennett, Pitt and Price (2012), one of the business organizations facing the diversity issues is the Berkshire Hathaway. This organization is being owned by Warren Buffet. However, they are being ranked as the worst organization in terms of the workplace diversity according to SP. according to the authors; they are mainly facing the issues related to the unfair and unequal treatment to the employees belonging from the minority communities. Thus, in the case of the appointment or promotion in the senior level management, minority communities are not being given preferences. Moreover, they are also facing the issues related to gender diversity due to the fact that, female representation is less in their organization (Joecks, Pull and Vetter 2013). However, in the recent times they are taking steps in increasing the female representation in their organization. From the above stated issues, there are various adverse implications being faced by Berkshire Hathaway. As stated by the authors, one of the key implications being faced by them is the lack of motivation of the employees belonging from the minority communities. This is due to the reason that, according to the authors, employees from the minority communities are having lower morale, which further affecting their productivity in the workplace. Available approaches to overcome diversity issues There mainly two types of approaches being available for ABC Pty ltd in order to overcome their employee issues. These approaches include employee approaches and management approaches. Employees are also being expected that they will contribute in marinating the diversity in the organizations. Thus, there are various responsibilities for the employees also to be accomplished. Employee oriented approaches The higher management in ABC Pty ltd is having the responsibility of sharing and communicating the vision related to diversity to the employees. However, it is the employees who implement the vision in the real situation. Thus, it is the responsibility of the employees to have the clear idea about the diversity policy of the organization and implementing it in the workplace. ABC Pty ltd initiates employee feedback mechanism in order to gain feedback in the forms of suggestion and opinions. Thus, it is the responsibility of the employees to provide accurate and honest feedback to the organization (Sahoo and Mishra 2012). The more accurate feedback they will provide, the more involved they will be in the organization and it will help the organization to modify their existing policy accordingly. It will also help the organization to identify any issues if the employees honestly communicate their grievances. It is one of the key responsibilities of the employees to effectively indulge in discussion with their colleagues belonging from different cultures and society. It will help them to get more close to other cultures and thus the mutual understanding between the employees will get enhanced (DArcy, Herath and Shoss 2014). This is due to the fact that, it is the responsibility of the employees to initiate the relationship among themselves, rather than the higher management who will only initiate the strategies. Management oriented approaches Initiation of the effective and extensive inclusion strategy covering all the internal stakeholders will help the organization to have a singular approach in diversity policies. The policy should be clear and effective, which will have positive implications on the internal stakeholders. Initiation of the training for the employees should taken by the management of ABC Pty ltd. It will help the employees to be trained about the diversity policy of the organization along with having the awareness about the potential benefits of the diversified workforce (Elnaga and Imran 2013). Recruitment selection policy is another dimension in inclusion policy. This is due to the reason that, the potential candidates should be selected in accordance to the organizational culture (Hogan and Coote 2014). Prior to the selection of the employees, it is to be seen that whether the employees can be compatible with the existing diversity policy of the organization. Thus, the more compatible employees will be with the existing organizational culture, the more will be the effectiveness of the diversity policy in the organization. Effective communication policy is one of the key approaches for higher management to reduce the issues regarding the diversity in the organization. Moreover, the communication channel should be a two way process (Guffey and Loewy 2012). This is due to the reason that, two ways process of the communication channel will help both the upper level management and the employees to effectively communicate with one another. Thus, the more effective will be the channel of communication, the more efficiently the upper level management can determine the requirement of the employees and vice versa. Recommended strategy All the above discussed strategies are effective based on the different situations that will be faced by ABC Pty ltd. However, there is a need of having effective strategy of diversity in the organization in order to maintain the diversity and inclusion of the employees. Thus, from the above discussed approaches, the first recommended step should be the effective process of recruitment (Brewster and Hegewisch 2017). This is due to the reason that, all the human resource related activities will start from the recruitment and selection. Thus, it is the responsibility of the human resource department of ABC Pty ltd to select the new employees on the basis of the organizational requirement and culture. This will enable the new employees to be aware about the diversity in the organization and accordingly they will work in their workplace. The next step will be the empowerment of the employees (Fernandez and Moldogaziev 2013). This is important due to the reason that, the more empowered will be the employees, the more they will be equipped to manage and control the conflict in the organization. Job rotation will be an effective option for employee empowerment. According to the concept of job rotation, all the employees are being given different job in their workplace in rotational process (Rashki, Hasanqasemi and Mazidi 2014). Thus, this process will help the employees to have the fair idea about the job roles of their colleagues. In addition, it will enable them to enhance their connectivity with other employees in the organization. Thus, the mutual understanding between the employees will be more and issues related to diversity will be less. The next step will be the maintenance of the fair and equality in the workforce. This is due to the reason that, maintaining the fairness and equality among the employees is having much importance in maintaining the diversity of the employees. As discussed earlier, the key issue for ABC Pty ltd is the conflict among the employees. However, one of the key reasons for the generation of the conflict among the employees is the unfair treatment by the upper level management. In the case of ABC Pty ltd, they are having more than 3000 employees and moreover all the employees are belonging from different social and cultural backgrounds. Thus, providing fair or biased treatment to a particular section of the employees will have adverse impact on the other sections. Eventually it will create conflict among the employees (Mowday, Porter and Steers 2013). Thus, it is important for the upper level management to provide fairness and equality in maintaining the diverse workforce. Implementation plan of the strategy The strategies being discussed above should be implemented in the organization effectively and due to that, a proper implementation plan is required. The implementation plan should be effective in order to adhere to the legal and ethical considerations. The first will be to follow the ethics in the process of recruitment and selection (Trevino and Nelson 2016). This is due to the fact that, if the ethics principles are not being followed, then the organizational objective of having the right candidate will not be achieved. Moreover, initiation of the inequality and fairness in the diversity management also related to the ethical principles. Thus, it is the responsibility of the human resource department of ABC Pty ltd to adhere to the ethical principles in managing the diversified workforce. Legal considerations should also be adhered due to reason that, management of the diversified workforce is related to the welfare of the employees. As discussed in the case of Berkshire Hathaway, welfare of the employees is being compromised, which caused adverse impact on the effectiveness and performance of the employees. Moreover, unequal representation of the communities and gender inequality will further attract legal issues for the organization. Strategic outcome The above discussed strategy will effectively meet the organizational strategic goal due to the reason that the strategy is being designed covering all the associated stakeholders of ABC Pty ltd along with covering all the aspects. The organizational strategy of ABC Pty ltd states having the diversified employees in the workforce. Thus, recruitment of the employees from different cultural and social backgrounds will help them to attain the objective of diversity in the workforce. In addition, maintenance of equality and fairness will help the organization to attain the organizational strategy of enhancing the effectiveness and morale of the employees (Boswell, Colvin and Darnold 2012). The more ethical principles will be followed by the senior management in managing the employees, the more will be the motivation and satisfaction level of the employees. According to Patrick and Kumar (2012), effective implementation of the above discussed strategy will help them to enhance their organizational productivity. The authors have given the example of Coca cola. According to them, Coca cola is also having diversity in their global operations. However, due to the effectiveness of their diversity management policy, they are being able to gain competitive advantages in the market along with effectively attaining their organizational goal. Conclusion Thus, it can be concluded that, the above discussed strategy in this report will help ABC Pty ltd to have an effective diversity and inclusion policy for their internal stakeholders. Moreover, the strategy being discussed in this report has covered all the related aspects along with considering all the associated stakeholders. 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