EDUC 6125 Proposing a Solution PPT

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EDUC 6125: Proposing a Solution

Courtnie Walker

Master of Science in Higher Education, Walden University

EDUC 6125: Foundations of Research

Dr. Sunil Hazari

August 14, 2021

Organizations often encounter problems while incorporating cultural diversity in training and development of managerial skills and employee fulfillment. Training and development are essential components in organizations, which have a significant effect on workplace diversity. While training and development can be considered as inducements, they as well act as an investment in the relationship between organizations and individuals, which improves employee performance. A major aim of training and development is to improve performance in the organization. The management of workforce diversity involves both recruiting and retaining a diverse workforce. By training, individuals can have self-concept and a sense of competence which improves identity in the organization. Richardson (2005) highlighted that organizations should make diversity a constituent of the corporate culture and has a mindset on managing cultural diversity. An organization that focuses on cultural diversity is likely to improve on performance and managerial activities, while is disregard will cause most organizations to fail. According to (Sippola&Smale (2007), and effective management of cultural diversity is critical to reach benefits and sustain competitive advantage. A diverse workforce if well managed enhances a competitive advantage for the organization. EDUC 6125 Proposing a Solution PPT

Despite the major advantages of a diverse workforce, managing it is indeed a challenge in most organizations. Farren and Nelson (1999) have highlighted best practices that can be used to enhance a diverse workforce. The first practice is through open communication. In this context, organizations should be concerned with how employees communicate with one another. Open communication is followed through taking actions that enhance the concerns and needs of employees in the organization. In organizations whereby workers have respect for one another, they are able to retain and maintain employees. Through open communication, the employees can understand the differences that exist between, and make decisions that promote organizational success (Seymen, 2006). Another significant practice is by educating and training employees on people’s culture as well make them more sensitive towards discrimination and employee feelings. Most of the organizations have training programs that seek to handle situations in case there exit clashes between the employees. EDUC 6125 Proposing a Solution PPT

As employees become more conversant with cultural diversity, they are able to respect the unique characteristics that exist between them. Another essential practice is to have mentors who can reduce discrimination within organizations. Having mentors in organizations aids in networking possibilities that can often be missed out. Further, managers should always be accountable for their actions. This means that they should include diverse accountability in their job postings to should their commitments towards diversity. While most top managers believe that diversity programs are essential, most organizations link diversity practices to compensation and performance. The management should as well adopt a managerial leadership that respects workers’ beliefs, values, and religious aspects to enhance job performance and motivation (Khan & Law, 2018). They should be at the forefront in ensuring that the employees are observing the culture of the organization. EDUC 6125 Proposing a Solution PPT

The growth of cultural diversity makes it essential for organizations to be informative and comprehended in managing a diverse workforce. Managers in a diverse workforce must use techniques for different management and organizational conduct consistent different values and needs amongst the staff. To work in a diverse workforce, it is essential to maximize employee input and ensure that they are treated justly irrespective of their culture. Organizations can choose between two different approaches, that is, a defensive/compliant approach or a developmental approach (Day, 2007). A defensive/compliant approach means that organizations treat cultural disparities as risky where issues such as disputes are high. This approach can be utilized by organizations by avoiding been offensive towards others. The developmental approach is utilized by organizations that consider cultural disparities as potential contributions to their success. The developmental approach is based on members representing themselves and not a culture or certain group.

Conclusively, organizations that need to manage a diverse workforce ought to understand the differences that exist between the workforces. Further, they should turn these differences into advantages rather than ignoring them. Managers musty also know how they should respect diversity as well as how to work in a diverse workforce. EDUC 6125 Proposing a Solution PPT

References

Day, R. (2007). Developing the multi‐cultural organisation: managing diversity or understanding differences?. Industrial and Commercial training.

Farren, C. and Nelson, B. (1999). Retaining Diversity. Executive Excellence, 16(5), p.7.

Khan, M. A., & Law, L. S. (2018). The role of national cultures in shaping the corporate management cultures: A three-country theoretical analysis. In Organizational Culture. IntechOpen

Richardson, P. (2005). Managing cultural diversity for competitive success. Engineering Management, 15(2), 24-27.

Seymen, O. A. (2006). The cultural diversity phenomenon in organisations and different approaches for effective cultural diversity management: a literary review. Cross Cultural Management: An International Journal.

Sippola, A., &Smale, A. (2007). The global integration of diversity management: A longitudinal case study. The International Journal of Human Resource Management, 18(11), 1895-1916.