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15/11/2013 07:10:56 AM

The Diversity about employees in organizational

Introduction

This article show that diversity plays important role in today’s business model. Diversity is considered a key to a world class organization. The way that we should offered to implement and sustain diversity in organization

The author want to explain how to effective diversity-based management enables organizations to harness the talents of its people, talents that are not limited by a variety of characteristics that include race, gender, and ethnicity. Beside that, this article want to offer how the positive leadership strategies overcome the distrust of some ethnicities that has been exacerbated by the event of politics

Description of the research procedure 

The research have offered provide data as well as some procedure to prove the importance of diversity for establishing world class organization such as impact of diversity on competitiveness, consequences of discriminatory behavior, current state of minority program and diversity, beside that the research also offer suggestion for effective diversity – based management such strategic plan should comprise a clear mission statement, a vision statement, and the organization’s value, leader and senior have to take in promoting diversity

Flaws in procedural design

The researcher discussed the how to effective diversity-based management enables organizations to harness the talents of its people but he has not ever attended into some factors to help change their behavior such as psychology of the mind and demonstrate the unique experiences and though that individuals bring to the organization, how they can leverage them to create a high performing organization.  

Analysis of researches

The resolve the some problem concerned to diversity, the researcher has some solution such as the leaders and senior managers have to take the lead in promoting diversity, this thing help the leaders make belief to employee for managing diversity. As for Oglesby( 1989), in order to have good construction quality, everybody should cooperate together toward common goal, this thing will help them make unified team despite they are from different walks of life. This is sometimes very difficult to accomplish with workers of different cultural, racial, and ethnic backgrounds. An organization cannot have satisfied external customers until it has satisfied internal customers. It cannot meet, let alone exceed, external customers’ needs when internal customers are at war with each other, as is often the case with construction projects. As for Dr. Edwards Deming, the people are component in a organization and the informal communication plays important role in managing diversity regardless of level of position, this thing will everybody understand each other. The research of david Pitt (American university,2009) show that people of color are less likely than whites to have positive perceptions of work group performance.Those who are in higher-level positions are more likely to report overall good performance, a finding that is probably not very surprising, and those who have been with the organization for longer are more likely to report good performance as well. Successful organizations excel not by just having a good product or service, but by recognizing that world-class performance incorporates many other factors. These factors have to be embodied in a strategic plan, as they do not occur in isolation or by accident. The strategic plan is typically built on a foundation that comprises a clear mission statement, a vision statement, and the organization’s values. The mission statement identifies the organization’s purpose for existence; the vision statement galvanizes everyone’s efforts towards an ideal future accomplishment; and the values are the core beliefs of the organization, such as customer satisfaction, serving the community, and treating people with dignity. The strategic plan orchestrates this system and clarifies how each employee plays a role in deploying the plan

Limited and justifiable conclusions

Beside some solutions are offered by author, the researcher also should offered core value that base on some concepts concern with psychology of the mind, unique experiences and thought such as blind spot, selective perception, mood elevator, behavior style. These concepts apply for managing diversity although differences in the race, gender, and national origin of organizational members.

Communicate from the CEO level a commitment to staff about providing an environment that is conducive to diversity. This fosters cooperation, inclusiveness of all staff, and recognizes value of knowledge, talent, and skills from all sources. In brief, in order to be effective diversity management, organization should:

• Be inclusive—respect the opinions and suggestions of the minority groups. Respect the fact that their attitudes and customs may differ from yours.

• Look for and remove those barriers, both internal and external, that inhibit the flow of information that can improve competitiveness.

• Managers must practice employee development in order to make diversity successful: establish and communicate performance expectations; use appropriate motivational approaches; provide working conditions that employees appreciate; and provide meaningful feedback, both positive and negative, while respecting individual dignity. Use appropriate rewards and recognition—preferably things that the employee values, not just a routine award.

• For international projects, train management staff on the social and cultural values of the respective host country. Use bilingual and bicultural staff to interface where possible.

• Recognize that diversity-based management is an ongoing long-term process. Like all quality endeavors, a culture of continuous improvement is the best prescription for a design or construction organization to ascend to world class performance         

References

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Logarithms: Gender, Institutional Context, and Representative Bureaucracy . American Political Science Review 96 ( 3 ): 553 – 64 .

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of Federal Agency Diversity Management Programs . Administration & Society 36 ( 1 ): 62 – 90 .                                                                                                                     

                                                                                                                                                                            MBA. Trinh Le Tan