Question

a short essay of 750 words

What does it mean to be an effective manager in a diverse workforce? gender age, religion, ethnicity

please reference if you use any external sources

Answer 1

Please use the following points as reference and elaborate these to answer the essay question:

• Here, the motive is to make the reader understand how a person can be effective manager when there is a diverse workforce in action.

• First give a general introduction in about a paragraph to explain why the topic is important. Start as shown below for reference.

• It is obvious that a manager needs to deal with his subordinates consciously, to get the maximum productivity. S/he needs to find ways to deal with each section of the workforce so that a harmonious environment can be established, and people work without any conflicts.

• Now give detailed insights to the topic under discussion. An example is given below for reference:
  
• Diverse manpower can be seen as the combination of a various individual who has varied personalities, cultural backgrounds, beliefs, personalities, talent, religion, and ethnicity and so on. If an organization has a rich and diverse workforce, it is important for the HRM department to be more sensitive towards the needs and special requirements of everyone. Cultural sensitivity and responsiveness play a significant role in the proper management of this type of workforce. A diverse workforce is composed of different people of varying personalities, cultural beliefs, religion, gender, talents, needs and so on. With this, the HRM should find a way to incorporate employee’s needs so that they feel cared for.
  
• It has been found in many types of research that there will be a positive impact on the performance of the organization of the employees have a positive attitude towards diversity. The firms can gain a competitive advantage with the help of diversity as it will enable the employees to contribute to the firm with their full potential and talents along with a high level of motivation. A more comprehensive view of any problem can be developed by the diverse groups by using their diverse background and thus they will also try to find out the possible solutions. A greater variety of information and expertise will be obtained by the diverse employees due to their broader social network. In fact, creativity can be boosted in the organization and innovation will be on the upside if diversity is given due importance and it can help in gaining competitive advantage.

• Now, state why analyzing the needs for workforce diversity management is necessary. Some of the points are mentioned for reference:

1. The HRM practices will become more sophisticated with the advent in the technology which will make the execution of various HRM practices easier and faster. Most of the firms will shift towards the online recruitment processes and other HRM related activities. This will be quite helpful in neutralizing the stress faced by HR executives.

2. As compensation is one of the most critical aspects of the HRM practices, thus cost management will be in the main focus of future HRM. There will be greater involvement of the HRM department in cost management. There is a trend in this direction as now most of the organizations are looking to attract the new talent by providing higher compensation and providing good and early increments to the existing employees.

• Similarly state other points to make it more clear.

• Now state the conditions which can occur if there is not diversity management done by the company.

Influence of promoting diverse workforce internally:

1. Stereotypes: This can result in the form of assumptions and outright prejudices against the minorities. There can be some incidences where stereotyping can help to boost some favorable factors in the firm- for example assuming that Indians are good in Math’s.
   
2. Resistance to change; Some or many organizational members can oppose any kind of change in the diversity of the organization and it can lower the productivity of the organization along with the conflicts between these opposing members and management.
   
3. Costs: There can be some direct or indirect operational costs associated with the promotion of diversity in the firm which is required to be known by the management before taking any decision related to the diversity in the workplace.

Give ways on how can a company move forward toward a diverse workforce?

Step 1: Formulate a recruiting strategy supporting organization’s diversity goals

Step 2: Register the organization with local job agencies

Step 3: Take precautions while recruiting applicants based solely on whether they represent diversity.

Step 4: Create partnerships with local and national organizations to promote company’s image.

Step 5: Determine the needs of diversity training in the company.

Step 6: Offer training to employees based on needs and not choices.

Step 7: Construct work teams with diversity in mind.

Step 8: Monitor your recruitment and outreach efforts.

• Now give a conclusion.

There are several challenges imposed on the organization resulting from the increased diversity in the workforce. This is mainly since conventional programs are not able to deal with the existing and future requirement of HR management. At present, it is important to have more customized HR practices so that the various needs of a diverse workforce can be addressed. Having he balanced approach is must in order to avoid any offensive treatment. This entire process is quite costly and extensive as it requires continuous evaluation of existing processes and planning of new activities and process. Cultural diversity training is a must in the present scenario.