what are some ways a corporation can promote culture and div

what are some ways a corporation can promote culture and diversity?

Solution

As economic globalization continues to expand, the very idea of diversity management must expand to include a diversity cultures and situations. Attitudes ward diversity programs range really across countries, with the idea of what constitutes a \"diverse\" workforce differing by culture and e demography of the country. The role of women in the workplace also varies, with some countries valuing sexual equality more than others. her categories of diversity, like sexual orientation, are not recognized in some countries but are important elements of the diversity picture in others.

The companies are coming to see diversity management as a major component of their human resources systems. For example, in India, diversity management often means addressing differences in social class and caste that do not arise in other countries, with affirmative action programs mandating the number of individuals from lower castes who must be included in management positions for some types of organizations. Multinational organizations will have to carefully consider how to create diversity strategies given the variety of perspectives on diversity across countries. Many countries require specific targets and quotas for achieving affirmative action goals, whereas the legal framework in the United States specifically forbids their use. Some countries have strong prohibitions on sexual harassment, whereas in other countries behavior unacceptable in the US workplaces are common. Effectively managing diversity in multinational organizations is clearly a challenge of the global marketplace.

Diversity can be looked from many perspectives. The management must pay particular attention to three variables - biographical characteristics, ability, and diversity programs. For the management, it is important to consider the following points while managing diversity and making that a strategy to leverage.

The management can readily observe biographical characteristics, but that doesn\'t mean it should explicitly use them in management decisions. Most research shows fairly minimal effects of biographical characteristics on job performance. The management also needs to be aware of implicit biases the managers may have.

An effective selection process will improve the fit between employees and job requirements. It is the job analysis which will provide information about jobs presently being carried out and the abilities individuals need to perform the jobs satisfactorily. The job applicants can then be tested, interviewed, and evaluated to determine the degree to which they possess the necessary abilities.

Promotions and transfer decisions which affect individuals already existing in the organization\'s as an employee should invariably reflect the candidates\' abilities for the role. As with the new employees, additional care must be taken to evaluate the critical abilities incumbents will require in the job and subordinate those with the organization\'s human resources.

To accommodate employees with disabilities, managers can improve the fit by fine-tuning the job to better match an incumbent’s abilities. Often modifications with no significant impact on the job\'s basic activities, such as changing equipment or reorganizing tasks within a group, can be adapt work to the specific talents of a given employee.

Diversity management practice should be an ongoing commitment which would cross every level of the organization. The relevant activities including group management, hiring, recruiting, selection, retention, and development practices can all be deliberated to leverage diversity for having the organization\'s competitive advantage in the marketplace.

The policies and procedures that improve the climate for diversity can only be effective when they are designed to acknowledge the perspectives of all the employees in the organization. For this reason, the one-shot diversity training sessions are less likely to be effective than the comprehensive diversity programs that address the climate for diversity at multiple levels in the organization.