the implications on managing a multicultural workforce If so

the implications on managing a multi-cultural workforce? If so, you can choose to look at the effects of protected classes have in perceived discriminatory workplace practices. You can look at age discrimination as an example and implication of discriminatory practices in the workplace such as lawsuits and increased unionization.

Solution

Administering multi-cultural workforce diversity refers to generally identifying and acknowledging the matter of fact and circumstances that individuals vary in various manners such as age, sex, marital status, disability, faith, character, traditions and values.

In the present scenario demographic tendencies have generally pointed out the matter of fact that the arrangement of labor force globally has become more diverse and as a consequence human resource administrators have to come across more and more concerns related to workforce diversity in organizations.

Various studies have indicated that workplace diversity can have a major impact on the productivity of the business indirectly through effects that begin at individual level and companies can also face the major task of assimilation of diverse workforce with the prevailing labor force.

Diversity awareness has been recognized as the most effective and efficient tool in nurturing an effective diversity administration as it is intended towards developing a mutual understanding to be responsive towards the significance of diversity and supporting towards constructing a collective interconnection to support grow productivity at individual and overall organizational level.

Various studies have pointed out the matter of fact that appropriate and proper training has been able to create a major impact on the employees towards creating a positive diversity attitudes as the main concern of training programs has been towards bringing a positive change in workers\' attitudes and behaviors which can enable them to recognize, appreciate and value diversity and reduce restrained practices of discrimination and prohibition which can in fact hamper effective functional correlations.

Diversity administration in compensation necessitates a comprehensive solicitation of the norm of equivalent remuneration and performance based wage scheme which should in fact be based on each person’s capability, understanding and proficiency against an individually focused compensation scheme which can generally facilitate an augmented individual standard of living and encourage diversity.