Distinct Characteristics Valued Organization-Myassignmenthelp.Com

Question: Discuss About The Distinct Characteristics Valued Organization? Answer: Introducation The increasing globalization has enhanced the interactions among people from diverse backgrounds, beliefs and cultures. We no longer work in a confined place, rather everyone is a part of the global economy and the competition is everywhere. I am now working at a IT firm, Envate, as an intern for last two months where I have experienced a diverse situation almost every day. The diverse workplace can be very much beneficial for the organization; therefore our management makes sure that each of the distinct characteristics is valued within the organization. However, the diversity can be improved in the organization by the following methods: The leaders and the senior employees should set an example for valuing the diverse culture (Sabharwal 2014). People always want to follow someone who has value and concern for them. Therefore if the leaders make the entire work environment positive, the organization can expect more productivity from its employees. The diversity policy should be a part of the value statement of the organization. It should be a written and formal promise to the employees that the organization will adhere to the anti-discriminatory practices. Therefore the organization can also let the employees know about the existing diversity plan and ask for more recommendations. The organization can also take initiatives related to the diversity such as they can make all the employees undergo a specific training and development program for removing the unconscious bias from the employees (Barak 2016). This can be a difficult job to do, because unconscious bias is always there in our minds and it tends to influence our judgments without having the wrong feelings. Therefore educating the existing workforce is important for the organization as it will not only remove the bias from the employees while working, but it will also remove the unconscious bias from people who are in charge of recruiting. The organization should also allow everyone in the workforce to have a voice and they can contribute their ideas and share their thoughts at anytime they want. Therefore, the leaders and managers should encourage all the employees to take part in the organizational activities (Joshua and Taylor-Abdulai 2014). The organization can also encourage the employees to make resource groups that can be helpful for those who need extra help. These will improve the diverse situation within the organization and will remove the potential barriers. Managing diversity within the workplace means understanding, accepting and valuing the distinct differences amongst the individual employees within an organization. For this purpose the organizations may also develop a strategic diversity plan for managing the diverse situations. The plan may include: Set the goals: The organization will set the diversity goals. This can be the very first step for developing the strategic plan. If the organization wants to manage the diversity and make positive benefit ut of the situation, they should make a mission statement for managing diversity which can transparently communicate with the employees regarding the stand of the organization. With a mission statement affirming the fact that the organization will embrace and respect all the employees irrespective of their class, abilities, groups, genders, races, ethnicities, regions, sexual orientations, will help the organization also to widen the smaller objectives (Chrobot-Mason and Aramovich 2013). Develop the approach of the plan The pre-determined objectives of the plan should be employee-centric and should also be able to hire and recruit people from diverse backgrounds. The organization should first decide, whether the plan will be employee centric or customer-centric. If the approach is customer-centric, the organization should train its employees so that they are capable of developing the communication skill for reaching the customers. On the other hand, the community related approach can contribute funds and volunteer hours for nonprofit organizations who are serving people from diverse places and backgrounds. Implement the plan After deciding the approach of the plan, the organization should implement the plan by calling a meeting with all the employees. In this meeting the management should answer all the questions of the employees and they will also be asked to participate to the plan (Guillaume et al. 2017). They can contribute to any part of the plan and help the organization in achieving the objectives. However, each of the employees should have a clear vision while participating. Measuring the outcomes After a successful implementation of the plan, the organization should measure the progress of the plan after a certain period of time. The employees can be asked to report their activities. If there is any issue, the organization can also revise the specific goals or if everything is alright, the organization can move to the next stage. Reference List Barak, M.E.M., 2016.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Chrobot-Mason, D. and Aramovich, N.P., 2013. The psychological benefits of creating an affirming climate for workplace diversity.Group Organization Management,38(6), pp.659-689. Guillaume, Y.R., Dawson, J.F., Otaye?Ebede, L., Woods, S.A. and West, M.A., 2017. Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?.Journal of Organizational Behavior,38(2), pp.276-303. Hill, R., Boyd, A.R., Dawson, A., Olsen, C.H. and Salinas, A., 2017. Roundtable--Workplace Diversity.Journal-American Water Works Association,109(8), pp.56-63. Joshua, B.M. and Taylor-Abdulai, H., 2014. Making ethnic differences count at the workplace: A new paradigm shift for managing diversity in Ghana. Sabharwal, M., 2014. Is diversity management sufficient? Organizational inclusion to further performance.Public Personnel Management,43(2), pp.197-217.