Action plan for preparing organizations to deal with the challenges and opportunities presented by diversity

Action plan for preparing organizations to deal with the challenges and opportunities presented by diversity Managers encounter enormous challenges as they try to manage diversity within the organization. To start with, they are required to learn how to handle individual versus group fairness. This refers to the extent to which the management should attempt to embrace human resource programs for purposes of dealing with diverse employee groups (Robbins Judge, 2007). Advertising We will write a custom report sample on Action plan for preparing organizations to deal with the challenges and opportunities presented by diversity specifically for you for only $16.05 $11/page Learn More Another challenge that the management has to encounter is resistance to change. Once an organization has embraced and adopted a working culture, it becomes very hard to try and change it later on. For example, resistance to diversity has made it hard for minorities and women to prosper and survive in the corporate sector. Resentment is also another issue that the management has to deal w ith. For instance, because the government imposed the Equal Employment Opportunities on organizations, many companies responded to the change in question by grudgingly complying with the government’s directive (Harvey Allard, 2009). Although employee diversity may result in better problem solving and improved creativity, it could also lead to chaos and open conflict in the event that the organization is faced with a lack of respect and mistrust amongst its workforce. As such, organizations need to embrace diversity because it would enable them to undertake their duties effectively. On the other hand, diversity at the workplace is reported to result in enhanced organization effectiveness. Diversity brings about novel ideas by fuelling innovation and creativity. This leads to the emergence of novel products and services that fulfills the needs and expectations of the customers. Diversity also results in better teamwork. This is because interaction within a diverse workforce r esults in enhanced motivation and morale, as well as better ideas in the organization (Harvey Allard, 2009). In addition, a diverse workforce gives companies a better image, patronage and reputation, in comparison with other companies that have not embraced diversity. Organizations that have embraced diversity are also likely to expand the most because of the reduced target crunch. Managers who are able to handle diversity properly help the firm to not only improve employee productivity, but also increase their motivation as well. Thus, employees feel valued, and that the firm has accorded them the dignity that they deserve. Diversity also lowers attrition and reduces absenteeism. Population growth is projected to increase further in the coming years and this will mean that organizations will be faced by more challenges and opportunities in as far as the issue of workplace diversity is concerned. Advertising Looking for report on business economics? Let's see if we can he lp you! Get your first paper with 15% OFF Learn More There is the need therefore for the organization to prepare for the aforementioned challenges and opportunities associated with diversity. To do so, organization must first embrace diversity. Accepting multiculturalism is the first step towards embracing diversity (Robbins Judge, 2007). As such, the management should try to accept diversity both in words and deeds. The second step is to ensure that you recruit broadly. In case there is a job opening at your firm, ensure that you have in place a diverse applicant tool. Management should work hard to ensure that it does not rely on the existing workforce as a source of referral for future employees. This is because existing employees are likely to recommend candidates with similar traits. Moreover, the management needs to ensure that the selection process remains free and fair, and that it does not allow for discrimination. More importantly, the management should ensure that the selection tests are related to the job at hand. Furthermore, it is important to ensure that all the other employees are taught on the need to embrace diversity (Robbins Judge, 2007). They should be exposed to diversity training so that they can realize the value attached to it. Recognize that various groups have varying values and needs because this is also part of valuing diversity. The management should also work hard to ensure that employees’ differences are reinforced (Schaefer, 2011). Employees should also be encouraged to value and embrace diverse views. Accentuate the positive elements of diversity as a way of celebrating this concept. At the same time, management should also be ready to deal with the various challenges associated with diversity. They include miscommunication, mistrust, attitudinal differences, lack of cohesiveness, and stress. The management should also try to avoid stereotypes. These are the preconceived ideas held by an individual regarding an individual. For example, there are beliefs that some specific traits or behavior are shared by members of a given race. Thus, stereotypes establish classes and try to fit people into them. It is therefore a hindrance to diversity at the workplace. If we allow stereotypes to go on in the organization, this is bound to bring about natural divisions (Robbins Judge, 2007). To combat this, managers should try and mix the existing teams. Advertising We will write a custom report sample on Action plan for preparing organizations to deal with the challenges and opportunities presented by diversity specifically for you for only $16.05 $11/page Learn More There is also the need for organizations to implement a diversity policy. The lack of a proper diversity policy has been linked to the high rates of attribution experienced by organizations today. Even before trying to hire diverse candidates, it is important first to ensure that the organizational e nvironment and culture support diversity. Failure to do so, we shall be faced with the challenge of retaining employees. Reference List Harvey, C. P., Allard, M. J. (2009). Understanding and managing diversity (4th ed.). Upper Saddle River, NJ: Pearson. Robbins, S. P., Judge, T. A. (2007). Organizational Behaviors (12th Edition). New York: Prentice Hall. Schaefer, R. T. (2011). Racial and ethnic groups (12th ed.). Upper Saddle River, NJ: Pearson.

The Best Time to Apply for Jobs in 2017

The Best Time to Apply for Jobs in 2017 There are good times and bad times to apply for a job- even a best time. While it isn’t always an option to wait for optimal timing, it’s always good to keep the rhythm of the market in the back of your mind when you find yourself ready to search. January/February: The Best Time to Apply for JobsAcross a wide variety of industries, this is a great time to apply for jobs. People are slowly working back into things after the holidays, but the pace begins to pick back up mid-month. You’re most likely to get a high number of decision makers in the office at the same time at this time of year.Also: many companies get their new hiring budgets in January, and tend to delay their hiring activity until they get a sense of what they can afford. Side benefit: you’ll be sure to get your December bonus from your old job if you stick it out another month or two.March/April/May: Still a Good Time to ApplyThe closer you get to summer, the more pressure a company is likely to feel to hire someone. People in the company will need to go on vacations without leaving their coworkers stranded in the lurch- and without leaving a hiring decision undecided.June/July/August and November/December: Not the Best Time to ApplyThere’s a huge drop in interviewing and hiring in these months. Managers and decision makers are often on vacation and it’s hard to get a team together for an interview.There are jobs to be found during this time, of course. Just keep in mind you’ll have to work a little harder if you’re starting out your job search at the height of summer. Be patient with delays and postponements. You might even stand out more easily among fewer applicants!September/October:Â  Hiring Picks up AgainHiring tends to happen in waves. After the summer drought, there will be a flood of interviews and open positions. Fall speeds up after the summer slowness, so the process can move more quickly and smoothly at this time of year. In fac t, the fall is almost as good as January/February.When in doubt, start blasting out your applications in the last two weeks of December- and be at the ready to interview a lot in the new year.