Diversity Program Plan-Free-Samples for Students-Myassignmenthelp

Questions: 1.Formulate your own definition of Diversity Management. 2.Prepare a diversity Program Plan for New Employees (diverse culture). 3.Please provide an example of a situation when you had to exercise your leadership skills to help resolve a conflict between two diverse Colleagues or subordinates. Answers: 1.Diversity management refers to the strategies that are responsible for the use of the practices that have been deemed to be the best with the provision of the best results. These strategies aid in the discovery and the creation of the diversity and the inclusiveness in the workplace. The successful strategies are known to link the business results with the progress in the diversity in the concerned workplace (Olsen Martins, 2012). Diversity in the place of work refers to the coming together of the people belonging to the different age groups, ethnic backgrounds and religious groups to form a productive and the cohesive unit at the concerned workplace. A business organization must have the ability to utilize and manage the diversity within the organization in an effective manner. Thus, diversity management might be defined as the initiatives undertaken by the business concern in order to include the total number of the employees of the concern in all the programs and the social networks that exist within the organization. The organizations that aim at achieving global relevance must take into consideration the impact of the diverse workforce of the organization on the ability of the employees to solve problems, bring about innovations and bring about the cultivation of the diversified markets (Wrench, 2014). 2.The goal of the management of the diversity in an organization is the enabling of the all the employees of the concern so that they may reach their topmost potential while pursuing the mission of the organization. The business concern must be committed towards following the enlisted objectives. The creation of a diverse, dedicated and a talented workforce. The education of the workforce regarding the principles of the management of diversity Improvisation of the communication throughout the concerned organization. Motivation of the employees to attain their correspondent highest potentials Providing the encouragement to the employees so that they may offer their suggestions and views towards the achievement of the organizational and the program goals without the retribution threats. The individual differences should be appreciated and respected by the management of the concerned organization. There should be an inclusive approach should be created and the maintained towards all the policies, systems and the practices of the concerned organization. The best and the most qualified applicants should be employed for the job at hand irrespective of the age, gender, race, nationality, religion, sexual orientation, disability and other such non-merit factors. The leaders of the concerned organization should be held responsible for leading the change, fostering the desired behaviors among the employees (Prsa.org, 2017). They should also be held responsible for the following activities. The policies, the practices and the systems that are followed by the concerned organization are supportive of the vision of the concerned organization and respond to the changes that take place within the organization. The workplace is inclusive in nature. The operations of the concerned organization are inclusive of the management of the principles of diversity within the organization. The employees of the organization also play a very important role in the management of the diversities that exist within the organization. The role of the employees in the management of diversities within a given organization are enlisted below. The employees must be supportive of the principles that are employed in the management of the diversity in the concerned organization. The employees must respect each other irrespective of the similarities and the differences on the basis of the views, backgrounds and styles that exist between them. The employees must participate fully in the efforts made by the concerned organization in order to promote the greater organizational efficiency and effectiveness through the implementation of the principles that are employed in the management of the diversity within an organization (Lauring, 2013). The current environment of the United States reveal that there are lesser distinctions that are based on the race or the gender of an employee. It is often noticed that the firms do not share the actual diversity data of their employees. According to the surveys that were conducted all over the country, there were twelve companies of Fortune 500 that had appeared on the list of the 50 Best Workplace For Diversity. This survey had pointed out the fact that the employees of these organizations felt comfortable at their workplace and as a result rated their respective employers highly on the grounds of morale, favoritism, feeling of inclusion and representation (Fortune.com, 2017). Goals and Measures of the diversity plan Goal 1 Recruitment of the diverse employees at all the levels. Outcome Measure Diversity in the hiring system would prove beneficial for the concerned company as well as be in accordance to the laws of the state. Goal 2 The development and the retention of the employees of the diverse backgrounds through the promotion of the environment that respects the existing differences. Outcome Measures The retention rate of the concerned organization would compare favorably with the external rates of retention. The results of the employee satisfaction survey would prove to be favorable for the total workforce of the concerned organization. Goal 3 The increment of the diversity in the senior and the managerial employees of the concerned organization. Outcome Measures The consistency with the applicable laws are maintained in following this goal. This would also lead to the representation of the women and the minorities in the senior and the managerial positions of the concerned organization. 3.I had faced a similar situation of the diversity conflict in my workplace. There had been a situation between two of my subordinates regarding the issue of their genders and their placements in the organizational hierarchy. The issue grew out of proportion when an announcement regarding the upcoming vacancy was declared within the organization. This was an internal promotional issue. The nomination list of the members included both the subordinates of mine. Thus, the issues between them increased ten-fold and it became necessary for me to intervene in the matter in order to resolve the issue. The male subordinate of mine nurtured the view that the managerial position against which the vacancy had been declared should be offered to him. He felt that the female colleague of his should not be promoted to the managerial position as she could not do justice to the role due to the fact that she was a female member of the organization and could not establish her authority over the other m ale subordinate members. I had to intervene in this matter and to resolve the issue I had arranged for a meeting with both of them regarding the issue. I had a discussion with both the conflicting parties and involved a representative in the meeting as well. In this case, the male member involved in the conflict was blinded by the gender difference that existed between him and his female colleague. This kind of situations may be avoided by implementing a mandatory hiring test that the candidates need to take before they can qualify to be interviewed by the officials of the human resource team of the company. The results of these tests should be completely devoid of any kind of bias that may exist within the recruiting members of the organization. The performance of the employees should be rated annually so as to ensure that the decisions of the managers regarding the pay and the promotion of their subordinate employees are unbiased and fair (Dobbin Kalev, 2016). The best employees of the organization must be identified and rewarded on the basis of their performance in the organization. The diversity in the organization must be promoted and there should not be any bias among the employees of the organization on the basis of their race, c aste, creed, sex or gender. References Dobbin, F., Kalev, A. (2016).Why Diversity Programs Fail.Harvard Business Review. Retrieved 30 November 2017, from https://hbr.org/2016/07/why-diversity-programs-fail Fortune.com. (2017).Only 3% Of Fortune 500 Companies Share Full Diversity Data.Fortune. Retrieved 30 November 2017, from https://fortune.com/2017/06/07/fortune-500-diversity/ Lauring, J. (2013). International diversity management: Global ideals and local responses.British Journal of Management,24(2), 211-224. Olsen, J. E., Martins, L. L. (2012). Understanding organizational diversity management programs: A theoretical framework and directions for future research.Journal of Organizational Behavior,33(8), 1168-1187. Prsa.org. (2017).Prsa.org. Retrieved 30 November 2017, from https://www.prsa.org/Diversity/documents/USNUCLEARREGULATORYCOMMISSION.pdf Wrench, J. (2014). Diversity management.Routledge International Handbook of Diversity Studies, 254.