Multiculture change management for the big question. At a time when President Ronald Reagan threatened to dismantle equality and affirmative action laws in the USA in the s, equality and affirmative action professionals employed by US firms along with equality consultants, engaged in establishing the argument that a diverse workforce should be seen as a competitive advantage rather than just as a legal constraint.
Further, it is clear that the greatest benefits of workforce diversity will be experienced, not by the companies that have learned to employ people in spite of their differences, but by the companies that have learned to employ people because of them.
The more management does this, the more employees will object to anything not meeting the highest standards in any way. The first reason is as you state: Historically, support for modern multiculturalism stems from the changes in Western societies after World War II, in what Susanne Wessendorf calls the "human rights revolution", in which the horrors of institutionalized racism and ethnic cleansing became almost impossible to ignore in the wake of the Holocaust ; with the collapse of the European colonial systemas colonized nations in Africa and Asia successfully fought for their independence and pointed out the discriminatory underpinnings of the colonial system; and, in the United States in particular, with the rise of the Civil Rights Movementwhich criticized ideals of assimilation that often led to prejudices against those who did not act according to Multiculture change management standards and which led to the development of academic ethnic studies programs as a way to counteract the neglect of contributions by racial minorities in classrooms.
Learning to manage that diversity will make you more competitive.
The culture we all want is one that reflects the highest standards of all the good things like industriousness, openness, honesty, respect, performance, integrity, commitment, caring, cooperation, collaboration, motivation, morale, happiness, quality, safety, and the like. I welcome your comments to that,Tim, as well, if you care to.
Diversity is not about counting heads, but making heads count! From then on, researchers started to test a number of hypotheses on the business benefits of diversity and of diversity management, known as the business case of diversity.
The effect of diversity is worse than had been imagined. The paradox is that change is most needed when resources are getting depleted but you need resources to effect quick change.
Moscow beggars receive more gifts from fellow ethnics than from other ethnies [ sic ]. That fresh blood may also, sometimes, need to be top leadership, for at least one of two issues I mention in my comment, above, and attempt to describe more clearly in my comment to Part 1 of this 2-part blog.
Therefore, a diverse workforce can tackle increased diversity in the customer base effectively. How to Manage Multiculturalism 1.
In this way management will create a workplace characterized by disrespect and poor performance.
They have no clear culture change guide to follow. Recruitment of a diverse population can offset shortage because many workers are drawn to companies that embrace diversities. It reduces recruitment costs because companies with diversity policies and programmes are sought out by those who have such policies; And by reducing discrimination lawsuits.
Selection must be Task Related 2. People now overwhelmingly represent the workforce pool from a vast array of backgrounds and life experiences. Every culture, including corporate culture, has root guards that turn out in force every time you threaten a basic assumption.
The second reason is less informational and more psychological. Many of the nay-sayers and skeptics come on board as your greatest advocates when momentum builds and then the people that will not fit stand out even more visibly to their peers and not just the top leaders.
I have attempted to describe this psychological phenomenon in my now revised comment to part 1 of this 2-part blog. Generally speaking, the term "Workforce Diversity" refers to policies and practices that seek to include people within a workforce who are considered to be, in some way, different from those in the prevailing constituency.
In recruiting employees, successful companies recognize conformity to the status quo as a distinct disadvantage. So any change effort must plan for this- how do I carry this out in the face of adversity? The real problem with this corporate culture tree is that every time you go to make changes in the roots, you run into terrible opposition.
Recently, right-of-center governments in several European states — notably the Netherlands and Denmark — have reversed the national policy and returned to an official monoculturalism.
It is within this context in which the term is most commonly understood and the broadness and scope of the definition, as well as its practical use, has been the subject of serious debate.Multicultural and diversity management is the “recognition and valorization of individual differences”.
"The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. Multiculturalism is a term with a range of meanings in the contexts of sociology, political philosophy, and in colloquial use.
In sociology and everyday usage, it is a synonym for " ethnic pluralism " with the two terms often used interchangeably, for example, a cultural pluralism in which various ethnic groups collaborate and enter into a. Managing Multiculturalism & Diversity in Organizations: By Ms.
Neetu Munjal Ms. Madhvi Sharma Lecturers * Improved Management Quality Learning to manage diversity is a change process, and the managers involved are change agents.
There is no single tried and tested "solution" to diversity and no fixed right way to manage it. Workplace Development Culture How you manage and develop your business's organization and employees will have a big impact on your success.
Find out how to strengthen your workforce, increase effectiveness, and promote a positive workplace culture. Multicultural Management in the context of international business is discussed as a key attribute and a “success factor” for businesses, managers and teams in today’s globalised business arena Elk Recruitment Jobs Video.
When is it time to change jobs. Scroll to top. Adaptation is the ideal strategy because the team works effectively to solve its own problem with minimal input from management—and, most important, learns from the experience.Download