Organizational management in dynamic environment
... ?The pool of younger worker is a smaller percentage of the workforce. ?The proportion of ethnic minorities in the workforce is increasing. ?The average age of the workforce is rising. ?More women are entering the workforce. ?International careers and mobile managers are now becoming commonplace. ?International experience is becoming a prerequisite for career progression to many top-level management positions. Workforce Diversity may be the term used most commonly today. It plays an important role in an organization. And it has emerged as a central theme in organization’s operating. To cope with the workforce diversity, we should find some ways to appreciate individuality. Firstly, the managers should treat every employee fairly, whether they are white or black, young or old, men or women. The managers should seek ways to break down barriers of race, religion, culture, and class. For example, At Dell, recruiting and retaining highly skilled men and women with diverse backgrounds is a business performance strategy. It is also the right thing to do. Diversity enhances their competitiveness in today's global marketplace. It fosters innovation, creativity and solutions. In a nutshell, it helps the bottom line. Diversity is one of the reasons Dell is the world's leading direct computer systems company and the fastest growing among all major computer companies. And it will continue to be key to their business. So, each individual should be given the equal opportunity to contribute fully and to achieve his or her professional goals in an organization. Secondly, managers should consider the workforce diversity as the resource of organization behavior process. We know that all of us are unique and different as a result of our experiences, personality and style. Diverse workforce brings a wide range of perspectives to solving problems, coming up with creative solutions, and generating greater productivity. For example, Microsoft supports a rich community of diverse employee resource groups that are initiated and chartered by employees. These self-organized groups provide support and networking opportunities such as mentoring, college recruiting, working in the community, solving problems, career development and assisting in other activities that promote cultural awareness. So we can found that diversity becomes an asset to organization when individuals develop skills to work with other people. Thirdly, the managers should ensure that the workforce diversity is in a legal environment. Managing Diversity differs from traditional equal employment opportunity and affirmative action in its more comprehensive approach and its emphasis on providing a supportive environment. Traditional EEO and AA approaches focus on bringing underrepresented groups into the workforce. Managing Diversity seeks to create an environment where all differences are valued and each unique employee can naturally develop to her or his full potential. It recognizes that it is not enough to hire employees from underrepresented groups, but we must also provide an environment where they, as well as all employees, are supported and valued. Fourthly, managers should consider the workforce diversity as talent completive advantages. Today’s winning companies hire and develop the best people they can find—smart, talented people who appreciate and understand unique customer needs, who connect with co-workers and customers, and who see the future in perceptive, innovative ways. For example, at MasterCard, they seek to understand, respect, value, and leverage the differences and similarities of all employees. They define diversity from a multidimensional perspective that encompasses their diverse skills, knowledge, viewpoints, and national origins. That’s why they are committed to creating a culture that enables all employees to contribute their unique talents and skills toward providing the best customer solutions in its industry. So, managers should strive to recruit individuals with a wide range of skills, talents, backgrounds, and cultures. Finally, managers should understand some of the ways in which people are different from one another and the impact of these differences on multicultural interaction. And they should pay more attention to fight against the ethnoc...