Assignment for mod I
DIVERSITY MANAGEMENT A STUDY
Group II 161 – Rishita Digar 233 - Rahul Raju 241 - Ashish Jain 232- Pushpender Kapil 240- Chandan Kumar Singh 237 - Shiv Shankar
INTRODUCTION The concept of diversity includes acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and fostering environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual. Diversity is a reality created by individuals and groups from a broad spectrum of demographic and philosophical differences. It is extremely important to support and protect diversity because by valuing individuals and groups free from prejudice, and by fostering a climate where equity and mutual respect are intrinsic. People are not alike. Everyone is different. Diversity therefore consists of visible and non-visible factors, which include personal characteristics such as background, culture, personality and workstyle in addition to the characteristics that are protected under discrimination legislation in terms of race, disability, gender, religion and belief, sexual orientation and age. Harnessing these differences will create a productive environment in which everybody feels valued, their talents are fully utilized and organizational goals are met. Diversity is variety, heterogeneity, multifarious, difference. "Diversity" means more than just acknowledging and tolerating differences Diversity management is a strategic process to manage a diverse workforce-including the fight against stereotypes, prejudice and all kind of discrimination due to the individual perceptions and assumptions- in the manner to maximize the benefit and minimize barriers of different opinions, behaviour and attitudes of human beings within a company Workplace Diversity: Workplace diversity refers to the differences that people bring to their jobs on the basis of gender, age, race, ethnicity or professional background. Those differences have a direct and/or indirect influence on the work performed. Workplace Diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now.
1. Diversity as a Competitive Strategy in the Workplace Dahlia D. Cunningham Daryl D. Green This is a comparative case study between two organizations – IBM and Monitor Company which took an initiative to address the diversity issues taking different approaches. It says that most experts focus on diversity as it relates to distinctive characteristics which include race, ethnicity, culture, religion, and language, nation of origin, gender, sexual orientation, age, physical abilities, occupation, and class. These varying factors cannot be ignored in the workplace. Different organizations are at varying stages in this transformation of understanding the ramifications of diversity. Consequently, some organizations continue to stumble on diversity...
References: 1. Kamal Yusuf and Ferdousi Moriom July December 2009, Managing Diversity at Workplace: A Case Study of hp, ASA University Review Vol 3 No 2 2. Huang Haiyan and Trauth Eileen M., Cultural Diversity Challenges: Issues for Managing Globally Distributed Knowledge Workers in Software Development, Selected Reading On Global Information Technology: Contemporary Application, Chapter No 225, Page No 420 3. Huang Haiyan, Trauth Eileen M., Quesenberry Jeria L and Morgan Allison J. ,July 2006, Leveraging Diversity in Information Systems and Technology Education in the Global Workplace, Information Systems and Technology Education: From the University to the Workplace, Chapter No. 2 4. A project report on work force diversity are the challenges and opportunities for an organisation,hrmba.blogspot.com, http://www.scribd.com/doc/24005626/Work-Forcediversity 5. Dahlia D. Cunningham, 2007, Diversity as a Competitive Strategy in the Workplace, Journal of practical consulting, Iss no 2,Vol 1,Page no:51-55 LOG Saurabh Nandan, Sun, Aug 11, 2013 at 11:41 PM, email@example.com Nirbhay Verma, Sun, Aug 11, 2013 at 6:18 PM, firstname.lastname@example.org Suman Kalyan Biswas, Sun, Aug 11, 2013 at 12:27 AM, email@example.com Radhika Ramachandran, Fri, Aug 9, 2013 at 10.30 PM, firstname.lastname@example.org Rahul Ashok, Fri, Aug 9, 2013 at 10.30 PM, email@example.com Nisha Thomas, Sun, Aug 9, 2013 at 10.35 PM, firstname.lastname@example.org Rajesh Taracad, Sun, Aug 11, 2013 at 11.12 PM, email@example.com Sijith Mohan, Aug 12, 2013, 6.30 PM,firstname.lastname@example.org Viola Saldanha, Aug 11, 2013 7.20 PM, Mob: 9986201970 Sushant Srivastava, Aug 2, 2013 5.30 PM, email@example.com Prateek K, Aug 5, 2013, 6.30 PM, prateek_K@wipro.com Candida Fernandez, Aug 10, 8.20 PM, firstname.lastname@example.org
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