Administrative theory and practice management

As Dougherty (2008) reports, whites allow make up less than half(a) of the U.S. state by 2042, sooner than expected. Therefore, organizations will read to adjust to the rude(a) situation. Market globalization reinforces the importance of inter cultural communication, since majority of big corporations employ stack from a variety of backgrounds.For this reason, forethought of regeneration is one of the most all-important(prenominal) human resources tasks. Visionary and effective smorgasbord management reduces the probability of encroach in organizations and increases the organizations efficiency, productivity, and employee satisfaction.Managing diversity is a concept that refers to a planned, systematic and comprehensive managerial cover for developing an organizational environment in which all employees, with their similarities and differences, can contribute to the strategic and rivalrous expediency of the organization, and where no-one is excluded on the basis of fac tors unrelated to production (Performance Associates, 2004, Managing Diversity A exposition, para. 1).Development of healthy, tolerant and productive organizational culture is only possible under(a) the conditions of visionary intercultural management When there is weak attractership and management of diversity within an organization, a variety of problems and issues can arise (Sonnenschein, 1999, p.25).As a leader of my caller, I have to pay greater attention to values shargond by people from different backgrounds. Not only does every twenty-four hours life differ across the globe, but also leadership style and work ethics vary from country to country. I should acknowledge the impact of assorted workforce on market and realize the fact that happy companies should go to great length to cancel multicultural business clashes.In the coeval workplace, unsuccessful person of an organization can be in many cases attribute to inefficacious management of diversity. A successful manager is characterized by tolerance and cultural sensitivity.As concerns practical measures aimed at utilizing the potential of a diverse workforce, there is a number of expressions to manage diversity in the workplace. First of all, the process starts with recruitment. Underutilized minorities, women, and disabled citizens often possess unique skills crucial to a companys success.It is important to make the job look attractive to the abovementioned groups and advertise them to come to an interview. It is also necessary to ensure that interviewees are not unimaginative on the basis of sex, race, ethnicity, skin color, age, disability, or sexual orientation. Finally, it is a must to make all the appropriate arrangement for disabled employees starting with the day of interview.However, managing diversity is different from affirmative action. Many companies construe the concept of managing diversity as color blind (and sex, disability etc. blind) judgment of applicants found o n their qualifications. It means that being different would not harm someones chances of recruitment but will give him or her no unfair advantage over the rest of the applicants.Secondly, developing intercultural skills among managers and employees is of paramount importance. In a multinational environment, employees are likely to have different experiences and sums of knowledge. Problems force include misunderstanding of basic terms of cooperation and prejudices against another(prenominal) team members. To avoid them, management should establish a clear framework for cooperation and enforce honorable standards.Intercultural awareness and competence among managers and employees can be achieved through specific rearing programs. Managers can understand the culture of their employees better by gaining insights into its origins, including history, religion, and politics.Knowledge of the issues of race, ethnicity, and religion are invaluable for effective leaders. The most effective way to comprehend a different culture is to compare and contrast it with ones ingest your cultural identity. People with a deep understanding of their cultural egotism are likely to possess strong intercultural skills.Team make and enhanced communication are the first steps towards the effective use of cultural diversity for competitive advantage. Teambuilding activities can improve socialization and counter negative perceptions employees might have about their colleagues, especially those from a different background.Finally, there should be certain(prenominal) institutional adjustments made for effective management of diversity. Many companies have go by up special position of legality Officer responsible for observe workplace situation employees can also report cases of favoritism to this person. If discrimination cannot be stopped by conventional dispute resolution methods, Equity Officer is mandated to take appropriate legal action.It is of paramount importance to top t o employees that any violation of equity or workplace ethics will be immediately and severely punished.If a company succeeds in building an inclusive work environment, it will be able to attract and defend a talented workforce, reflecting the growing diversity of worldwide business community, and advocate creative thinking and cooperation. In such an environment, mutual respect is the call principle, and every employees contribution is valued.Diversity management can be an effective way to tackle many problems facing many contemporary organizations, including high pains levels among employees, low job satisfaction, absenteeism, and high turnover.People centered organizations strive in an ambiance of mutual respect and understanding. Given the fact that the half of American population will be nonwhite in several decades, my company should adopt a corporate culture where no superiority or domination of a certain ethnic group is tolerated.The change process might be complicated, s ince all employees are Caucasian and have tenure with the company. The inclusion of employees from other ethnic groups should be gradual this process should be constantly overseen by the manager.New hires might feel uncomfortable in the all-white environment, therefore they should be inclined support and assistance from the management at the initial stage of their employment. soon enough it is also of paramount importance not to make other employees savvy this support and assistant as discriminatory against them.While the transition might be complicated, I can build on such assets of my company as strong corporate culture and effective communication between the management and employees.Therefore, diversity should be regarded as a strategic resource for successful organizations. Managing diversity is one of the most crucial human resources tasks in the contemporary workplace, given the changing demographical landscape of America and worldwide globalization.ReferencesDougherty, C. (2008). Nonwhites to be bulk in US by 2042. The Wall Street Journal. Retrieved August 30, 2008, from http//online.wsj.com/ obligate/SB121867492705539109.htmlPerformance Associates. (2004). Managing Diversity. Retrieved May 3, 2008, from http//www.performanceassociates.co.nz/diversity.htmlSonnenschein, W. (1999). The Diversity Toolkit How You Can Build and Benefit from a various Workforce. New York McGraw-Hill.