2.1 CHALLENGES OF MANAGING A DIVERSE WORKFORCE
Cultural differences
Cultural differences is one of the challenges that is faced while trying to manage a diverse workforce. Although we are in the globalisation era where different cultures are becoming assimilated, there are still some areas of the world that adhere to their culture strictly. In the midst of trying to hire diverse individuals, it is important that management realize that they need to accommodate and tolerate all cultures. According to Bedi, et al., more of the misunderstandings at the workplace are instances of cultural differences for example to offer suggestions or to be self-restraint (2014). Due to distinct cultural differences that shape behaviour, some individuals may …show more content…
Poor leadership
Daft and Samson (2014) note that dysfunctional leadership usually triggers poor performance because leaders are tasked with formulating a firm’s strategy and shaping the firm’s asset including operation and human capital. However, because of bad implementation linked to unconstructive company politics, some companies fail. Lewis, et al. (2006) argue that organisations in the same field or sector have similar products and services, plans and sales marketing techniques, however, what distinguishes between a successful and unsuccessful organisation is how strategies are executed.
3.0 CONCLUSION
In summary, employees want to work for organizations they can look up to and not one that looks down on them. The first step for the top executives of the UNHCR to take is to recognize that all staff have something to offer and should be encouraged to pursue their ideas as far as it would benefit the entire organization. Inspire and encourage people even as they pursue possible innovative ideas. Make employee happiness a priority by having a division dedicated to monitoring and executing job benefits. Perks may not be expensive but little things such as an occasional free breakfast with peers or movie tickets are some decent …show more content…
According to Hoefer and Midgley, a work policy is significant because it establishes uniformity in personnel rights and duty (2012). A work policy can be used to solve some of the problems that may arise due to diversity by setting out disciplinary actions against claims of favouritism and discrimination. All staff should be encouraged to report incidences that infringe the rights of workers (Cropanzano, 1993).
Qualification
To avoid cases of bias from occurring in the organisations, it is important that individuals are hired based on the academic qualifications, experience and merit and not any other category. Cappelli (2012) observes that qualifications is evidence of an individuals an individual’s capacity and should be the only tool used to judge him or her especially in a work setting. It through qualifications and experience that human resource department can identify and nature talents, which can be used to leverage the organisation since human capital is a critical asset.
4.2 IMPROVING HIGH PERFORMANCE THROUGH SHARED
Cultural differences
Cultural differences is one of the challenges that is faced while trying to manage a diverse workforce. Although we are in the globalisation era where different cultures are becoming assimilated, there are still some areas of the world that adhere to their culture strictly. In the midst of trying to hire diverse individuals, it is important that management realize that they need to accommodate and tolerate all cultures. According to Bedi, et al., more of the misunderstandings at the workplace are instances of cultural differences for example to offer suggestions or to be self-restraint (2014). Due to distinct cultural differences that shape behaviour, some individuals may …show more content…
Poor leadership
Daft and Samson (2014) note that dysfunctional leadership usually triggers poor performance because leaders are tasked with formulating a firm’s strategy and shaping the firm’s asset including operation and human capital. However, because of bad implementation linked to unconstructive company politics, some companies fail. Lewis, et al. (2006) argue that organisations in the same field or sector have similar products and services, plans and sales marketing techniques, however, what distinguishes between a successful and unsuccessful organisation is how strategies are executed.
3.0 CONCLUSION
In summary, employees want to work for organizations they can look up to and not one that looks down on them. The first step for the top executives of the UNHCR to take is to recognize that all staff have something to offer and should be encouraged to pursue their ideas as far as it would benefit the entire organization. Inspire and encourage people even as they pursue possible innovative ideas. Make employee happiness a priority by having a division dedicated to monitoring and executing job benefits. Perks may not be expensive but little things such as an occasional free breakfast with peers or movie tickets are some decent …show more content…
According to Hoefer and Midgley, a work policy is significant because it establishes uniformity in personnel rights and duty (2012). A work policy can be used to solve some of the problems that may arise due to diversity by setting out disciplinary actions against claims of favouritism and discrimination. All staff should be encouraged to report incidences that infringe the rights of workers (Cropanzano, 1993).
Qualification
To avoid cases of bias from occurring in the organisations, it is important that individuals are hired based on the academic qualifications, experience and merit and not any other category. Cappelli (2012) observes that qualifications is evidence of an individuals an individual’s capacity and should be the only tool used to judge him or her especially in a work setting. It through qualifications and experience that human resource department can identify and nature talents, which can be used to leverage the organisation since human capital is a critical asset.
4.2 IMPROVING HIGH PERFORMANCE THROUGH SHARED