Management Of Diversity Be A High Priority And A Formal Business Objective

906 Words Oct 24th, 2016 4 Pages
According to Gomez-Mejia et al. (2016), “Management of diversity will not be a high priority and a formal business objective unless managers and supervisors are held accountable for implementing diversity management and rewarded for doing so successfully (p. 141). Also suggested by these authors is diversity management should be one of the factors reviewed in performance appraisals for those in positions of authority. Clive Jenkins, the facility director, was irresponsible in his acceptance of the harassment and bias directed at his employee, Maalick, by the Treton coworkers. Not only were his actions inappropriate, he also demonstrated cultural determinism by not wanting to grant Maalick time off to participate in his religious confirmation process. Jenkins’ unacceptable comments regarding Maalick’s “so-called” religion were definitely not befitting a manager with a priority for diversity. Kahn (2013) relays, “If diversity is defined as human differences, then managing diversity implies management of people’s differences” (p. 187). Clive Jenkins’ management of the diversity issue that resulted from different religious thought processes between Maalick and the people in his division was a poor example of the commitment to diversity espoused through the policies at Treton Communications, Inc.
What resolution to this situation might Judith Dixon suggest? Andrews, Hopkins and Persons (2013) address the issue that many companies chose to take the easiest path towards…

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