Cultural diversity in the workplace. the positve and negative effect Essay

Cultural diversity in the workplace. the positve and negative effect - Essay Example Cultural diversity incorporates differences based on race, ethnicity, sex, social class, nationality, religion, color and sexual identity (Thomas and Ely 2001, p. 229). Members of a cultural identity share common worldviews, values, norms, goals and cultural heritage, cultural markers being communicated through communication style, shared meanings and dialects or languages. Cultural identity is socially constructed, complex, and dynamic and is associated with some power position, status, and a certain degree of prestige. For instance, in Western society males have a more powerful status and higher positions in political system than females, just like whites have a more powerful position than people of color, heterosexuals are more powerful than homosexuals, etc (Thomas and Ely 2001, p. 229). The discussion of the diversity in the workplace began early in 1990’s. The US workforce was changing rapidly. Traditionally it was represented mostly by white males. However, since 1970s ever more women and minorities joined the workforce. In 1993 it was expected that by the year 2000 only one in seven of new employees would be a white male. The old way of assimilating diversity (people were expected to hide their cultural differences to fit into the company’s dominant culture) was abandoned. Diversity started being treated as an asset bringing â€Å"a broad range of viewpoints and problem-solving skills to the company† (Black Enterprise 1993, p.1). Workforce 2000 Today survey showed that by 1991 â€Å"issues of cultural diversity and women in the work force were becoming increasingly important in decision-making and strategic planning – especially strategic planning†. 60 percent of the respondents said their management viewed diversity as an asse t, not as a problem (Black Enterprise 1993, p.1). However, Ben Harrison questioned the reliability of those 60% emphasizing that most managers didn’t have a clue as to what diversity meant. He explained that

Job and Work Analysis Research Paper Example | Topics and Well Written Essays - 1750 words

Job and Work Analysis - Research Paper Example These methods include as task inventory, technical conference, job element methods, threshold trait analysis system, competency conference, and a combination of any two or more of these methods (Hartley, D.E., 1999). Job analysis takes into account the entire process of collecting and recording job-related data i.e. knowledge and skills necessary for the effective performance of the expectations of a job, duties and responsibilities involved, educational qualifications and the general experience recommended and the physical and emotional qualifications necessary to perform a job as desired. It is usually conducted to attain the particular information regarding qualifications of individuals to ensure creation of a right fit between job and employee, to perfectly assess performance of an employee, to come up with the right determinants on the worth of any particular tasks, and give analysis of the training and development requirements of the employees who are charged with the responsib ilities of delivering their specific jobs. For instance, this task undergoes through sections, with the first one being the determination of the worth of the particular job at hand. The second step would be to analyze whether the selected person is capable of delivering as is expected or determining if he/she is perfect for the job. Collection of other crucial facts and figures about the job such as location, department/ division, job duties, compensation grade, routine tasks, MIS tasks, reporting structure, being able to effectively adapt to the given environment, individual presentations e.t.c., are also to be factored in. All these partaking are for the purposes of increasing personnel as well as enhancing the organizational productivity (Sidney, F. & Steven C., 1999). This is diagrammatically illustrated as shown in the figure below: Each of the five categories in the job analysis has specific functions to carry out. Under the performance analysis, job analysis is conducted to g ive a check on the merits of goals and objectives of any particular job with regards to the standards set. This step helps in making prompt decisions on the best and realistic performance standards, evaluation criteria and individual’s output. The overall employee performance is measured, and accordingly appraised. Recruitment and selection, as another task in job analysis, facilitates the determination of the kind of individuals recommended for the performance of any particular job. Selection and recruitment points out on the educational merits, levels of experience and technical, emotional and personal skills necessary to conduct a job as per the standards required; with the main objective of ensuring the right person at the right position. Training and development needs assessment of all employees is a factor that each organization should undertaken, and the difference between actual output and the set targets determined. This technique helps in making proper decisions reg arding the necessary training contents, and the best tools and equipments to be used during the training exercise.