Benefits and Problems of a Diverse Workplace - do skin care products lose effectiveness over time
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Benefits and Problems of a Diverse Workplace - do skin care products lose effectiveness over time

by:NOX BELLCOW     2019-11-04
Benefits and Problems of a Diverse Workplace  -  do skin care products lose effectiveness over time
--xa0--xa0--xa0--xa0The world is getting smaller every day.
-- The internet, mass media, Telecom and Mass Transit have all led to the shrinking of the international market.
Then they are competitive.
Companies now have to ask themselves what they can do to increase the number of customers they serve when determining the needs of these customers.
--xa0This business process makes diversity an important part of the company's growth and operations.
As companies become more diverse, it becomes more and more important for companies to understand and manage it.
People of different backgrounds, different races, and different religions create different labor forces.
It is important to have a diverse workforce to provide better performance.
There are different perspectives on managing a diverse workforce, which requires organizational leadership and managers to be responsible for achieving a better diverse workforce.
Diversity means differences in age, gender, race, religion and culture.
The difference in population working in the organization is different.
It is increasingly important for organizations to understand these differences and how to manage them.
Diversity is also a common problem in the labor environment, and in some companies, employees are often discriminated against or misunderstood because of diversity.
Diversity is increasing every day in each organization;
In the United States, one out of every four Americans is a minority or a foreign country --born.
Women currently account for less than half of the labor force and are expected to fill 65% of the jobs created during the decade.
Whether you're a business owner, an executive, a salesperson, or a customer --
Service Professional, your success will increasingly depend on your ability to play a role in a culturally diverse market.
Over the next decade, the company realized that they had to have a diverse workforce, and that every employee had to really embrace the diversity principle to achieve longevity, growth, and profit growth (Outtz, James L, 2004 ).
Women, people of color and immigrants will soon have nearly three --
The diversity of the workplace is the subject of a lot of time and training spent by many industries and organizations to ensure their presence.
-Today's workplaces are more diverse than ever in history.
-While the labor force has made progress in the direction of equality, there is still a big gap in achieving full equality in the workplace.
The company must pay attention to diversity.
The main objectives of valuing diversity include raising awareness, educating and actively recognizing the differences between people in the workforce.
-- In a diverse workforce, organizations are increasingly emphasizing that teamwork or teamwork is a source of competitive advantage.
It was suggested that these organizations must target the recruitment work to applicants who are both diverse and fit for the team (Rau, Hyland 2003 ).
--xa0--xa0--xa0--xa0The cultural environment must allow people to celebrate differences rather than just tolerate them.
All employees must understand the competitive and ethical advantages of diversity.
They must respect and support cultural diversity by recognizing cultural and religious festivals, celebrations, customs and dietary restrictions.
--xa0We are not who we were, but we have not yet reached where we should have arrived (Outtz, James L, 2004 ).
In the ideal world, everyone is treated equally in terms of acceptance of work, career development and fair treatment in the workplace.
In fact, we know this is not the case.
Unfortunately, our reality is unfair treatment of the individual's gender, race, culture, ethnicity and lifestyle.
-These discrimination still exist in salary decisions, recruitment, dismissal and promotion.
In order to effectively manage diversity and recognize that it is a source of strength rather than a source of conflict, one needs to be educated and re-planned to receive and receive diversity.
--xa0The whole society is programmed to embrace the same and frown on all kinds of things.
--xa0Managers and the power that must be taught to appreciate and exploit differences, because unfortunately, it is not natural for most people.
America's past should have taught us that diversity is our success today.
-Diversity is necessary in order to achieve ultimate success.
-Diversity of employees is a fact of organizational life.
--xa0This is also a key issue in the theory and practice of organizational behavior. De-Knippenberg
Drew, Holman, 2004 ).
--xa0--xa0--xa0--xa0Diversity is important for companies because in a diverse environment people can benefit and learn from other ideas.
Other reasons why diversity is important to many organizations are the recognition that differences are prerequisites for high performance and continuous improvement, enhancing the effectiveness and creativity of the organization, and seeing conflict as an opportunity for more effective decision-making
Make and solve problems (Outtz, James L, 2004 ).
--xa0Diversity has a significant impact on our behavior in the workplace.
-- Many organizations focus primarily on people who are in line with their culture when recruiting.
The reason is that if people have the right attitude, they will most likely understand and adapt to the goals and expectations of the organization.
Necessary skills can be taught.
--xa0This is much easier than hiring people with the right skills but the wrong attitude.
--xa0Many organizations have decided what it takes to succeed in their company.
-- Promoting racism is a fundamental problem.
In fact, many people believe that racism is no longer there and try to convince them.
Today, many people live in the world around them and don't know anything about what happened, and they often try to convince themselves that racism is not a problem in their world. (Grano, J.
Diversity requires recognition of contributions that an individual can make as an individual, rather than just members of a group designated by the legislation.
Diversity requires the management of organizations to be inclusive, not only to tolerate different organizations, but to celebrate these differences.
It calls for openness
Traditional occupations of men and women of all beliefs, colors, religions, races and social groups, and provide a reasonable workplace and working life for the occurrence of this situation.
Diversity requires diversity, not just gender, race or physical and intellectual abilities, but also diversity of views, sexual orientation, social customs and customs, as well as other aspects of life and lifestyle changes.
--xa0There is a compelling general business case for achieving and managing the diversity of the workplace.
Diversity can help organizations: identify and leverage opportunities.
Diversity projects are considered good investments that are very beneficial to the organization.
Successful professionals are learning to showcase the contribution of diversified projects to the business at both the macro and micro levels.
We must keep in mind that having a diverse workforce is not what the company should have;
In fact, as our population is more diverse, this is what has happened or is about to happen.
--xa0Diversity in the workplace is becoming more and more common.
Companies in all industries encourage ethnic minorities, women, elderly workers, disabled persons and foreign workers to join the leading workforce in the workplace.
The diversity of the workforce will obviously continue.
Experts say business owners and managers still need to maintain or strengthen efforts to recruit and advance minorities every year.
In essence, because having a diverse workforce a will bring more advantages to the company's competitors.
--xa0--xa0--xa0--xa0People of different ethnic backgrounds have different attitudes and values.
Cultural differences determine the observed differences in work attitudes.
--xa0Organizational culture determines the ability of members from other groups to perform within the organization.
--xa0Individuals from minorities face daily challenges of prejudice, discrimination and stereotypes.
Prejudice is defined as an adverse opinion or judgment formed by prior or incomplete knowledge or incomplete examination of facts;
Preconceived ideas or prejudices (Saco, Joshua, Schmidt, Neil, 2005 ).
-- Discrimination can include prejudice against a person based on group identity.
--xa0The extent to which the size of the minority can be determined.
In fact, a recent survey found that nearly half of black job seekers said that the ethnic composition of the future workforce is a factor in their decision-making process. (Grano, J.
For the clarity and efficiency of all organizations, workforce diversity is necessary.
In order to achieve this goal, strategies must be developed to make each organization a multicultural and diverse workplace.
--xa0The process starts with the manager, but must include assistance from employees within the company.
-- Diversity is a must in today's global market.
--xa0Traditional barriers are being broken, and cross-border trade is critical to the success and growth of companies for many companies.
Japan, Europe and North America accounted for more than 80% of global business 10 years ago, but new markets are opening up around the world, which brings more opportunities and competition.
In addition, the rapid development of technologies such as the Internet allows even the smallest companies to enter new markets.
-- Growing markets in Latin America, Asia and Central and Eastern Europe are now playing an increasingly important role in global trading and manufacturing.
--xa0Diversity within the company can help the company better understand the culture, customs and ways of international business.
Customers also prefer to do business with employees they can identify who have a strong commitment to the community.
Companies are also encouraged to adopt a diversified program to avoid legal troubles.
--xa0The legal task of many companies is No.
Discrimination in employment practices. Âxa0 Non-
Compliance with equal employment opportunities or affirmative action legislation may result in fines and/or loss of contracts with government agencies (guidelines for diversity ).
--xa0In the context of such legislation, it makes sense to utilize a diverse workforce.
--xa0--xa0--xa0--xa0In 1996, Texaco agreed to allocate $35 million to set up a task force to implement the reform of the human resources plan after being prosecuted for racial discrimination.
-The plan includes revising the corporate recruitment and recruitment process to reflect the diversity of the workforce, focusing on career development and retention of current employees, and increasing the number of business partners owned by women and minorities.
Diversity is good for both employees and employers.
While employees are interdependent in the workplace, respect for individual differences can improve productivity.
Diversity in the workplace can reduce litigation and increase marketing opportunities, recruitment, creativity and business image.
In an era where flexibility and creativity are key to competition, diversity is critical to the success of the organization.
In addition, the consequences (loss of time and money) should not be ignored ).
--xa0--xa0--xa0--xa0There are many advantages to having a diverse working environment.
Companies that are prepared for demographic changes are prepared for market changes and for changes in the applicant group.
--xa0Having a diverse workplace will increase opportunities to attract and retain the most qualified candidates.
--xa0Diversified projects within the company have improved the corporate culture, contributed to recruitment, and contributed to better customer relationships.
-- Diversity in the workplace is believed to increase shareholder value.
--xa0Rich knowledge and experience can help create profits.
-Diversity is a concept that is considered to have the potential to understand the international market, to represent different customer groups, to contribute different operational skills and to help make decisions
Different ages and experiences provide different perspectives.
-Race and gender also offer very different views in the workplace.
--xa0--xa0--xa0--xa0Having internal information about how to communicate and what the community wants in the product is a huge asset.
A multicultural company can penetrate and broaden their market through knowledge of the political, social, legal, economic and cultural environment.
-In addition, there is one person in the organization who can negotiate and speak the national language, which is a very valuable asset for the company.
Despite the strong advantages of multicultural organizations, diversity is not everything, nor is it without disadvantages.
The cost of the organization brings the benefits of diversity.
The diversity of problems is too much.
It may not be normal to solve group problems.
Diversity adds ambiguity, complexity, and confusion.
It may be difficult for different organizations to integrate meaning, it may be difficult to reach a single agreement, and it is difficult to agree on a programme of action.
In many organizations, diversity creates negative dynamics, such as racism, stereotypes and cultural conflicts.
These negative dynamics, in turn, combine with an unbalanced power structure to create working disadvantages for women and minorities.
In tradition, assimilation-
Cultural differences between members of the majority and members of the minority create barriers to the full participation of members of the minority.
Tsui, Egan & o safreilly (1992), for example, analyzed 151 working groups and found more and more work
Unit diversity associated with lower levels of psychological attachment of group members.
Performance may be reduced if the leader ignores or improperly handles diversity.
Poor work outcomes include emotional and achievement outcomes that, in turn, have adverse effects first
Organizational measures such as productivity, absenteeism and turnover. (Grano, J.
Homogeneous groups are often superior to cultural diversity groups, especially in the presence of serious communication problems.
Heterogeneous work team
Perform homogeneous teams because they do not allow each member to make a special contribution to the work. Cross-
Cultural training is necessary in order for culturally diverse groups to realize their potential and overcome communication difficulties.
For example, a study on the performance of culturally homogeneous and culturally diverse groups over the age of 17
The cycle initially found that homogeneous groups scored higher in terms of process and performance effectiveness.
However, internal communication has improved over time, and the differences between groups tend to be consistent.
By 17 weeks, the overall performance of the two groups was not different, and the heterogeneous group scored higher on the two task measures.
The diversity movement has the potential to differentiate different social groups, harm productivity, and at the same time breed cynicism and resentment, exacerbate friction and tension between groups, contrary to the purpose of managing diversity, reduced productivity (Chatman, Jennifer, o. reilly, 2004 ).
Ignorance of cultural differences is one reason why the work performance of different working groups is ineffective.
Similarly, understanding the cultural differences of different working groups can also help to enhance work relations and improve the efficiency of the work team.
Different organizations are faced with higher turnover and absenteeism.
Research shows that the turnover of black labor in the United States is 40% higher than that of white people.
According to Corning Glass, 1980
The 1987 mistakes made by professional women were twice that of men, and the proportion of black people was 2.
Five more than white people
Schwartz (1989) find oneto-
The turnover rate of female managers was 1, while Scott and McClellan (1990) found similar gender differences.
Meisenheimer (1990) showed that the absenteeism rate of women was 58% higher.
Caldwell and Barnett (1989) explore the relationship between multicultural, social integration and individual mobility using 20 practical work units.
The results show that the heterogeneity of group tenure is associated with lower levels of group social integration, which in turn is negatively correlated with individual turnover.
Therefore, members outside the group are individuals who are more likely to leave the organization.
There are some shortcomings in all the positive aspects that multicultural brings to the company.
Many people feel threatened by working with people of different ages, genders or cultures.
-First, the cost of training has increased.
This increase comes from the associated costs of seminars, projects and lectures held to promote the diversity of the company.
These types of training are for employees at all levels within an organization (Outtz, James L, 2004 ).
How their faculty members accept the personality, ideas, or ideas of others.
These programs also teach people how to deal with conflicts and prejudices in a professional and civilized way.
Another drawback that companies may encounter is reverse discrimination.
This is a feeling associated with affirmative action policies.
This is the main argument against such a policy.
Reverse discrimination is the claim by white men that they are unfairly discriminated against.
They claim that they are equally or more qualified for the position, but are replaced by a few to get the job.
In some cases, this may cause litigation, but it is mainly the rejection of the few people who have obtained the position by other employees of the company.
-- In the absence of effective diversity management, working groups with cultural diversity may produce certain dysfunctional results compared to working groups with cultural homogeneity, such as poor communication, longer decision-making time, morale of members
The negative effects of diversity reduce creativity and innovation, problem solving and cohesion of working groups.
These negative consequences will therefore reduce market share, profitability and the achievement of organizational goals.
All in all, the diversity of the workforce is growing in all countries, especially the United States, Canada and Europe.
With a more diverse working environment, organizations can produce better performance.
It is important for companies to understand diversity and how to deal with issues related to it.
In addition, the demand for a diverse workforce is growing, not only because there are different people, but also because they can produce better results by having different types of people work.
Leaders in the organization should learn about diversity (gender, age, gender and religious differences in the working environment, and willingness to communicate between them) and how to manage it effectively.
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