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Introduction
International trade, globalization, enhanced movement factors of production have resulted to diverse labor market where companies can deploy from countries different from their country of incorporation (home country).
Companies employing from diverse communities, societies, and nationality enjoy advantages brought about by diversity; however there are some challenges that come with managing diverse human capital. Workplace diversity is about creating an inclusive working environment, which incorporates people of different caste, nationality, gender, skin color, and ethnicity.
Other than the social and physical diversity, workplace diversity also incorporates differences in ideas, skills, perspectives, and backgrounds (Jackson, 1992). This paper discusses some of the factors that a company that values diversity need as far as organizational behavior is concerned.
Managing diversity
Human resources management has the role of ensuring that an orchestrate team is developed within its organization, when they are addressing diversity, human resources management are expected to understand the scope that the diversity is likely to be attained as well as the definition of diversity within their organizations.
Definition of what diversity within an organization can have different meanings depending with nature and industry of the particular company. For instance at Apple Inc, the world greatest electronic company, the definition of diversity include among others corporate culture, the crucial role of the human capital and global perspective; while other companies like Perisher Blue hotel in Australia defines diversity in the line of difference in cultures of employees and visitors.
After getting a clear meaning of diversity within an organization, the next crucial step is to manage human resources; the human resource department has the role of establishing the differences of beliefs, races, intellectualism and ideas among the team and aim at creating a team that incorporates the strength of the diverse human capital in teams.
An effective human resource manager should be able to combine the strengths and weak-points offered by diversity in a team such that they will reinforce each other and have a winning team.
This calls for a wide human resources research and putting on measures that can assist in determining what is best for the team. Some of the factors to consider when making efforts to know ones employees include their motivation, the way they handle situations, some cultural beliefs and the values that they uphold.
With the teams of the right combination in place, the next step is to motivate and blend the teams together; when blending them then coaching, mentoring and training on how they should be there to reinforce each other for the benefit of the company should follow.
Team members should be trained on how they should respect the views and beliefs of others, they should be meant to understand that people are different, thus their opinions, standpoints and views may be different; however, they can embrace the diversity of views for their own benefit.
When coaching members on how they should stay together, the main emphasis should be on respect to the other persons culture and way of life.
A company should have its own organizational culture that at times may seem to conflict the ethical culture and diversity within individual team members, the management should emphasis that organizational culture remains superior and should be followed within the organization regardless of whether its inline with one’s believe. With such structures, then human resources will respect each other and have a common source of identity, organizational culture (Borkowski, 2009).
Conclusion
Organizations require physical and human resources carry on their businesses; personnel must be managed professionally and their human fundamental rights and freedom respected despite their nationality, ethnicity, race, or cultural belief. The human resources department assisted by line managers has the mandate of ensuring that adequate employees are available at all times and have created a positive organizational behavior.
References
Borkowski, N. (2009). Organizational behavior, theory and design in healthcare. London: Jones and Bartlett.
Jackson, S. (1992). Diversity in the workplace: human resources initiatives. New York: The Guilford Press.
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