Organisational Analysis - Diversity Management
Think back to an organisation where you enjoyed working. What were the top three reasons that you enjoyed working there? For many, one of those responses is the people. Now, think about the people that were at that organisation. Was everyone the same, or were they a diverse group of people. Within a diverse group, do you think team members would complement or detract from your skills and abilities?
As innovation processes depend on harnessing creativity, and while dynamic as well as supportive systems of management can elicit the best from staff, like-minded people will usually produce like-minded results. Diversity in the workforce can, however, help companies to break this mould and the cycle of limited unilateral thinking and, in so doing, set them free to discover new products, markets, and ways of doing or leading business.
Although you may understand the reasoning behind diversity within an organisation, it may be more difficult to explain to others who have primarily worked with like-minded people. As a manager, you may be called upon to train others about the purpose of diversity management within an organisation. Consider how you would explain the benefits and costs of diversity management to your assigned organisation, as well the potential issues that may arise from your organisation building a more diverse workforce. In this Individual Assignment, you will analyse approaches to diversity management within your scenario organisation.
References
European Community Programme for Employment and Social Solidarity (2007-2013), (n.d.) Diversity and Innovation: A Business Opportunity for All, Available at: https://www.iegd.org/pdf/Task%203%20-%20Innovation.pdf, (accessed: 18/12/12)