Peer Discussion Post Response

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Please provide a response along with a follow up question to the two peer posts attached. The question in regards to the main post is included on peer post 1 (this is to give you insight on what the original question was).

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Class, Question: Leveraging Diversity Organizations often discuss the benefits of diversity; however, in many instances, these organizations simply hire a more diverse workforce and then expect the benefits to follow. Based on this week’s readings and your own professional experience, what is the difference between hiring for diversity and leveraging diversity? Based on my experiences, hiring for diversity is merely a thoughtless and minimal act to comply with federal and state organizational diversity mandates. I say that it is ‘thoughtless’ because it requires little effort to recruit and hire employees to comply with specific ethnic/cultural or gender requirement list. Hiring and leveraging diversity means to ensure the organization includes a broad, diverse, and varied workforce population very similar to the entire customer, supplier, and strategic marketplace it exists in. This population can also bring forth a wealth of skills, competencies, experiences, and creativity to their roles, which also inspire and new levels of proficiency. Satell (2019), “However, there is abundant evidence that seeking out a specific "type" can lead to poor performance. Researchers at the University of Michigan found that diverse groups can solve problems better than a more homogenous team of greater objective ability. Another study that simulated markets showed that ethnic diversity deflated asset bubbles. Leveraging diversity also allows the organization’s vision and mission to be strategic and diverse. Very much like that of the customer population/market, it operates in. As noted in this week's lecture, “As one looks to define or describe diversity in the workplace, it is important to remember that diversity is not a function of the groups or backgrounds that a given employee is associated with, rather it is about the individual qualities that the employee brings to the organization because of that particular association” (pg. 3). Diversified teams are rich in new/different ideas and methodologies, which can vastly improve operations, save $ and increase the service quality and value to both the organization and customer. Thanks, Evette L. Johnson References JWI 520 People Management Week Two | Lecture One Satell, G. (2019) Retrieved from https://www.inc.com/greg-satell/science-says-diversitycan-make-your-team-more-productive-but-not-without-effort.html Hello Everyone, Hiring for diversity is simply bringing on people to the organization that has different backgrounds, experiences, and associations with the idea/hopes that these individuals will bring their qualities to the organization (JWI520 W2 L1, 1). Leveraging, on the other hand, is taking action by getting the organization to open up to different perspectives, ideas, and possibilities. It is leadership's responsibility to do everything it can to break down barriers and give employees the opportunity to participate and succeed (JWI520 W2 L1, 1). Leadership must have a strategy and create processes and groups to leverage ideas and perspective from their diverse population. From my experience, I agree with the lecture notes that most people think of age, race, gender, and affirmative action when they hear the word diversity. I believe what organizations are really after is described in the term "Cognitive Diversity" as it is the thought, difference in perspective, and information processing styles (Reynolds, 2). The military is a very diverse organization that recruits from all over the country. This diversity adds to its strength and innovation. Fomer Secretary of the Army Eric Fanning was quoted as saying, "Accomplishing these missions today and into the future requires our force to include the broadest possible spectrum of ideas, perspectives, and experiences. To fight and win the Nation's wars in an age of new and emerging threats, we need to draw from America's best and enable them to harness the innate power of diverse teams. We need experience, critical thinking, and creativity in our force, but most importantly, we need teams of people who think differently from one another and yet are joined together in common cause (Fanning, 3)" Bringing people together who think differently and join together in a common cause I believe says it all. It takes leadership to make this happen in every organization. Thanks, Bill 1. JWI 520. Week 2. Lecture 1. 2. Alison Reynolds and David Lewis. 2017. Team Solve Problems Faster When They're More Cognitively Diverse. HBR 3. Secretary of the Army Eric Fanning. 2016. America's diversity is our Army's strength. https://www.army.mil/article/174964/americas_diversity_is_our_armys_strengt h
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Running head: DISCUSSION

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DISCUSSION

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Response One

Thank you for writing such a great post.In my view, there are firms that hire for diversity
as a means of propping up the image of the company. In that case, they do not want to profit
from diversity but to fulfill a corporate requirement. As well, there are those companies that
embrace diversity in the hiring process but have not created any elaborate measures to make sure
that they gain from t...


Anonymous
Very useful material for studying!

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