Consider how specific areas of human resource management need to account for diversity.

User Generated

OVTQ8713

Business Finance

mmpa6435

Description

Demographic shift, including shifts in the racial and ethnic populations, impact the composition of the labor force. For example, there has been an increase in the number of women, people of color, average age of workers, immigrant workers, and in the number of part-time and temporary workers in the contemporary labor force. In addition, the shifts in the racial and ethnic make-up of the workforce bring issues of cultural differences and practices. In response to these shifts, government and non-profit organizations need to develop and implement a broad range of diversity initiatives, program, and practices.

For this Assignment, review this week’s Resources. Review Chapter 4 of Human Resources Management for Public and Nonprofit Organizations and focus on the areas of human resource management that must take diversity into account. Review the articles by Guy and Strate, et al. Pay particular attention to the challenges of managing workplace diversity. Consider how specific areas of human resource management (e.g., legal, hiring, training, employee relations) need to account for diversity. Review Exercise 4.2 “Tattoos in the Workplace” (p. 133) in the course text and consider the two questions in the exercise.

The Assignment:

  • Explain the challenges and opportunities related to addressing diversity needs in government and non-profit organizations.
  • Explain the right of employers to set parameters regarding acceptable appearance standards.
  • Describe the issues that might arise when considering the possibility of instituting appearance standards.

Be sure to support your Assignment with specific references to the resources and other current literature in the Walden Library. Use at least three scholarly sources from the library that were published within the past five years to support your paper.

Your Assignment must demonstrate both breadth and depth of knowledge and critical thinking appropriate to graduate-level scholarship. It must follow APA Publication Manual guidelines and be free of typographical, spelling, and grammatical errors. The assignment should be 3 pages in length (double-spaced), not including the title page, abstract, and references.

References

  • Pynes, J. E. (2013). Human resources management for public and nonprofit organizations: A strategic approach (4th ed.). San Francisco, CA: Jossey-Bass.
    • Chapter 4, "Managing a Diverse Workforce" (pp. 111–135)
  • Guy, M. E. (2010). When diversity makes a difference. Public Integrity, 12(2), 173–183.
    Retrieved from the Walden Library databases.
  • Strate, J. M., Jung, T. H., & Leidlein, J. (2009). Sexual harassment! Public Integrity, 12(1), 61–76.
    Retrieved from the Walden Library databases.

User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.

Explanation & Answer

Attached.

Running head: DIVERSITY IN WORKPLACE

Diversity in Workplace
Student’s Name
Institutional Affiliation

1

DIVERSITY IN WORKPLACE

2
Diversity in Workplace
Introduction

The workforce composition has changed with the changes in the American
demographics. Diversity in the workforce has brought about various challenges and issues in the
strategic human resource management. Some of the challenges facedin the management of
diversityin public and non-profit organizations include miscommunications and negative
attitudes due to stereotypes and prejudices. The employers have a right to set their organization’s
appearance policies or standards so long as they do not violate the federal or state laws
discriminatory acts. The issues that may arise with the institutionalization of appearance
standards in the workplace may include discrimination in promotion, recruitment, selection,
performance evaluation compensation and benefits as well as training and development; sexual
harassment and; employer liability.
Challenges and opportunities for diversity management
Guy (2010) points out an opportunity for democracy in diversity management. All
diverse members voice their concerns which the managers or employers put into consideration
when running their organizations. The quality of democracy helps sin effective decision making
which escalates the performance of the employees. However, there are also challenges
addressing diversity needs is miscommunication among the diverse members. Most of the
potential or apparent communication challenges are brought about by differences in th...


Anonymous
Really great stuff, couldn't ask for more.

Studypool
4.7
Trustpilot
4.5
Sitejabber
4.4

Similar Content

Related Tags