Workforce diversity and HR Coursework Example | Topics and Well Written Essays - 1250 words

Workforce diversity and HR - Coursework ExampleAn overview of LOCOG indicates that it is a temporary musical arrangement established in 2005 for the last aim of delivering the most challenging international project to the standards required by the International Olympic Committee through the defined time frame culminating on the 27th of July, 2012. Due to the disclosed need to live up to the worldwide expectations associated with the global brand of the Olympics, as host organization, LOCOG is expected to commit a assembling detailing the importance of managing workforce diversity. Likewise, as HR Manager of LOCOG, one is tasked with presenting ways by which HR can significantly contribute towards the organizations broader objective of diversity. Therefore, the current discourse used three specifically identified articles written by Shen, Chanda, DNetto, and Monga (2009) McCuiston, Wooldrige, and Pierce (2004) as well as Mannix and Neale (2005) to present the crucial information s upporting the need to manage diversity at LOCOG and to identify specific means by which HR can contribute towards the organizations broader objective of adhering and complying with maintaining a diversified workforce. The compendium would initially present a brief definition of terms, specifically on diversity as seen from diverse authors perspectives. Then, the importance of workforce diversity would be expounded prior to delving into HRs contribution to LOCOGs diversity goals. Definition of Terms To ensure that LOCOGs caution would be accurately informed on the crucial concepts, theories and applications on workforce diversity, it is pertinent that a definition of the term diversity be presented and expounded. According to Mannix and Neale (2005), the authors agree on using the definition cited by Williams and OReilly (1998), to wit any attribute that another person may use to detect individual differences (p. 81). On the other hand, Shen, Chanda, DNetto and Monga (2009) emphasi zed clearly that workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, married status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Kossek, Lobel and Brown 2005) (p. 235). Diversity therefore manifests and accepts disparities in cultural orientation seen to be a crucial factor in the sure-fire performance of various contemporary organizations. In the situation of LOCOG, since the organization would be directly and closely involved in interacting and governing peoples all over the world, it is assertive that managing diversity within their workforce would embody the organizations ideals and philosophies and form an integral part of their value system. Importance of Workforce Diversity The importance in managing workforce diversity has been greatly illumined by Shen, et.al. (2009) as it focuses not so much on accepting that individuals are different but creating an atmos phere of cellular inclusion and making a commitment to valuing diversity (p. 236). From a review of related literature, Shen, et.al. (2009) cited the following benefits and advantages of supporting a diverse workforce, as summarized below Provides opportunities of improving the character of decision making through innovative ideas and offering superior solutions to problems (Australian Centre for International Business (ACIB), 2000 Mannix and Neale 2005). Provides a better-quality solution to brainstorming tasks, displays more cooperative behavior, congress to homogenous groups, and can raise organizational efficiency, effectiveness and profitability