The phenomenon of workplace violence, which has increased steadily in recent years, has been generating concern among employers. Employees, as well as supervisors and managers, have become all too frequent victims of assaults or other violent acts in the workplace, which entail a substantial risk of physical or emotional harm. Take a step towards protecting your workplace with this free report.
For this reason, diversity appears to lead to higher-quality scientific research. This year Richard Freeman, an economics professor at Harvard University and director of the Science and Engineering Workforce Project at the National Bureau of Economic Research, along with Wei Huang, a Harvard economics Ph.D. candidate, examined the ethnic identity of the authors of 1.5 million scientific papers written between 1985 and 2008 using Thomson Reuters's Web of Science, a comprehensive database of published research. They found that papers written by diverse groups receive more citations and have higher impact factors than papers written by people from the same ethnic group. Moreover, they found that stronger papers were associated with a greater number of author addresses; geographical diversity, and a larger number of references, is a reflection of more intellectual diversity.
Flower Basket Laundry has several policies that seek to maintain good workmanship while still maintaining diversity. Different workers work best with different policies. However, policies within a company might not favor all and could affect different groups in different ways. Although the different impact on employees by policies demonstrates diversity, there is need to change them accordingly in order to favor all. The survey shows that different policies have different impact to different employees. Although different policies and practice have differential influence to employees, the focus of policies should be to allow diversified thinking, practices and encourage each person to realize their potential. The survey shows that employees find the policies influencing differently to different individuals ((University of California San Francisco, 2012).
The fourth and fifth questions shows that workers trust their employees, which shows there is good level of interaction with the fifth questions showing individual goals and objectives as well as issues are addressed. Flower Basket Laundry believes that understanding and knowing individual goals and objectives of employees is essential in managing diversity. With an understanding of this, supervisors and managers know how best to treat their employees as well as helping them in realizing their goals as well. With an understanding of individual goals and objectives as well as interests, the company is in a better position to address them at an individual level as opposed to addressing them from a single perspective that may not work for all (University of California San Francisco, 2012). The survey showed a strong level of satisfaction in terms of addressing goals and objectives was achieved. Flower Basket Laundry further believes that a well-treated employee can work better to achieve the goals of the company as long as his or her individual needs are met.
Ernst referred to managing diversity as “bridging the gap”
Our objective for this topic Managing Diversity to find information that will:
The research links are Ernst, C., and Yip, J.
Evidence for the benefits of diversity can be found well beyond the U.S. In August 2012 a team of researchers at the Credit Suisse Research Institute issued a report in which they examined 2,360 companies globally from 2005 to 2011, looking for a relationship between gender diversity on corporate management boards and financial performance. Sure enough, the researchers found that companies with one or more women on the board delivered higher average returns on equity, lower gearing (that is, net debt to equity) and better average growth.
In the workplace, I find that many people hold assumptions about other groups as well as different people. Many of us hold views about other people that are negative and sometimes positive. Some of the stereotypes such as one race being inferior or incapable of certain practices are one way of hindering diversity (Greenberg, 2013). Some of us are discriminative and hold some prejudices about others. Such negative attitudes towards those that are different from us make it even harder to manage diversity within the workplace. It becomes difficult to manage diversity when people within the workplace do not want to associate with one another, or when we hold negative views concerning those who differ from us.
I have come to realize that the best way for managing diversity is ensuring that every person views the other person as an individual, instead of a different person belonging to a certain group. This way, we can all appreciate that diversity mainly comes from individuality instead of groups. This can help us in realizing that we can associate to anybody irrespective of his or her ethnicity, religion, race, sexual orientation or any other difference. From the discussed challenges to diversity management, it is clear they come from our differences, such as communication challenge that is brought about by our different communication styles. Resistance to change or resistance to appreciating such differences as well as holding negative views about other people poses the challenges to diversity management. Therefore, to overcome these challenges it requires us to appreciate our differences.
Racial diversity can deliver the same kinds of benefits. In a study conducted in 2003, Orlando Richard, a professor of management at the University of Texas at Dallas, and his colleagues surveyed executives at 177 national banks in the U.S., then put together a database comparing financial performance, racial diversity and the emphasis the bank presidents put on innovation. For innovation-focused banks, increases in racial diversity were clearly related to enhanced financial performance.
Koonce, R. 2001. "Redefining diversity: It's not just the right thing to do; it also makes good business sense." Training and Development (December).
Esty, K., R. Griffin, and M. Schorr-Hirsh. 1995. Workplace diversity. A manager's guide to solving problems and turning diversity into a competitive advantage. Avon, MA: Adams Media Corporation.
The mission statement of Flower Basket Laundry is to be recognized as a leading innovator and developer of high value standard services in the commercial and residential laundry services. The company shall do this in response to customer needs. It shall ensure reliability, flexibility to work at the convenience of the clients, fair and with integrity. Flower Basket Laundry values the relationship between the workforce, clientele and their values as well as diversity. Flower Basket Laundry seeks to be a dominant brand in the laundry industry across different regions across the globe.