When more than one head thinks more, it is important to get a consensus of a variety of ways of thinking to solve problems at the business. Innovation is the key word here to be coined for taking opportunity of diversity at the work place.
Managing diversity refers to the fact of understanding and taking advantage of the different classes analysed in the former blog (see Exploring Diversity). And once again the word is tolerance, tolerance to understand and managerial wit or wisdom to take advantage of the variety of people who conform the group at glance.
In social sciences and Organizational culture there is not only one way of doing things right, there could be several approaches to the same topic that can be asserted from many perspectives that have to cooperate to get the answer.
Implementing suggestions is something crucial to improve at the job place. There are, of course, constructing and deconstructing suggesting that one should only listen to the first one or even filter the latter one. In order to acknowledge and improve, this must be captured.
Here we must introduce the idea of Equal opportunities, which is different than Managing diversity. Because Equal opportunities does not respect the range of individual in each group, where could be more or less from one or another, Managing diversity solves the problem, maximizing the potential to improve.
Let´s see the following table from the Class presentation, which is self explanatory:
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Managing Diversity, Class presentation, http://interactiva.eafit.edu.co/ei/
For this, the potential benefits of Managing diversity are a bigger creativity when taking decisions, better understanding of the customer, and more benefits to the environment of the work force, that will reflect in higher stock prices and less legal liability. All of which means a better enterprise performance.
Finally, Managing diversity must meet three important challenges, the first one being a tendency to attract similar individuals which can resort into some degree of unfairness; the second one being the fault lines which reduces the cohesion of the group; and the third one being the uncomfortable Stereotypes which may lead to wrong decisions.
Evidently, Managing diversity is worthed, because of the Human resource advantage to hire and handle the right person for the job, regardless of its personal background and taking into account the innovation that could bring to the company.
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Managing Diversity, Class presentation, http://interactiva.eafit.edu.co/ei/
http://rlv.zcache.com/support_diversity_in_my_workplace_stickers-p217624559991786813qjcl_400.jpg
This slogan should be implemented in all companies around the world to support Managing diversity.
THE BUSINESS CASE FOR COMMITMENT TO DIVERSITY.
Once again the articles talks mainly about how diversity could bring innovation to the company, it also helps the managerial sector to implement the right decisions to get closer to the diverse demographic customer range, and put together various alternatives at the moment of decision making.
Finally it could constitute a rise of prices for the stock holder and the investor to meet the challenges of managing diversity.
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The business case for commitment to diversity, Stanley F. Slater, College of Business, Colorado State University, Robert A. Weigand, Washburn University School of Business, Thomas J. Zwirlein, University of Colorado at Colorado Springs, Available online at www.sciencedirect.com
DIVERSITY AS STRATEGY
How IBM implemented diversity to grow in managing and sales. Accessibility is the key to its products to meet the force of diverse groups of people buying its manufactures. IBM also did some engaging of its employees as partners to promote equal opportunity.
Basically this article summarises in a formal example all that we have talked about on Managing diversity. “Managing diversity is one of the core competencies used to assess executives’ performance”.
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Diversity as strategy, by David A. Thomas.
QUESTION
1. Is diversity management at IBM a source of competitive advantage ?. Why ?.
Yes, it is, because IBM figured in the Fortune magazine´s list of "America´s Most Admired Companies" in the year 2004. It was appreciated for recruiting and retaining the best talent across the world. IBM actively encouraged recruiting people from various social and cultural backgrounds irrespective of their age, sex or physical status. In the same year, IBM had developed a talent marketplace to effectively manage its workforce. The marketplace supported employees to find the most suitable job across different organizational units within the company.
IBM provides same-sex partners of its employees with health benefits and provides an anti-discrimination clause. The Human Rights Campaign has consistently rated IBM 100% on its index of gay-friendliness since 2003 (in 2002, the year it began compiling its report on major companies, IBM scored 86%). In 2007 and again in 2010, IBM UK was ranked first in Stonewall´s annual Workplace Equality Index for UK employers.
All of this prizes show how successful its diversity management policy has been.
2. Do you think the IBM case reflects a strong organisational commitment to diversity ?. Why ?.
Yes, the strategy paid off well, IBM has shown how to implement Managing diversity in business, and it has reflected a strong organisational commitment that has put it among the best companies in this matter.
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International Business Machines Corp. (IBM) profile.
http://images.businessweek.com/ss/06/07/top_brands/image/ibm.jpg
IBM.
USEFUL LINKS
http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-12-managing-diversity-in-the-workplace/
This link tells us a bit about Managing diversity for University studying purposes.
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