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Diversity of the workplace

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  1. Abstract
  2. Introduction
    1. An introduction to diversity
    2. Definition of diversity throughout the times
    3. Valuing diversity
    4. Theories linked to diversity
    5. Studies of diversity
  3. Aims, objectives and methodology
    1. Research question
    2. Aims and objectives of the research
    3. Methodology and methods of enquiry/structure of the research
    4. Background
  4. Literature review
    1. Literature review
    2. What does managing diversity mean?
    3. Equal opportunities in practice
    4. History of Hertz
    5. 3.6. Diversity policies at Hertz
  5. Summary and Conclusion
    1. Executive summary
    2. Methodology
  6. Results
    1. Statement of results
    2. Analysis and discussion
    3. Summaries and conclusion
  7. Bibliography

Ways to maximize benefits of an increasingly diverse workforce and client base is a continuing concern for organizational leadership. The current processes for managing diversity continues to be necessary but is not sufficient to result in effective outcomes, in the 21st century's organizational environments. Diversity training remains the primary method used to facilitate behavior change. However, existing diversity training is perceived to have failed, calling for a new diversity leadership focused to improve diversity performance. This paper proposes the application of the research supporting the self-efficacy constructed to build diversity self-efficacy and bridge the gap between diversity training and diversity performance.

Also the paper emphasizes that diversity in the work place goes beyond race and gender. Broadly defined, diversity may refer to any perceived difference among people: age, functional specialty, profession, sexual preference, geographic origin, life style, tenure with the organization, or position. It thus gives the evidence to the current situation of work diversity on Hertz Company and also will present a thorough analysis of managing differences among members of the work force as well as seek ways to create a working environment that enables each person to maximize his or her highest potential.

[...] The views of these scholars express that diversity at the workplace and during the recruitment and selection is vital for the organizational success thus should be pursued. Such diversity opens new doors for organization in terms of innovations, creativity and progress. Zeffane and Mayo (1994) argue that a ?major advantage of workforce diversity is the potential to create a corporate culture more tolerant of different behaviors and gains from a diverse workforce? (International Journal of Career Management, 1994). In their view increasing diversity of the labor force is bringing to the workplace new strengths and new challenges for staffing specialists and professionals. [...]


[...] Dex and Scheibl, Business Performance and Family Friendly Policies, Journal of Management, Val and The HR Scorecard, Becker, Huselid, Urlich 2001 A diverse team will also bring different talents to the workplace these enhance the ability of a business to innovate and thus maintain a competitive edge. A recent survey of financial analysts by Ernst and Young showed that innovation was rated one of the top ten (non-financial) variables crucial to the success of a business. Lowe and Siesfield, Measures that Matter, Ernst and Young In this age of communications, where information spreads quickly, it has become increasingly apparent just how damaging a negative public image can be to a business. [...]


[...] Although change must occur on many organizational levels, this essay will examine communicative strategies for addressing perceptions of inequity in the workplace Studies of Diversity The International Distillers and Veinters statement on managing diversity as quoted by Kandola and Fullerton (Armstrong 2001; pg 856) explains that: managing diversity is about managing people who are not like you, and who do not necessarily aspire to be like you. It is about having management skill to allow their different perspectives and views to improve the quality of your decisions. [...]

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