Decisions and actions of management in organizations Essay Example

both employees and the company itself. The presence of a diverse workforce enables managers to effectively supervise complex tasks across multiple properties consistently and efficiently.

It is essential to have a diverse workforce in order to prevent misunderstandings and promote repeat purchases. Language skills should be considered during recruitment, and opportunities for learning new languages should be provided. Understanding social behavior and etiquette in different countries is also important due to cultural differences. To effectively address these differences, it is crucial to establish a shared understanding and make choices that enable all cultures to function effectively (Armstrong, 2003).

It is crucial for a company's success and reputation to have a diverse workforce, as mentioned before. In today's society, there is a larger population of people who speak English as their second language compared to native English speakers. In certain parts of the United States, non-native English speakers adapt the language to meet specific needs. However, an American overhearing such a conversation may face difficulties in understanding. It is evident that companies catering to diverse customer segments will greatly benefit from having a diverse workforce.

Instead of ridiculing those who mispronounce English words, individuals who have studied another language have a deeper understanding of the linguistic sources behind these mistakes (Mathews, 1998). The corporate culture of a multinational organization is shaped by its history and development and can be effective across various national marketplaces. It is unique to each organization and establishes behavior and practices that may differ from other firms in the same cultural and managerial context. Although cultural and managerial styles are oversimplified for analysis purposes, they can be used to project different corporate and business cultures

for firms based on this concept (Armstrong, 2003). In my organization, employing a diverse workforce could enhance customer satisfaction and improve the company's brand image. Considering specific criteria such as organizational effectiveness, goals, quantified measures, and stakeholder perspective, researchers emphasize that international organizations are more inclined to embrace diversity in their workforce compared to national companies, which often overlook its benefits (Armstrong, 2003).

Having a diverse workforce in my organization is an efficient approach to management. It allows employees to minimize mistakes compared to the traditional HR management approach, which is highly effective but not suitable for all types of organizations in the service sector (Mathews, 1998). The aim of a diverse workforce is to improve resource capability and achieve strategic fit between resources and opportunities, thereby obtaining added value from the effective deployment of resources. This helps achieve these objectives without any profit loss. In accordance with intellectual capital theory, the resource-based theory highlights that investing in people enhances their value in any sector, including the hospitality and tourism market segment. A diverse workforce encompasses various approaches and emphases, some of which are closer to equal opportunities while others are significantly different. However, the question remains as to what extent these approaches have actually changed in organizations.

The concept of equal opportunities may be seen as a means of making it more acceptable in today's society and could be utilized to rejuvenate the agenda for equal opportunities (Ludwig, 1995). Furthermore, the cultivation and shaping of attitudes and habits in customer interactions rely heavily on employees with experience. It is important to emphasize how these aspects collaborate on projects involving multiple functions to tackle emerging demands. In

my organization, a diverse workforce would collaboratively explore strategies for meeting the needs of the public and society as a whole.

The responsibility for quality and continuous improvement will be shared among employees of different ranks from each function. The main goal is to maintain a smooth flow of work between functions and achieve synergy by pooling resources from different functions in task forces. Successful management based on a diverse workforce has a significant impact on individuals, particularly in terms of reward. It emphasizes the importance of selection, training, appraisal, and communication networks. Managing diversity is usually associated with creating a strong corporate culture that emphasizes commitment and is seen as having a strategic and integrated focus. Following Mathews (1998), modern organizations and HR policies should prioritize having a diverse workforce.

Having a diverse workforce is crucial for the success of a business, especially when expanding internationally or forming partnerships and alliances. It ensures that decision-making takes cultural differences into account, communication is tailored to different cultures, and managers understand and adjust their behavior based on cultural distinctions.

References

1. Armstrong, M. (2003) Human Resource Management. Kogan Page.
2. Ludwig, B.G. (1995) "Extension Leaders: Moving Beyond Affirmative Action to Value Diversity" Journal of Extension, 33 (5). Retrieved from http://www.joe.org/joe/1995october/a1.html [accessed 2 Nov 2006]
3. Mathews, A. (1998) "Diversity: A Principle of Human Resource Management" Public Personnel Management, 27 (2), 175.