religion, education, geographical location, income etc, are those quali- ties that are not noticeable in the first encounter and can even change throughout different encounters. These qualities are only noticed after some interactions occur between indi- viduals. (Ashton 2010). Globalization in this recent time has triggered more interaction amongst people from different cultures and backgrounds than before. People are now more open-minded in the marketplace worldwide with competition coming from almost every- where in the continent. Diversity can be a problem to an organisation but could also be a solution, It also comes with its disadvantages but also benefits and dangerous but also con- structive. The challenge then is to extract the very essence of diversity and tactically man- age it for the improvement of the people and the organization. Most organizations in their own perspective, adopt diversity at their workplace or organi- sation to become more creative and open to change. Increasing and improving workplace diversity has become an important issue for management in the recent years due to the recognition of how the workplace is changing. Since managing diversity still remains a challenge in organisations, managers tend to learn managerial skills needed in a multicul- tural working environment and prepares themselves to teach others within their organiza- tions to value cultural differences and treat all employees with dignity. For some business leaders and managers point of view, diversity is a big challenge to them although it knows no organizational boundary and has no limitations. “Diversity Management can be defined as the process of planning, directing, organizing and applying all the comprehensive managerial attributes for developing an organizational environment, in which all diverse employees irrespective of their similarities and differ- ences, can actively and effectively contribute to the competitive advantage of a company or an Page v
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