write an essay that presents your position/stand on A culturally diverse organisation can also be considered an inclusive organisation through the critical evaluation of the chosen topic. You must link the discussion to Mental Health Sector.
Your essay should include the following information:
Introduction (150 words): Outline the significance of the issue to Strategic Human Resource Management (SHRM) Outline and state your position
Discussion (1200 words): Critically evaluate the issue using Strategic Human Resource Management (SHRM) concepts and theories, multiple perspectives and contemporary trends. Explain your key points and argue your position based on your personal and/or professional experience in a specific industry. Support your points with relevant evidence and sources. Justify your position based on your critical analysis and support it with relevant evidence and sources.
Conclusion (150 words): Restate your position. Summarise the main points.
Your assessment should discuss and appraise the findings from your study and research. In doing so, provide an analysis that is relevant to the chosen topic statement or question posed from the list of topics above. Your writing style should be analytical, interpretative, and informative. The content should be focused, relevant to the question, and clearly structured. You may use diagrams and tables (if appropriate or relevant), to illustrate points and support your arguments. Ensure that these are relevant, based on your research, and that their linkage, relevance, and significance to your argument are clear. This assessment requires you to use a minimum of eight (8) relevant and credible academic sources in addition to your textbook.
Below are the references:
Nankervis, A, Baird, M, Coffey, J & Shields, J 2023, Human resource management: Strategy and practice, 11 th Asia Pacific Edition, Cengage, South Melbourne. (ISBN: 9780170458795 or 9780170295109)
Brink, K.E. 2022, “Identifying I-O and HRM practices is necessary but not sufficient for lasting change”, Industrial and Organizational Psychology, vol. 15, no. 4, pp. 578- 582.
Stephen, W. 2024, “Total Inclusivity at Work”, South Asian Journal of Management, vol. 31, no. 3, pp. 197-200.
Ashikali, T., & Groeneveld, S. (2015). Diversity management for all? an empirical analysis of diversity management outcomes across groups. Personnel Review, 44(5), 757-780. doi:https://doi.org/10.1108/PR-10-2014-0216
Randel, A. E., Dean, M. A., Karen, H. E., Chung, B., & Shore, L. (2016). Leader inclusiveness, psychological diversity climate, and helping behaviors. Journal of Managerial Psychology, 31(1), 216-234. doi:https://doi.org/10.1108/JMP-04-2013- 0123
Lambert, J. R. (2015). The impact of gay-friendly recruitment statements and due process employment on a firm’s attractiveness as an employer. Equality, Diversity and Inclusion: An International Journal, 34(6), 510-526. doi:https://doi.org/10.1108/EDI-03-2013-0012
Malik, P., Lenka, U., & Sahoo, D. K. (2018). Proposing micro-macro HRM strategies to overcome challenges of workforce diversity and deviance in ASEAN. The Journal of Management Development, 37(1), 6-26. doi:https://doi.org/10.1108/JMD-11-2016- 0264
Bešić, A., & Hirt, C. (2016). Diversity management across borders: The role of the national context. Equality, Diversity and Inclusion: An International Journal, 35(2), 123-135. doi:https://doi.org/10.1108/EDI-01-2014-0004
Karassvidou, E., & Glaveli, N. (2015). Work-family balance through border theory lens: The case of a company “driving in the fast lane”. Equality, Diversity and Inclusion: An International Journal, 34(1), 84-97. doi:https://doi.org/10.1108/EDI-05- 2014-0038