*****hello writer, please respond to my classmate about their discussion post. i have their discussion post copied and pasted under the discussion question. i put the discussion question so you know what question the classmates is answering******
Instructions from Professor:
The Strategic Management of Diversity [WLOs: 1, 2] [CLO: 1]
Prior to beginning work on this discussion forum,
- Review the article How Organizations can Take a Comprehensive Approach to DEI Initiatives: To Achieve Substantive Change, Leaders Must Ensure Diversity, Equity and Inclusion are Pillars of Organizational Cultures (hello writer, this article is attached.)
- Review the article Diversity, Equity, and Inclusion May be the Keys to Solving Your Employee Recruitment and Retention Issues: Your DEI Efforts Could be the Missing Piece of the Employment Puzzle That Sets Your Organization ApartL (hello writer, this article is attached.)
As you did in the previous discussion, select an organization you’ve worked for, currently work for, may work for in the future (please feel free to use a pseudo name). (hello wrter, please make the organization Human Resources related.) You can use the same organization used in the previous discussion. Please write two to three sentences describing the organization to your class members.
Using Exhibit 2.5 on page 46 of your textbook, please answer three of the six questions in the exhibit (please share the three questions you’ve selected to answer within your response). (hello writer, this exhibit is attached.)
Hello Professor and classmates,
Here are the following three questions I will answer:
Determine why diversity is important for the organization.
“It is both essential and desirable for all companies to comprehend and value variety. Nonetheless, it’s critical that individuals in charge of diversity programs understand that diversity can have both positive and negative effects.( Mello, 2019). Diversity is crucial for NAMI because it directly supports the company’s mission of contributing to society through fair competition and innovation. By fostering a diverse workforce brings a variety of perspectives, experiences, and problem-solving approaches, essential for innovation in a competitive global market like automobile manufacturing. As a manufacturer of brakes for both domestic and international automobiles, knowing the various demands and preferences of customers guarantees the relevance and competitiveness of the product.
Articulate how diversity relates to the mission and the strategic objectives of the organization.
For NAMI, diversity is a strategic asset that helps it fulfill its objective of contributing to society, foster innovation, and maintain its competitiveness on a worldwide scale. In addition to strengthening its staff and aligning with its corporate principles, NAMI’s embrace of diversity guarantees its sustained success in a market that is always changing. NAMI sees itself as an organization that serves society as a whole. By ensuring that the business represents and meets the many demands of international populations, diversity enhances its goal. The first African American woman was just appointed HR Director by NAMI. The work of diversity, equity, and inclusion must continue to be strong at the highest levels of organizations, and this was a significant step toward DEI. Change can occur when the most influential individuals in the hierarchy consistently prioritize a project and work to integrate it into every facet of organizational operations (Geisler, 2021). It is necessary to comprehend and capitalize on the advantages of many cultures, markets, and viewpoints in order to achieve progress in a global society. NAMI’s staff diversity guarantees that the company has the cultural competency required to enter new markets, adjust to local demands, and forge closer ties with clients and partners around the world.
Assess how existing employees, customers, and other constituencies feel about diversity.
It appears that while Nisshinbo may be striving to promote a global perspective, disparities in the treatment of expatriates (expats) versus American employees have led to perceptions of inequity within the organization. Many workers believe that foreign workers are given preferential treatment, especially when it comes to housing and automobile allowances. Employee conflict and attempts to form a cohesive, diverse workforce may be hampered by this apparent discrepancy. Compared to their foreign counterparts, American workers may experience lower engagement and morale as a result of these disparities if they feel underappreciated or unsupported. Without knowing the reason (such as relocation difficulties or cost-of-living adjustments for foreign workers), some employees can mistakenly perceive the allowances as bias. While Nisshinbo’s global presence positions it as a diverse organization, perceptions of inequity in treatment between expats and American employees present a challenge. Addressing these concerns through transparency, equity initiatives, and inclusive communication will not only improve employee morale but also strengthen the company’s reputation as a truly diverse and inclusive workplace.
-Felicia
References:
Mello, J. A. (2019). Strategic human resource management (5th ed.). Cengage Learning.