04-08-2012, 04:55 PM
Workforce diversity
report on workforce diversity.docx (Size: 833.37 KB / Downloads: 50)
EXECUTIVE SUMMARY:
We live in age of knowledge & firms that succeed are those including that are best able to harness the collective knowledge of their employees. The collective knowledge of any group is enhanced by including people with different experiences & background. The firms that want to generate ideas need to generate ideas need to hire employees from diverse sets . These findings indicate impact of work force diversity labor market outcomes and consider the effect of power status and number contribute to the allocation decisions evaluation processes and distribution of scarce resources.
Workforce diversity is the diversity in the workforce due to gender, education, age, color, religion, & cohesiveness among the members of the organisation.
The scope of workforce diversity is very large. It has many advantages. The workforce diversity can helps to bring new ideas and innovations from different peoples belonging to different criterion. It helps to bring out unity among the members thus organization members can bring out the goals. There are some disadvantages also. Workforce diversity leads to decreased efficiency. It leads to higher turnover rate. Dissatisfaction among the employees increases.
Different companies manages workforce differently. Now a days different companies want the best employees though for that they have to employ diverse workforce. They apply different techniques for managing workforce diversity. If workforce diversity is managed properly then it could yield fruitful results. Some examples of different companies which encourages workforce diversity are WIPRO, INFOSYS, ACCNTURE, GOOGLE, TCS and they have shown very good results & productivity
Some rules & laws have been formed by the companies & government to promote diverse workforce. At the same time those people who are capable but are not selected because of their minority due to race, religion, caste, physically handicapped, gender etc so that these people can even fight for their rights.
Now a days there has been tremendous increase in diversity & this is managed by providing effective training & education, concentrating on the goals, by making policies & rules, by having informal sessions etc & thus workforce diversity can be managed effectively.
RESEARCH METHODOLOGY:
What is Research?
Research is a process of collecting, analyzing, interpreting and summarizing in a significant manner for the purpose of framing out necessary conclusion and finding of data perceived and formulated for deriving out the meaningful information. To carry our research necessary telephonic calls needed to be done, suitable appointment were to be fixed and therefore market survey is to be followed. Here my objective of this training is a study towards Behavior of retailers and consumers with respect of Brand image of PCs of different companies.
Methodology: - Methodology or process involving in the research followed during the course of training is as follows
a) Collection of data: - this is an important aspect in formulating the objective of research process where the data is collected via two process; Primary sources and Secondary Sources.
1) Primary sources: where the data is collected primarily by interviewing and personal observation and is original in nature and accurate to the considerable extent.
2)Secondary sources: where the data is obtained from some published and printed sources such as newspaper, magazines, websites and so on.
b) Analyzing of collected data: - the data collected through Secondary data and published sources are then processed to obtained necessary inferences and finding for the purpose of achieving the objective as well as to derive necessary conclusion. A considerable skills and knowledge is involved in analyzing the data for the purpose of interpreting thereof.
c) Interpreting of data: - it is the significant step where the data collected and analyzed is interpreted in the forms of graphs and figures is depicted in the report called project report.
d) Summarizing of data: - Thereby necessary summary is prepared which is essential in the project report.
DURATION:
1 week: Submission of blue print & study.
2 week: Study of abstract & finalization of abstract.
3 week: Collection of secondary data.
4 week: Submission of synopsis on the basis of literature review.
5 week: Finalization of synopsis.
6 week: Collect the secondary data to generate.
7 week: Finalization of synopsis.
8 week: Swot analysis of the study.
9 week: Finalization of report.
10 week: Submission of report on 10 May 2010.
TYPE OF RESEARCH:
Descriptive Research: -
It attempts to describe systematically a situation, problem, phenomenon, service or program or provide information about the living condition of community or describe the attitude towards an issue. It answered the question who bought where, when and how.
E.g.: It may attempt to describe the type of service provided by an organization, the administrative structure of an organization, the need of community (customer) or the attitude of employee towards management. Although the data description is factual, accurate and systematic the research cannot describe the cause effect relationship. Often the best approach prior to writing descriptive research is to conduct a survey investigation. The aim of description and researcher may follow up with examination of why the observation is existing and what the implication of the findings.
SCOPE OF STUDY:
o This study is useful in understanding the workforce diversity.
o This study is helpful in harnessing the ideas & opportunities of diverse workforce.
o This project will help us to overcome the different disadvantages & challenges of workforce in mnc’s.
o This study will help in providing training to the employees according to the diversity.
o This study will help in managing workforce diversity & maintaining discipline in the society.
o This study will help in promoting the diverse workforce & maintain the retention of employees.
INTRODUCTION:
Today, at the beginning of the 21st century, the world is submerged in a wide range of demographic trends which have the potential to radically change the demographic, cultural and ethical mixture of the population in many countries within just a few decades. Top managers often say that their company's people are its most important asset. In a tight job market and a global economy a company that puts people first - regardless of their race, religion, gender, age, sexual preference, or physical disability - wins.
Companies, especially big multinational players which have to deal with these changes, are growingly forced to react. Employees, once a homogenous group in many countries, are increasingly diverse and need to be integrated within and into working environments. Diversity can present an immense source of opportunities but it can also mean the opposite, a big threat.
Diversity management is a managerial approach in response to these trends and can help companies to effectively and efficiently manage their personnel diversity, i.e. personnel made up of diverse and multifaceted people. The text argues that a diverse workforce can be regarded as an instrument of sales promotion, a marketing tool to induce customers to buy certain products or services. To be successful at creating workforce diversity program involves attracting and retaining the highest quality individuals in the talent pool.
In today's world of cultural diversity, our business can't thrive unless we implement a workforce diversity initiative. Besides tapping into the unique abilities and talents of people from different backgrounds, we can improve our image in the community by opening up a place of business to anyone regardless of race, color, gender, ethnicity, sexual orientation and disability.
What is diversity?:
Diversity to us means all aspects in which people differ from one another. This includes both the visible and relatively easily demonstrable personal Characteristics such as gender, age and ethnicity, as well as the less visible Personal characteristics, such as competencies, needs and wants, work styles and character traits. Each employee has his or her own, unique combination of such characteristics. Another definition describes diversity as creating high performing organizations through valuing and using all the talents of employees of different groups. Regardless of how diversity is defined, it is an issue that is sweeping the nation.
If the corporate society does not address the issue by learning how to manage diversity, they will fail. “It is very helpful to suggest that diversity is not so much an end in itself as it is a condition of our society and the condition of the World in which we live.”
Diversity Management:
Managing diversity is one of the most important challenges faced by managers and their organizations. In today’s work environment, co-workers are likely to be of different gender, age, religion, cultural background, race and ethnicity. They also differ in terms of lifestyle, choices available, perspectives, attitudes, value system, beliefs, behaviors, expectations, skills and experiences. These issues are not just about discriminatory practices but they modify the nature and demands placed on leadership and management and bring into prominence the concept of diversity. How well or how prepared managers are able to invest in the concept of diversity will impact not just on work issues but also on sensitivity to customer’s needs, legal compliance, business’ ethical issues, profitability and even social cohesion. Diversity management is a strategic process to manage a diverse workforce including the fight against stereotypes, prejudice and all kind of discrimination due to the individual perceptions and assumptions- in the manner to maximize the benefit and minimize barriers of different opinions, behavior and attitudes of human beings within a company.