Barriers and challenges to managing diversity organizational practices used to effectively manage diversity benefits of workplace diversity diversity management in malaysian public service barriers and challenges to managing diversity.
Inaccurate stereotypes and prejudice ethnocentrism poor career planning an unsupportive and hostile environment for diverse employees lack political savvy on the part of diverse employees difficulty in balancing career and family issues diversity is not seen as an organizational priority the need to revamp the organization’s performance and reward system resistance to change.
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Organizational Practices Used to Effectively Manage Diversity (R Rosevelt Thomas, Jr’s Action Options). Option:
1: Include/Exclude Option
2: Deny Option
3: Assimilate Option
4: Suppress Option
5: Isolate Option
6: Tolerate Option
7: Build Relationships Option
8: Foster Mutual Adaptation Organizational Practices Used to Effectively Manage Diversity (Ann Morrison Identifies Specific Diversity Initiatives)
9: Accountability Practices
Manager’s responsibility to treat diverse employees fairly Administrative procedure aimed to integrate diverse employees Creating an environment that fosters employee commitment and creativity Accountability and recruitment practices Preparing diverse employees for greater responsibility and advancement Attracting all job applicants to accept challenging work assignments? Development Practices. Recruitment Practices. Organizational Practices Used to Effectively Manage Diversity (Ann Morrison Identifies Specific Diversity Initiatives)
1. Top management personal intervention
2. Internal advocacy groups
3. Emphasis on EEO statistic, profiles
4. The inclusion of diversity in performance evaluation goals, ratings
5. The inclusion of diversity in promotion decision, criteria
6. The inclusion of diversity in management succession planning
7. Work and family policies 8. Policies against racism, sexism
9. Internal auditor attitude survey
10. Active AA/EEO committee, office Development Practices 1. 2. 3.
Diversity training programs Network and support groups Development programs for all high potential managers 4. Informal networking activities 5. Job rotation 6. Formal mentoring program 7. Informal mentoring program 8. Entry development programs for all high potential new hires 9. Internal training (such as personal safety or language) 10. Recognition events awards Recruitment Practices 1. Targeted recruitment of nonmanagers 2. Key outside hires 3. Extensive public exposure to diversity
Corporate image as liberal, progressive, or benevolent 5. Partnerships with educational institutions 6. Recruitment incentives such as cash supplements 7. Internships (such as INROADS) 8. Publications or PR products that highlight diversity 9. Targeted recruitment of managers 10. Partnership with nontraditional groups SOURCE: Abstracted from Tables A. 10, A. 11, and A. 12 in A Morrison, The New Leaders: Guidelines on Leadership Diversity in America