Business Rationale for Diversity Management of CERA †Free Samples

Question: Discuss about the Business Rationale for Diversity Management. Answer: Introduction Diversity covers a wide scope, things such as ethnicity, age, skin color, talents and abilities creates a diversity environment (April Syed, 2015, p.34). The issue of diversity management provides gives a provision of the source of competitive advantage. The whole process therefore, leads to adapting to change. In the business rationale argument, there is sufficient conviction that the rationale for diversity in the organization will definitely aid in developing a team with wide range of expertise, ideas and thoughts, that will therefore result to innovation and effective management to greater opportunities (Janssens Zanoni, 2014, p.317). Business rationale for diversity management for the case of CERA Diversity issues rests upon the human resource management desk. For the case of CERA, the Business rationale argument for diversity management holds to that, increase of the employee diversity is accompanied by an increase in the demand for effectual communication among the employee. This implies that, as diversity increases, that is, diversity in abilities, talents and all other aspects, the need to address each of them from a certain strata increases. The role of the management team also increases. CERA management team, from the top management, the middle and the low management are entitled to diversity management roles. It can be classified to communication, service, loyalties and sharing of responsibilities. Arguments for diversity management There are a number of arguments for diversity in business management of which I am convinced of. CERA can give a good base for these arguments. One of the argument rests on Localization of employee. CERA is a big company. It need to employ people from as many countries as possible. It will expand the business boundaries. The diverse people are in this case in a position to help in expansion of services from local market to the international market. For example, CERA is not well known in some parts of Europe and Asia. If the management incorporated diverse employee recruitments, there will be advancement in the business expansion. Again, the company that has no diversity management, lacks creativity because it has identical individuals who will give a similar idea (Yadav Nagpal, 2014, p.77). Organizational infrastructure and technology is another argument that diversity management would address. There are people who have different conditions. The conditions might be physical. For instance, CERA may have a representation of people with physical disabilities. The task allocation and the infrastructure should be fitted well to accommodate them. When the management ensure equality in the working conditions, the performance will be pleasant. It can be classified under interpersonal modernization. On the issue of technology, diversity calls for people with different skills and abilities. In CERA, I am convinced of the different categories of experts that are present there. If people in the whole organization have parallel skills and technological knowledge, there is no advancement (Benschop et al., 2015, p.553). The management always looks on that to ensure that there is no or very little duplication of abilities and skills. Gender and sex is another concern in diversity management rationale that have convinced me. For every organization, CERA being one. The presentation of men and women is very important. Men and women are different. There are things that men will do better than women and vice versa. Therefore, the business rationale argument is convincing and applicable. Argument I would make to Mark French regarding the business case for focusing on diversity management Mark French talks of positive and negative stereotype when he argues that the stereotypes should be avoided and that people should be judged according to individual achievements. It is true that in diversity, we encounter such kind of people. Most specifically the negative stereotypes. The feel neglected and contempt by others. On his argument, I stand with him that workers should work and overcome barriers of language and culture. The people who looks at the opposite gender as stereotypes are there in organizations (Goel, 2016, p.38), even in CERA. It is the work of the managers to try out all means to ensure that all the stereotyped groups are secure from intimidation. Safety information should be disseminated to these individuals regularly so that it clears to everyone. In one of Marks statement of arguments, he states about working as a team which is very okay for diversity reasons. These groups should be varied and assured. The reason for team is that, there is variety of abilities that can be employed to a task and hence complete it very fast. An organization is a system. According to the system theory of management, the different departments makes up the whole system. They are part. It means that if this is the case, they have to work cooperatively and in a group so as they can be able to accomplish many things together. However, there is a problem if the idea is not well examined. If a group or a team has diversity insensitive elements or people who is all in all, the group may not perform as expected. It is because many people will relax with what they have and never to assist with what talent or skill they have. It implies that the managers should be in a position to get back to their subjects and monitor performance and validity of the disti nctive team (Christensen Schneider, 2015, p.168). Argument to Mark French on the issue of the people with disability is also very much varied. He should know the society has people who are impaired and disabled in different ways. These people should not be neglected or eliminated in the workforce. They can have a very great contribution to the company. Again, disability is not inability. One may be a cripple but at the same time, the person can give very firm sales ideas to the sales department. One can have oral impairment, but the same person can be the best accountant. Mark French argument is indisputable in this issue. In this case, there are also performance levels of these people. People will hardly perform the same. In diversification policies, the sharing of duties in the organization, like in CERA, should be considerate of the diversified employee and reduce their turnover (Hancock et al., 2013, p.573). For instance, a person with allergy to scorching sun must not be given a lot of field work during summer because the perso n will be affected on health wise. It therefore calls for the human resource management and the diversity managers to be vigilant over the diversity cases for the good of the company. Diversity and gender is an argument brought about by Mark. The case of gender starts from recruitment. There are positions that are preserved only for women while there are some seats preserved for me. It may apply in some cases. In CERA, this case is evident. The bigger number of employee are men but there is a god number of employees who are women. The diversification on basis of gender is almost diminishing in the current world. The chauvinistic society seems to elapse so quickly. However, In the positions where women are holding, lets there be fairness and justice. Let people respect other people since everybody is different. In fact, people personalities are different. One has to know the other partner especially in CERA so that people can appreciate one another and instead to mock your fellow employee, you work harmoniously (Kirton Greene, 2015, p. 252). I am completely convinced by the business diversity rationales that has been laid for the case of CERA. The arguments are laid on concerns in Human Resource Department and the management of diversity issues. Marks arguments too are varied and practical in their application as they appraise the role of diversity in organization for the benefits of the whole, or of the individual and the company. The more the company embrace diversity, the better the results. Conclusion All in a nut shell, the business rationale argument for diversity management is a significant and primary issue that every human resource person should seek to examine and implement. In the business line management, diversity issues may either bring good or bad results. When people in an organization unite with their diversity, they will join the little potential that each have and make things right for the company. The rationale discussed above are convincing, logic and practical in their application. Since every organization aims at fitting in the competitive international market, Diversity management is a key to that (Armstrong Taylor, 2014, p.93). An organization like CERA will be able to compete favorably in the international market since they will be backed with people from diverse origin, diverse skills and abilities and people with different but rational thinking. References Janssens, M., Zanoni, P. (2014). 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