NOTES.ON MANAGING.DIVERSITY.docx MANAGING A DIVERSE WORKFORCE pdf Take a look at

Question

NOTES.ON MANAGING.DIVERSITY.docx MANAGING A DIVERSE WORKFORCE pdf Take a look at the Notes on Managing Diversity, and review pages 114-116 and 128-130 of Managing a Diverse Workforce TO DISCUSS. LoOK AT PAGES 114, 115, AND 128 OF THE TEXT ON MANAGING A DIVERSE WORKFORCE- From Monday July 23 through Thursday July 26, please post your thoughts. Also, each of you should have reviewed and commented thoughtfully on the posting of at least one of your fellow classmates. Have you experienced any workplace situations where you saw bias against someone (in terms of promotion to a leadership position, for example) because they were perceived as having social skills that were not considered as legitimate 'traditional" leadership skills, or as acting in . an assertive way not consistent with traditional" gender expectations? Describe briefly. Regardless of whether or not you have had that experience, based on the reading, how do you think that HR Departments and managers make it possible for people with a broader range of skills and attitudes to be considered for and promoted into leadership positions? .

Explanation / Answer

The workplace is competitive in professional roles. When comparing to men, women have felt difficulties in attaining the position of the leadership role. Men have greater power and support in the organization. The women have responsibilities both at home and workplace and the convergence of these biological and professional roles act as a disadvantage in attaining the leadership roles. Another challenge for the women in the leadership role is Traditional gender stereotype. The qualities of traditionally associated leader mismatch with women associated with it. The assertive behavior of women tends to misbelief them as less worthy in leadership skills and inability to manage the challenges. HR policy, HR decision-making, HR enactment results in the bias of someone position. HR system should develop workforce policies to promote the employees based on the qualification. The managers should identify the skills of the women and provide support and workplace climate for leadership roles of women. HR policies should eliminate gender inequalities and workforce discrimination. HR manager should take initiative to do job analysis based on the knowledge, skills, and experience for the position. HR decisions and judgment should be less biased. The organization should clearly communicate the gender equality and workplace promotion.

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