Verified
Overcoming HRM Challenges
The Administration of Workplace Diversity:
With the view to efficiently administer place of work multiplicity, Haunschild (2003) states that a human resource supervisor must switch over to a culturally relative viewpoint (which implies adopting the most excellent of various means) from an ethnocentric vision (i.e. their way is the most excellent technique). This change in viewpoint need to be embedded within the administrative structure of the supervisor in his or her scheduling, managing, directing and handling company’s possessions. Moreover, there exist various unsurpassed procedures which manager could take on to make sure efficient administration of workplace multiplicity to achieve organizational objectives. They are:
• Scheduling Mentoring Program:
One among the most excellent means to manage workplace multiplicity problems is by means of starting a Diversity Mentoring Program. This can involve managers from departments in a counseling program in order to instruct and offer feedback to workers who are distinct from them. To make sure that the program runs productively, it is good to offer useful training to these supervisors or ask for assistance from advisors and specialists in this segment. Generally, such a program would motivate company’s employees to put forward their viewpoints and find out how to solve disagreements because of their multiplicity. More prominently, the aim of a Diversity Mentoring Program is to motivate employees to go outside their individual cultural outline to identify and acquire maximum benefit of the efficiency knack inbuilt in a diverse populace.
• Arrange Skills Advantageously:
A number of organizations are now recognizing the benefits of a diverse place of work. With more and more organizations expanding worldwide in their marketplace extensions, physically or practically, there arises a need to use diverse skills to comprehend several positions of the industry. Along with this pattern in place, a human resource supervisor needs to be capable of managing the pool of different skills advantageously for the company (Beer, 1984). Moreover, the manager must take into account how diverse employees could make possible for the corporation to achieve new marketplaces as well as other organizational objectives. Further, viewing the existence of distinct employees as a company’s resource instead of a burden can surely result in company’s overall success.
• Leading the Talk
A human resource supervisor must support a diverse labor force by making sure that diversity is apparent at every organizational level. Or else, several staff members would speedily assume that there exists no opportunity for them within the organization. Moreover, as the supervisor, it is important to present reverence for diversity problems and encourage apparent and constructive retorts to them. Further, the manager must also demonstrate a high degree of dedication and capability to solve problems of workplace diversity that to in a moral and answerable way.
Control and Measure Risks:
According to Novitz (1999), creative industry is all about risk taking and management. Novitz (1999) also adds to it by mentioning that management needs to develop an approach to effectively manage risks and effectively distribute resources based upon the skills. The most efficient approach for managing risk is to migrate from a person oriented theory towards a process focused approach that involves managers to continuously think about the possible risks and the way their affects can be mitigated (Amabile, 1999a).
Motivational Approaches:
According to Ramlall (2004), motivation in creative industry can be defined an approach to encourage employees to work harder and help attain organizational goals. This approach needs to be in alignment with employee’s individual goals and requirements. Further, since the needs of individuals differ highly, it is essential for the organizations to address everyone individually and motivate them to perform their best to boost company as well as employee performance.
Moreover, the company needs to even formulate employee rewarding strategies to motivate employees to think out of box and innovatively (Storr, 1972).