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 During this unit, we have focused on strategies for transforming the organization’s culture to be conducive for diversity and inclusion. For this assignment, you will use the results from your Unit VI Scholarly Activity (your diversity wheel and accompanying written response) to assess your chosen organization’s current diversity and inclusion practices. You will then create a business case for how your organization might make improvements. The three-page full in length business case report will include the requirements listed below.  

 Confirm the opportunity – 

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Describe the current state of the organization in relation to diversity and inclusion and the opportunities that exist for improvement. Analyze and develop the options – 

Provide alternatives and options for improving inclusion and diversity. Consider how improvements can be made from legal and ethical standpoints during your analysis. Evaluate the options – 

Evaluate how each option would impact the company and the opportunity to improve diversity and inclusion, and determine the best alternative. Implementation strategy – 

Create the implementation plan for the chosen options and explain how these options will be implemented within the organization (such as employee training, new programs being developed, etc.). Recommendations – 

Confirm the recommended options/alternatives, and defend the recommendations to the organization’s leadership team 

 The business case report should be a minimum of four pages in length and include three scholarly sources (not found within this unit’s Required or Suggested Unit Resources). 

Adhere to APA Style when constructing this assignment, including in-text citations and references for all sources that are used. Please note that no abstract is needed.  APA 7th edition

Below is the my unit 6. 

During this unit, we have focused on strategies for transforming the organization’s culture to be conducive for diversity and inclusion. For this assignment, you will use the results from your Unit VI Scholarly Activity (your diversity wheel and accompanying written response) to assess your chosen organization’s current diversity and inclusion practices. You will then create a business case for how your organization might make improvements. The three-page full in length business case report will include the requirements listed below.

Confirm the opportunity –

Describe the current state of the organization in relation to diversity and inclusion and the opportunities that exist for improvement. Analyze and develop the options –

Provide alternatives and options for improving inclusion and diversity. Consider how improvements can be made from legal and ethical standpoints during your analysis. Evaluate the options –

Evaluate how each option would impact the company and the opportunity to improve diversity and inclusion, and determine the best alternative. Implementation strategy –

Create the implementation plan for the chosen options and explain how these options will be implemented within the organization (such as employee training, new programs being developed, etc.). Recommendations –

Confirm the recommended options/alternatives, and defend the recommendations to the organization’s leadership team

The business case report should be a minimum of four pages in length and include three scholarly sources (not found within this unit’s Required or Suggested Unit Resources).

Adhere to APA Style when constructing this assignment, including in-text citations and references for all sources that are used. Please note that no abstract is needed. APA 7th edition

Below is the my unit 6.

2

Diversity Wheel

Shaimika Jones

Waldorf University

CRJ 6200

Dr. Jacqueline Gilliard

May 4, 2001

Diversity wheel

ORGANIZATIONAL

SECONDARY

CORE

Job function

seniority

Socioeconomic status

Employee skills

Union affiliation

Personal interest

Employment status

Organizational culture

Ethnicity

Life experiences

age

Individual personality

Gender

Self-Identification

Diversity among employees is a crucial factor that needs to be addressed for the organization to achieve its set objectives. Within the organization, diversity can be grouped into internal diversity, secondary diversity, and organizational diversity. Internal diversity is the specific differences between employees working for the organization, and the organization has no control over them (Hunt, Prince, Dixon-Fyle, & Yee, 2018).

The only way the organization’s management can survive with such diversity is by adapting to the best way to accommodate them. They include the employees’ personality, where different employees have a different attitude that needs to be considered and advocated within the organization. It is hard to change the employees’ perspective, but they can be managed in a way that helps the organization achieve its primary objective.

Other core diversities that exist include gender, where employees of different gender have different needs within the organization and need to be managed differently to get the best out of them. When employees of varying gender are treated the same, some will be underutilized because they have different capabilities and beliefs that need to be considered. Employee skills are another difference within the organizations because each employee has additional qualifications in terms of skills. There is a need for the organization to assign duties and responsibilities based on the available skills and experience of the employees.

Ethnicity and age are other factor differences that exist within the organization and need to be addressed. Employees from the different ethnic group have different cultural beliefs which need to be considered and accommodated within the organization. Age also matters because people of different age have different needs and ideologies that they believe in. therefore, for the management to get the best out of the employees, it is essential to consider ethnic groups that are present within the organization and support their culture based on ethnicity and age without discrimination.

Secondary characteristics describe the behaviors associated with employees working within the organization, but they were not born with them. They were just acquired through interaction with the external working environment. Examples of external factors (secondary factors) include social, economic class. Within the organization, there are people with different economic levels, and they have different living standards, which need to be considered at the workplace to create harmony within the organization.

Employees’ interest needs to be considered at this stage because the efforts employees will put in depending on their claim of achieving the desired goals. Therefore, apart from focusing on the organization’s objectives, the management needs to consider the employees’ interests so that they are motivated to work hard. Life experience is another differentiating factor that describes the diversity of the employees. It depends on the experience of work and interaction the employees have, and it is the primary determinant of the employees’ productivity.

Organizational diversity is functional diversity that explains the nature of the workplace, where employees are assigned duties and responsibilities. An example is employment status, which describes the nature of employment available within the organization where the company can employ either based on a contract or a permanent or casual basis (Kundu & Mor. 2017).

Union affiliation is another organizational diversity where there are organizations that allows their employees to join union affiliation as a way of championing their rights. At the same time, other organizations do not support union affiliation. Job function is another diversity within the organization because it explains how each employee should be assigned responsibilities and duties based on their specialization, which is the best way of accepting the diversity among them.

References

Kundu, S. C., & Mor, A. (2017). Workforce diversity and organizational performance: a study of IT industry in India. Employee Relations.

Hunt, V., Prince, S., Dixon-Fyle, S., & Yee, L. (2018). Delivering through diversity. McKinsey & Company, 231.

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