The current status of diversity management and the effect of diversity management on organizational performance

2010 ◽  
Vol 24 (3) ◽  
pp. 181-217 ◽  
Author(s):  
Hee-Jung Lim
Keyword(s):  
Organizational Performance ◽  
Diversity Management ◽  
Current Status

Supply chain practices and organizational performance

2017 ◽  
Vol 28 (1) ◽  
pp. 75-101 ◽  
Author(s):  
Shrikant Gorane ◽  
Ravi Kant
Keyword(s):  
Supply Chain ◽  
Customer Satisfaction ◽  
Financial Performance ◽  
Organizational Performance ◽  
Customer Value ◽  
Structural Equation ◽  
Decision Makers ◽  
Current Status ◽  
Content Type ◽  
Manufacturing Organizations

Purpose The purpose of this paper is to empirically test a framework which identifies the relationships between various supply chain practices (SCPs) and organizational performance (operational performance (OP), customer satisfaction, and financial performance) in the context of Indian manufacturing organizations. Design/methodology/approach From the literature, ten SCPs are selected which finally influences the organizational performance. In order to understand the interactions between SCPs and organizational performance, this paper grouped the ten SCPs into four constructs namely: information and communication technology, supply chain (SC) integration, operational responsiveness, and closed loop green practices. Three levels of firm performance are also examined, including OP, customer satisfaction, and financial performance. The paper-based and web-based survey yielded 292 responses from the Indian manufacturing organizations. The data collected were put through rigorous statistical analysis to test for the content, construct, and criterion-related validity, as well as reliability analyses. Further a structural equation model was developed to test the relationships between SCPs and organizational performance. Findings The finding suggests that a successful SCPs implementation not only improves the OP, but also enhances customer satisfaction and financial performance. In addition, higher financial performance is also attributable to better customer value resulting from the achievement of better customer satisfaction. Research limitations/implications SCPs are complex constructs. While this study shows the effect of broadly accepted SCPs on organizational performance, not all possible practices are covered in this study. Again the study can be further extended to sector specific so that the results can be further refined. Practical implications This is one of the few studies which attempts to investigate whether there is any relationship exits between SCPs and organizational performance. The finding will help decision makers in the organization to know the importance of SCPs and how SCPs influence the organizational performance. Second, this study has developed and validated a multi-dimensional construct of SCPs, which can assist decision makers of Indian organizations to evaluate the competence of their current status of SCPs in the organization. Originality/value As per the knowledge of the authors, this is the first kind of study which empirically investigated the relationships between SCPs and organizational performance in the context of Indian manufacturing organizations.

Workforce diversity and organizational performance: a study of IT industry in India

2017 ◽  
Vol 39 (2) ◽  
pp. 160-183 ◽  
Author(s):  
Subhash C. Kundu ◽  
Archana Mor
Keyword(s):  
Organizational Performance ◽  
Gender Diversity ◽  
Diversity Management ◽  
Employee Perceptions ◽  
Theory And Practice ◽  
Self Report ◽  
Potential Contribution ◽  
It Industry ◽  
Content Type ◽  
Future Studies

Purpose The purpose of this paper is to examine the relationship between employee perceptions of diversity (i.e. significance of diversity and diversity management, and value of diversity practices employed) and perceived organizational performance. It also attempts to examine whether the perceptions of diversity vary among employees from different diversity backgrounds (i.e. across gender and categories) in Indian IT industry. Design/methodology/approach Primary data based on 402 respondents were analysed using statistical tools like factor analysis, correlations, analysis of variance, means, grand means, and regression. Findings Results indicated that employees irrespective of their diversity backgrounds positively acknowledged diversity and diversity management. However, limited but significant differences were observed among employee perceptions regarding valuing the diversity practices employed based on their diversity backgrounds. Further, employees’ perception of promotion of gender diversity was found to be positively related to perceived organizational performance. Research limitations/implications This paper relied on self-report surveys for data collection. Future studies should collect data using multiple methods to avoid common-method bias. As the sample was drawn from India, specifically from IT industry, the conclusions may not be generalized to other industries. Future studies may be conducted across industries covering different cultural settings. Practical implications Implications are first, that, in addition to investing in initiatives for promoting diversity, especially gender diversity, organizations need to ensure positive perceptibility of these initiatives by employees. Second, to foster acceptance and effectiveness of gender/diversity initiatives in organizations, managers need to ensure men and majority group employees are part of these initiatives. Third, IT industry needs to reassess their hiring strategies and should design diversity programmes with goals in mind, if not quotas, to hire and retain diverse employees to explore their potential contribution. Originality/value Inclusion of employees of Indian IT industry of different categories will definitely add value to the existing knowledge on diversity, management theory, and practice.

Diversity in the workplace

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Organizational Performance ◽  
Diversity Management ◽  
Negative Effects ◽  
Content Type ◽  
Management Level ◽  
Positive Effects ◽  
Pertinent Information ◽  
Negative Impacts ◽  
Context Specific ◽  
Diversity In The Workplace

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Increased globalization has led to increased diversity. This can have positive effects for the workplace in terms of increased variety of knowledge, skills and experience. However, there can also be negative impacts of diversity in terms of reduced social cohesion, poor communication and increased conflict. Diversity management can help to reduce the negative effects and capitalize on the positive effects of diversity, in order to enhance organizational performance. Diversity needs to be context-specific, taking into account a wider range of individual attributes, and needs to be supported by diversity at the top management level in order to maximize organizational effectiveness. Originality The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Understanding Shared Services

2012 ◽  
pp. 785-800
Author(s):  
Suraya Miskon ◽  
Wasana Bandara ◽  
Erwin Fielt ◽  
Guy G. Gable
Keyword(s):  
Information Systems ◽  
Organizational Performance ◽  
Operational Definition ◽  
Current Status ◽  
Future Research ◽  
Shared Services ◽  
Support Functions ◽  
Computer Based ◽  
Corporate Information Systems ◽  
Corporate Information

In a competitive environment, companies continuously innovate to offer superior services at lower costs. ‘Shared Services’ have been extensively adopted in practice as a means for improving organizational performance. Shared Services are considered most appropriate for support functions and are widely adopted in human resource management, finance and accounting, and more recently employed as an information systems (IS) function. As computer-based corporate information systems have become de facto and the backbone of administrative systems, the technical impediments to sharing have come down dramatically. As this trend continues, CIOs and IT professionals need a deeper understanding of the Shared Services phenomenon. Yet, analysis of IS academic literature reveals that Shared Services, though mentioned in more than 100 articles, has received little in depth attention. This paper investigates the current status of Shared Services in IS literature. The authors present a detailed review of literature from main IS journals and conferences. The paper concludes with a tentative operational definition, a list of perceived main objectives of Shared Services, and an agenda for related future research.

The nexus between diversity management (DM) and organizational performance (OP): mediating role of cognitive and affective diversity

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shagufta Showkat ◽  
Siddharth Misra
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Diversity Management ◽  
Content Type ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

Purpose Present day organizations are considering workforce diversity as one of the main challenges in the human resource management. This study aims to find out the relationship between diversity management (DM) in the context of strategic human resource management (SHRM) and organizational performance (OP). An attempt is made to find out the mediation effect of cognitive diversity (CD) and affective diversity (AD) in the relationship between DM and OP. Design/methodology/approach The constructs investigated in the present study include DM, OP, CD and AD. Structural equation modeling has been used to test the model fit. The data was collected from 50 human resource professionals working in different organizations in the information technology (IT) sector in Bangalore, India. Confirmatory factor analysis has been used for establishing the reliability. Findings The results show that there exists a significant relationship between DM and OP. This significant positive relationship can be attributed to the mediating role of CD and significant negative relationship is because of the AD. Research limitations/implications This study has several limitations. In this study, only three DM practices have been considered. The generalization of the results is another limitation as the study has been conducted in the IT sector in Bangalore, India. Similarly, sample size also affects the implications of an empirical study and sample size in this study is small. This study has investigated only the impact of two aspects of diversity, cognitive and affective, while neglecting the effect of communicational and symbolic processes. Practical implications The results indicate that organizations must consider that by providing intercultural trainings (ICTs), work–life balance (WLB) and work-time flexibility options, the negative aspects of diversity can be minimized. Moreover, organizations should encourage the task conflict which leads to better decision-making as well as creates a sense of group identification, which may help in the avoidance of negative consequences of AD. Originality/value This study is undertaken to find out the effect of certain diversity-oriented SHRM practices such as flexible working times, WLB, ICT and its impact on the OP in the Indian IT industry. This study has investigated the mediating role of CD and AD on the relationship between diversity-oriented SHRM practices and OP, which is the novelty of this study. Third, the study has been undertaken considering that there is a dearth of research on the impact of AD and CD on OP in the Indian context.

scholarly journals Effectiveness of Social Safety Net Programs on Community Resilience to Hazard Vulnerable Population in Bangladesh

2015 ◽  
Vol 6 (1) ◽  
pp. 123-129 ◽  
Author(s):  
R Hassan ◽  
MS Islam ◽  
ASM Saifullah ◽  
M Islam
Keyword(s):  
Organizational Performance ◽  
Storm Surges ◽  
Safety Net ◽  
Current Status ◽  
Social Safety Net ◽  
River Flood ◽  
Population Vulnerability ◽  
The Government ◽  
And Performance ◽  
Technical Guidance

A number of Social Safety Net Programs (SSNPs) are the measures taken by the government of Bangladesh in order to reduce the portion of its population vulnerability to natural disaster. Bangladesh has a comprehensive portfolio of both food, cash and income generating technology based SSNPs. This study assessed the current status of SSNPs and its effectiveness in Bagerhat (cyclone and coastal flood prone) and Gaibandha (river flood prone) districts. Specially, the study depicted SSNPs within the view of natural hazards (climatic change impacts shocks, floods, cyclones and storm surges, flash floods, drought, tornadoes and landslides). This study showed that the organizational performance in the delivery of SSNPs as well as its technical guidance provided to task teams and program managers for identifying indicators of governance and service quality in the targeted SSNPs programs. This study identified that the governance issues along the results chain of service delivery and suggested policy and performance indicators for assessing the program had a significant impact of the outcome of the SSNPs.DOI: http://dx.doi.org/10.3329/jesnr.v6i1.22052 J. Environ. Sci. & Natural Resources, 6(1): 123-129 2013

scholarly journals Workforce diversity and organizational performance – a study of European football clubs

2020 ◽  
Vol 2020 (2) ◽  
pp. 189-211
Author(s):  
Katarzyna Tworek ◽  
Anna Zgrzywa-Ziemak ◽  
Robert Kamiński
Keyword(s):  
Organizational Performance ◽  
Empirical Research ◽  
Diversity Management ◽  
Two Dimensions ◽  
Workforce Diversity ◽  
Research Subjects ◽  
Football Clubs ◽  
Depth Analysis ◽  
The Usa ◽  
European Football

Diversity management is viewed as one of the sources of competitive advantage, but the relation between workforce diversity and organizational goals is not indisputable. In-depth analysis of literature in this field does not allow for a clear answer concerning the nature of this relation (there is not a lot of empirical research available, and more importantly, they have significant limitations). The paper presents the results of empirical research aimed at exploring the relation between workforce diversity and organizational performance, which seem to break through the major limitations of previous studies in this area, i.e. the association of organizational performance mainly with financial results and the domination of American authors (60% of studies were conducted in the USA, a country with a specific culture). The research subjects of this article are European football clubs, which can be treated as a model for the management of contemporary organizations (the study covers 166 clubs from 10 countries). The obtained results clearly indicate the lack of dependency between workforce diversity (considered using two dimensions of primary identity – nationality and age) and the achieved results (considered using their place in the final table of the 2016/17 season and the total number of points). It was concluded on this basis that, in organizations free from discriminatory prejudices (which is the case for most football clubs), diversity management is somewhat vacant

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