Re-Conceptualizing Diversity Management

2022 ◽  
pp. 275-302
Author(s):  
Marilyn Y. Byrd ◽  
Claretha Hughes

This chapter highlights how diversity management, a widely practiced management philosophy, has emerged from an original focus of equal opportunity and representation to a focus on a strategic and competitive business opportunity for organizations. However, the adverse, lived experiences that socially marginalized people experience are concealed within business goals despite having their “difference” marketed as a competitive advantage. The aim of this chapter is to conceptualize diversity management as having mutually inclusive, intersecting goals rather than mutually exclusive, competing goals.

Author(s):  
Marilyn Y. Byrd ◽  
Claretha Hughes

This chapter highlights how diversity management, a widely practiced management philosophy, has emerged from an original focus of equal opportunity and representation to a focus on a strategic and competitive business opportunity for organizations. However, the adverse, lived experiences that socially marginalized people experience are concealed within business goals despite having their “difference” marketed as a competitive advantage. The aim of this chapter is to conceptualize diversity management as having mutually inclusive, intersecting goals rather than mutually exclusive, competing goals.


2018 ◽  
pp. 1233-1259 ◽  
Author(s):  
Marilyn Y. Byrd ◽  
Claretha Hughes

This chapter brings to light how diversity management, a widely practiced management philosophy, has emerged from an original focus of equal opportunity and representation to a focus on a strategic and competitive business opportunity for organizations. The objective of this chapter is to represent diversity management as an organization-serving philosophy that has failed to uphold a personal, moral, and ethical obligation to the dignity and worth of its socially marginalized workforce. The goal is to recommend a paradigm shift for diversity management that responds to the social injustices experienced by marginalized employees in everyday lived career experiences that can be detrimental to career aspirations.


Author(s):  
Marilyn Y. Byrd ◽  
Claretha Hughes

This chapter brings to light how diversity management, a widely practiced management philosophy, has emerged from an original focus of equal opportunity and representation to a focus on a strategic and competitive business opportunity for organizations. The objective of this chapter is to represent diversity management as an organization-serving philosophy that has failed to uphold a personal, moral, and ethical obligation to the dignity and worth of its socially marginalized workforce. The goal is to recommend a paradigm shift for diversity management that responds to the social injustices experienced by marginalized employees in everyday lived career experiences that can be detrimental to career aspirations.


2007 ◽  
Vol 2 (1) ◽  
pp. 29-36 ◽  
Author(s):  
Sonja Treven ◽  
Urska Treven

The labor force all around the world is becoming increasingly diverse. Thus, organizations that can manage employee diversity effectively gain a competitive advantage. In such organizations diversity training is a necessity. Diversity training helps managers understand and value individual differences and develop strong diagnostic skills. The paper explores various approaches to training, like awareness-based and skill-based diversity training. A special attention to potential problems that may occur in the process of diversity training is given.


2017 ◽  
Vol 7 (4) ◽  
pp. 1-25
Author(s):  
Sanjay Mohapatra ◽  
Debananda Patra

Subject area Premium customer service in the commodities market can be made a competitive advantage. The case deals with BPCL, a public limited Government organization that is successful through its strategic orientation while serving its customers. Study level/applicability This case is suitable for students who are enrolled in a Masters or an Executive Programme in Management. For a Masters programme in Management, the case can be introduced in the marketing course in sessions related to Customer Relationship Management, Marketing Strategy and Marketing in a Government organization. The case will also fit well with the audience of the Executive Programme in sessions on Marketing Management. The assignment questions provided below are designed from the perspective of teaching this case to a business student audience. Case overview The case study shows how a public sector company has taken steps to retain customers as well as increase its customer base through premium servicing. In all the fuel filling stations in India, the price is the same and is totally controlled by the Government. However, to survive in this market, different players adopted strategies to lure more customers and be profitable and productive in their operations. BPCL adopted a company owned company operated model, where they created a niche for themselves through premium service provided to retail customers. The case study deals with details of planning, recruitment and training and job rotation of staff by BPCL and shows how the same has led to increased commitment and motivation among employees. While operating in 24 × 7, 365 days mode, BPCL has been able to address customer complaints and feedback which has led to less waiting time for retail customers. There has been an increase in the number of customers and a high retention rate of existing customers. Expected learning outcomes To understand how the customer is central to an organization’s growth strategy. To appreciate the management concerns in the light of deregulation in an earlier monopoly market. To comprehend the challenges associated with maintaining competitive advantage over a long run. To appreciate the importance of employees in organizations. To understand the role of technology in achieving business goals of an organization. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes. Subject code CSS 9: Operations and Logistics.


Author(s):  
Judith K. Pringle ◽  
Glenda Strachan

This chapter presents a history of diversity management through the use of dichotomies that cross-cut the field. These are used as a framework to organize the evolution from equal opportunity policies and practices to managing diversity in organizations. We trace the shift from the social justice case for equality to the business case for managing diversity; from practitioners’ initiatives to academic research, from the US diversity discourse to many country contexts, from an emphasis on gender to ‘other’ demographic diversity dimensions, and from quantitative to qualitative research methodologies. The discussion demonstrates the complexity of combining historical and socio-political country contexts on organizational policies and practices. The resulting influences on an individual’s experiences of diversity management are as complex as are the partiality of theoretical explanations. We urge researchers to move beyond dualisms combining their strengths, to create transformative approaches. Altogether the continuing debates add to a vibrant field.


2014 ◽  
Vol 5 (1) ◽  
pp. 17 ◽  
Author(s):  
Laxmiprada Pattnaik ◽  
Santosh Kumar Tripathy

2019 ◽  
Vol 11 (18) ◽  
pp. 4985 ◽  
Author(s):  
Miloš Hitka ◽  
Alžbeta Kucharčíková ◽  
Peter Štarchoň ◽  
Žaneta Balážová ◽  
Michal Lukáč ◽  
...  

The ability to do business successfully and to stay on the market is a unique feature of each company ensured by highly engaged and high-quality employees. Therefore, innovative leaders able to manage, motivate, and encourage other employees can be a great competitive advantage of an enterprise. Knowledge of important personality factors regarding leadership, incentives and stimulus, systematic assessment, and subsequent motivation factors are parts of human capital and essential conditions for effective development of its potential. Familiarity with various ways to motivate leaders and their implementation in practice are important for improving the work performance and reaching business goals. Pearson’s chi-square test is used to test correlation between the motivation factors relating to career aspiration and education. Following the research results, the fact that there is dependence between the motivation factors relating to career aspiration and completed education can be stated. The motivation factors relating to career aspiration are important, even very important for highly educated employees and employees with upper secondary education. Following the research results, the fact that the requirements and expectations relating to career aspiration are more demanding when the education completed by employees is higher is confirmed.


2006 ◽  
Vol 28 (1) ◽  
pp. 46-61 ◽  
Author(s):  
Asma Bajawa ◽  
Jean Woodall

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