Managing Complexity And DiversityEssay Preview: Managing Complexity And DiversityReport this essayRunning Head: Managing ComplexityManaging Complexity and DiversityJames WilkersonManaging Complexity and DiversityDiversity and complexity are growing in the workforce and as a result a new kind of manager is needed. Sharon Mavin and Gil Girling(2000) describe the benefits of diversity, ” the proven benefits of diversity are that the best candidates are employed, the culture is one in which the potential of all employees is realized, flexible working arrangements are offered, employees are valued, motivated, developed, and encouraged to progress in the organization(p.422).” Managing diversity can be challenging and some HR professionals believe, “Understanding and accepting differences is crucial to success in any realm of interpersonal or organizational endeavor(Hostager,and DeMeuse, 2002, p.17)” My belief is complexity is something that can be managed by putting in controls and processes that keep complexity to a minimum. Peter Child and Raimund Deiderichs write in The McKinsey Quarterly (1991,) “Complexity management requires long-term, cross-functional, top management involvement, but a series of immediate actions can stall the growth of further complexity and actually, in many cases, reduce existing complexity”(p.51). I believe globalization of organizations require the managing of diversity and complexity as key components of an organizations strategic planning.
Tools used to Manage DiversityThere are many management and training tools an organization can use to help an organization adapt to a changing workplace. Communication is the cornerstone of making diversity work. In addition a strong leader who is dedicated to the fairness and inclusion of all employees is needed to make diversity work. Ted Childs writes in Human Resource Management how leadership at IBM handled racial diversity in the 1950s,” Mr. Watson replied that during negotiations with the governors building of IBM plants, be told them there would be no “separate but equal” racial policies at IBM.” Employees have to have confidence that company leaders practice what they preach. Another important tool to manage diversity is organizational training to teach tolerance of difference. Peggy Layne P. E., M. ASCE, directs the National Academy of engineerings
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In a company, diversity is the most important consideration. Diversity is achieved by understanding what the job is all about, and how it works. These resources are created by diversity leaders, leadership-leaders of the companies they employ, and other people in management positions to help employees develop the appropriate skills, skillset, and behavior to meet the challenges and opportunities for which they teach them. These resources are the basis for leadership and learning for those in management positions and leadership-leadership training programs. There are many professional organizations in the global diversity field who are actively working on helping diversity leaders. A number of leaders work through their companies to establish the framework for changing the role of diversity in business. Leaders who learn in a company can be trusted to develop the tools, tools, and training used to accomplish the vision and values for the company, and to bring awareness of the difference among different groups and types.
In our company-building curriculum, leaders are trained to be more tolerant and to develop the necessary skill sets to implement diversity. The new leader must work with the companies he has served to develop and adopt an approach or strategy that aligns with a diversity principle, that is, it’s time for diversity to return. ” The Center describes diversity at one place in the diversity world as: “Our role will be to build the community of companies based on, and supporting, the value of diversity. Diversity is the lifeblood of our company.” Diversity is a necessary antidote to systemic power-lobbying, as is tolerance for racial hatred.
The Center’s “Organized Managers” section includes information on a number of ways in which managers from companies working together can work to develop shared values and values of solidarity and integration. For example, we can encourage those who live with or know the Black and Hispanic community to make connections with each other on the road to more inclusive communities. The Center recommends having a “Cultivating Diversity in the Company” program within the organization by using the CAGN as evidence of effective communication, mentoring, and mentoring programs. People who have connections with organizations working within groups include: The Co-founder’s Association.
The Society for the Development of Diversity in Business.
As a group, the Group for the Development of Diversity in Education (GDC).
The Human Diversity Service. A member of the GDC who provides support to people who are at risk for diversity.
A leadership consulting company. This group works with the local, national and international communities to organize and develop diversity in leadership. Leadership-leadership training programs and seminars are being introduced to organizations such as the American Board of Nursing to provide training for community leaders to prepare and train professionals to make changes within the culture of nursing to promote the advancement of human dignity and service.
The GDC encourages members to learn and practice diversity through these outreach programs to partners to enhance the capacity of these organizations. For example, the GDC was created to provide training to organizations interested in developing cultural approaches to leadership, including “Integrating Diversity”, this month.
Some initiatives in the Leadership Transition Network (LRN) have been developed to help partners with the project-building process including, “Creating the Culture for Diversity, the Change Management Forum, and the Diversity Management Summit.”
The Leaders Program focuses on encouraging people connected to the movement of people in diversity. In addition to training on developing positive and sustainable leaders and how leaders can work to