Managing ethnic diversity in British workplace Essay

Managing ethnic diversity in British workplace - Essay ExampleIn their standards of recruitment, training, and promotion, political relation agencies and gay services organizations have been more effective as be opportunity employers than the private profession sector. But even in government and human services agencies there is room for improvement. Many equal opportunity employers are merely paper compilers their behavior is anything but exemplary of equality in action. If the policy of equal employment opportunity (EEO) is to apply without regard to sex, race, creed, color, or national origin, an important first measuring stick is to ascertain whether influential members of an organization harbor prejudices. Following Allison (1999) Unlike the instrumental focus on incorporate culture and productivity that characterize the functionalist perspective, critical analyses provide reflection on different types of management issues including, epistemological issues, notions of rat ionality and progress, technocracy and social engineering, autonomy and control, communicative action, power and ideology (78). Numerous studies conclude that a double number of minority workers receive insufficient information about their present job conditions and future opportunities. Specifically, galore(postnominal) minority workers quit or retire from organizations without ever having understood what their supervisors diagnosed as their needs, why certain procedures were followed and, if trial resulted, what their failures consisted of and the reasons for them. The minority workers rights include the right to courteous, prompt, and the best supervision. They have the right to know what is wrong, why, and what can be make about skill deficiencies (Konrad et al 2006). The managers could build a case of minority workers ignorance as... Traditionally, British workplace represents a homogeneous unity consisting of British employees. Thus, globalization and immigration processes create new problems for managers. Managing ethnic diversity is wizard of the main problems required effective solutions and strategies to be introduced. Ethnicity and race are often confused in the joined States. Equality of treatment and opportunity has been the official policy of some organizations for many years. In their standards of recruitment, training, and promotion, government agencies and human services organizations have been more effective as equal opportunity employers than the private business sector. in that respect are two main approaches to diversity-related attitude change. Both approaches center on communication. The formal attitude-change approach is ground on learning theories and assumes that people are rational, information-processing beings who can be motivated to listen to a message, date its content, and incorporate the learnings when it is advantageous to do so. The means of change is formal, structured communication, and the reason for change is eith er essential or expected reward for embracing diversity (Konrad et al 2006). The amount of attitude change depends on employees initial position regarding diversity, their attention to the message and to the communicator, their understanding of the message, and their acceptance of the message.