Help to fix rough draft so I can finish my final draft

Managing a Diverse Workforce

Jeff Rover

09/02/17

Diversity Management Project

1. Purpose of the overall proposal

The main purpose for this proposal is to be able to help the organization be able to create a conducive working environment of all the employees. The organization suffers from poor management in terms of how to manage the different ethnic backgrounds of the employees present at the workplace (Kulik, 2014). It will also explain the manner in which the company should be able to integrate all the employees and make them feel as though they are in an all-inclusive format under the organization (Kulik, 2014).

2. Proposed solution

The best option that the organization should take is to start by setting a policy under which they offer recruitment to different races and tribe members. It is also proposed that the organization should have a policy under which members of the same tribe, race or clan should not be allowed to constitute over 40% of a single department (Kulik, 2014).

3. Plan for implementing the solution

In order to ensure that the recruitment is also diverse, the best option is to have a recruitment policy that states clearly that the interviewers should ensure that upon recommendation they do not recommend members of the same tribe, clan or race constituting to over 40% (Kulik & Li, 2015). This will be very important in making sure that we have a perfect balance in the organization such that the company is made up of different people and that it meets the diversity standards that are required. A company of this nature wants to be at the very top and that it why it will need such a plan in order to streamline their recruitment technique (Kulik & Li, 2015). At the end of it all, the best thing that will happen is the attainment of diversity in the organization.

In order to achieve a departmental balance, the proposed solution of having a policy under which the organization strictly requires that a single department should have nothing more than 40% of the members coming from the same ethnic background or race (Kulik & Li, 2015). That will be able to make sure that the company obtains an international look and at the same time maintain better business relations. Such a standard company will need to make sure that there is a strict reshuffle running at the company within which the aim is to make sure that this solution is achieved at the end of the day. The top management will have to instruct the human resource department to do the reshuffling; this will be done in a manner that is capable of maintaining the 40% threshold that has been set under this proposed policy in the company (Kulik, 2014).

Conclusion

The organization at the moment cannot claim to be in perfect shape with regards to balance. There is a dire need to make sure that this is achieved hence the essence of the proposed solutions here. The aim of diversity management is to ensure that we have a means in which an organization can incorporate people of different cultures and behavior (Choi & Rainey, 2014). This is also the aim here, we want a position that helps companies achieve the same. A good organization will heed to the proposal because it aims at ensuring that there is a good balance right from the fresh employees all the way to the manner in which the company has been set up (Choi & Rainey, 2014).

References

Kulik, C. T. (2014). Working below and above the line: The research–practice gap in diversity management. Human Resource Management Journal, 24(2), 129-144.

Choi, S., & Rainey, H. G. (2014). Organizational fairness and diversity management in public organizations: Does fairness matter in managing diversity?. Review of Public Personnel Administration, 34(4), 307-331.

Kulik, C. T., & Li, Y. (2015). The fork in the road: Diversity management and organizational justice.