Diversity Essay/Capstone Project

Diversity in a Globalized Economy

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Diversity in a Globalized Economy

Introduction

In the current globalized economy, diversity has an impact of service delivery since it allows harnessing of different factors to implement change and improvements. There have been increases in diversity that includes cultural, gender, race, and ethnicity. All these concepts lead to improvement in work attitudes by allowing any workforce to access opportunities for growth through gaining competitive advantage and improvement of work output of each person. Improvement in diversity can be possible by addressing leadership activities and implementing change which can be productive. The ability to embrace change is possible in a diverse environment since it would create variety of ideas for economic improvement. This paper shall study how to implement profitable change using diversity.

Helping Forces for Diversity

Cost-saving

Diversity produces different forces that have an impact on economic improvement. The forces include cost-saving, resource acquisition, creative development, program creation, marketing, human resource inclusion, and leadership participation. All these are unique concepts that harness the capabilities of diversity since it is possible to implement required changes. Cost-saving is possible using diversity since diversity concepts like religion, age, race, and gender receive support from federal government bodies (Schaffel, 2020). This allows creation of a work environment which protects all types of members by providing opportunities for their improvements and ability to harness their unique capabilities. It would be possible to reduce occurrence of large turnover costs that are common when handling employees who are known by their leaders.

Resource Allocation

The ability to gain resources that have connection to the diverse workforce’s capabilities is possible through study of the skills and abilities of the diverse workforce. There is possibility of creating job opportunities for women and minorities by providing them with resources suitable for their needs. The resources can include policies that provide women with flexible working hours especially when they have many personal commitments. Minorities like persons with disabilities would be provided with equipment and facilities which allow them to work effectively.

Marketing

Diversity is included in marketing whereby employees would be aware of consumer characteristics and use the preferences to generate economic improvements. The use of research would be possible and allow harnessing of feedback from the demographic markets to increase quality of organizational output. Improvement of reputation is possible by creating marketing messages that have an impact on attracting new customers.

Creative Development

The economy would be provided with creativity using diverse workforce ideas to create changes which would lead to new business opportunities. The concepts of diversity shall address issues during decision-making since an organization’s leaders would get influenced to address economic issues and to promote creative solutions. Persons with diverse backgrounds will explain their issues and ideas that can produce better operational methods for organizations.

Program Creation

It would be possible to incorporate diversity when handling strategic development since programs are common to boost diversity and inclusion. The concepts involved in strategic innovation promote productivity of companies since it is possible to gain competitive advantage by training workforce members to handle the diversity issues and promote change.

Human Resource and Leadership Use

There are diverse opportunities produced by human resource departments which have an impact on diversity. It is possible for leaders to use assessment from human resource departments to generate improvements that can be presented in all areas of organizations. The ability to promote diverse workforce behaviors would be possible when all persons included in the changes are known by leaders.

Stakeholder Analysis

Stakeholder analysis involves study of their involvement in policy research and future viability of organizations (Balane et al., 2020). The influence of stakeholders in internal business operations is studied often as it leads to creation of change that has positive impact. It is possible to generate appropriate changes by addressing stakeholders’ interest to determine the appropriate direction of change. When incorporating diversity in organizations, stakeholders can include employees, shareholders, and clients. All of these persons have capability of creating changes in organizations after identifying how diversity improves on productivity. The analysis would lead to multiple roles assessments using the stakeholders’ relationships to promote subject improvement. All departments would function effectively and lead to collaboration for all areas that can get changed.

Diversity improvement is connected to stakeholder principles since it is possible to collaborate with all internal organizational departments and to selecta diverse organization that produces profitable outcomes. The role-sharing capability of stakeholders makes it easy to promote productivity based on the availability of interest identification and identification of profitable areas for development. The stakeholders would make it easy to access resource that enhance productivity. The knowledge of a workforce would promote diversity assessment and alignment with the proper resources since each person would get assessed based on the unique value thy provide to the organization.

Plan to Leverage Helping Forces

The appropriate direction for any organization is to leverage cost-saving, resource acquisition, creative development, program creation, marketing, human resource inclusion, and leadership participation. Cost-saving would be possible by assessing all organizational departments to detect the areas that can get developed effectively. The availability of knowledge of a diverse workforce would produce the best outcome when assessing improvements of economic adherence. The plan for resource acquisition shall involve assessment of different departments to determine human workforce requirements (Grissom, 2018). This would promote effective development for all areas since the persons involve in the proposed change would be aware of the organization’s profitable direction.

The impact of external economic factors on the internal operations of any company would get studied since this connection promotes strategic development. The strategic development methods would be possible by performing creative development by facilitating programs which lead to brainstorming. It would be possible to generate major developments for a workforce by using unique ideas to promote the social impact of the company (Grissom, 2019). It would be possible to implement marketing after learning client demographics and facilitating appropriate developments based on the outcome of their assessment. Leadership would get used to issues changes by using the influence of leaders to motivate profitable human resource activities.

Change Management Plan

The change management plan for diversity would include preparation of all company departments for change (Miller, 2020). This forms the basis of diversity inclusion since it is possible to promote cultural and logistics improvements by assessing the operational environment and creating a suitable direction. For diversity improvement, it would be possible to implement change by selecting a work force that includes persons from all races, genders, socioeconomic background, and minority group. In this way, all these participants will guide development of a vision to that would impact all persons in the diverse work environment. The diversity plan would include strategic goal development, stakeholders’ assessment, and explanation of the scope of the diversity improvement. In this way, all organizational departments would receive improvements.

Implementation of the plan’s components would be possible by ensuring the change management plan gets implemented early after including company structure, procedures, workforce behaviors, and strategic management methods (Miller, 2020). The process of empowering employees would be possible after accessing major development techniques that can get included in the pursuit of diverse work environments. The plan would get implemented in all areas of a company’s operations since it would be possible to create an impact for organizational structures that do not overlook capabilities of a diverse workforce. The plan would further involve constant reviews to determine effective of the plan. This would create a conducive environment for managing the economic requirements for change.

Ethical Issues

The lack of diversity itself is an ethical issue that requires to get addressed by all organizations. In the current environment, ethical operations involve those that allow people from diverse backgrounds to collaborate and generation impactful change. This process is connected to use of educational, ethnic, and cultural diversity. It is possible to implement ethical improvements by applying morality when performing change management for better productivity. This procedure enables development in the proper direction when implementing the correct ethical principles which generate effective values for all persons in a company. The procedure of supporting workforce capabilities would be possible by accessing decision-making capabilities to improve on fairness and integrity.

Ethical issues may further arise when behavioral outcomes of persons in diverse environments get affected by societal ethical constraints. There are problems when customers consider their wellbeing to be of little value when dealing with organizations that are not diverse. Harassment of employees by organizations is possible when there are work operations that are not pertinent to certain religion beliefs or gender disparities (Leonard, 2018). The procedure of creating an ethical environment is possible harnessing internal capabilities for workplace inclusion. This results in proper management of a diverse organizational culture.

The appropriate recommendation is to implement change that has an effect on diversity and inclusion. This procedure forms a basis for major improvement for all members of a workforce since they would get addressed based on their unique impact on service delivery.

Conclusion

In surmise, it is evident that diversity has an impact on different organizational departments for companies. It is possible to implement effective changes by addressing the environmental issues and using them to produce a diverse workforce. In this way, it would be possible to implement effective operations for all business improvement desires.

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