Human Resource Management in International Organizations Essay

Human choice Management in International Organizations - Essay ExampleIn fact now a statement has started whether the concept of managing conversion forms an alternative to equal opportunities based on gender bias. In the UK, human resource practitioners and academics alike(predicate) are becoming more aware of the emergence of managing diversity. There is now a view that, later on twenty years of the stick of legal compliance (which has striked little), the carrot of underpinning the business case for equal opportunities will perhaps achieve more (Dickens 1994). Thomas1 (2000) argues that, with the growing number of mergers and acquisitions, workforce diversity will become more of a precedency for physical compositions and, therefore, in the future, people will become clearer on what diversity is and how to manage it.The business case for managing diversity therefore offers a way to operate equal opportunities as a strategic issue, a incumbrance value linked to organisatio nal competitiveness (Dickens 1994). Diversity not only comes in the form of enculturation and values, but it also consists of several other visible and non-visible factors, which include personal characteristics such as sex, race, age, background, culture, disability, nature and work-style. Harnessing these differences is bound to create a productive environment in which everybody feels valued, their talents are adequatey utilized and organizational goals are met. Therefore, the way to place this on the corporate agenda is to see the concepts as providing both tactual as well as intangible benefits, besides being socially and morally right.Considering these factors, the underlying philosophical system of managing diversity tends to imply that an organization can gain massive competitive value, resulting in enhanced surgical operation with the help of a satisfied human capital. It rests on the premise that the organization will be fit to serve increasingly diverse customers, meet increasingly complex business and management problems by actively seeking and managing a diverse workforce (Stephenson and Lewis 1996 Cox 1991).In the era of globalization, when MNCs prefer to take advantage of multi-location facilities, lower costs of production, expertise from the world over, diversity is bound to be there at the workplace. It is for the organization to manage the diversity by recognizing, appreciating, valuing, encouraging and utilizing the unique talents and contributions of individuals from across a wider spectrum of society. But circumstances sometimes create peculiar conditions which brings to the fore the inherent weaknesses prevalent in our society. There are rules and regulations which provide broad guidelines for keeping a delicate balance in dealing with such matters so that mutual concurrence is maintained amongst the workforce. The guiding principle behind this thought is that the world is a rich and diverse place, full of interesting cultures a nd people who should be treated with respect. Skirmishes arising out of discriminatory behavior often result in tensions amongst colleagues. though there are federal laws in place, but it is the human character and nature which has to