work force diversity full paper

8/13/2019 Work Force Diversity Full Paper

1/14

National Level Conference on Changing Business Practices in 21 stCentury

(11-12thNovember, 2011)

!P"C#$% &' !N *!+!+C. "/.+&" C%N"N P%+%"& *" &P.C"%L+..+.NC. ! C.NN%" P!+ +'&3

%uthors#

r4 &4+%5%6, 4&c4,"B4,B%4,4Phil4,P"B4,(Ph)4,

%sst4 Prof 7 +esearch scholar (Part time),e8t of anagement &tu9ies,

&ri /en:ates;ara "nstitute of &cience an9 echnology,

olun9halur < =>1 20>,

%B&+%C

1


2/14

The corresponding features and variations among employees in general like age, cultural background

physical abilities and disabilities, religion, gender, qualifications, work role are simply known as workforc

diversity factors. The workforce diversity is one of the important factors in organization developmen

According to the workforce diversity the management has to divide their work load to employers. If th

organization making the correct plan in their work load alignment 5! of their work to be done because "o

level, type of work, location are the basic factors for a clear work place.

The managers should give the respect to the diversity. They need to have clear view regarding variou

employees and they have to respond to the employee satisfaction. #ork force diversity provides opportunitie

and challenges to the organization. $ue to the work force diversity one organization can improve thei

decision making power, consumer services, communication skills and performance.

In this %&st century work force diversity is the essential business concern. 'ocial responsibility

(conomic payback, )egal requirement, *arketing strategy, +apacitybuilding strategy, -usines

communication strategy, these are the important features of the changing paradigms of the workforce diversit

because the general factors of the workforce not only help the progress of the business.

Key words: #ork force $iversity, #ork lace factors,

The paper propagating the workforce diversity and the changing paradigms of the workforce diversity with th

reference of Chennai Port Trust

2


3/14

"N+!'C"!N

*or:force 9iversity: The varied personal characteristics that make the workforce heterogeneous

-avi9 7 &te8hen

Diversity which means the differences between the people one to another in varies aspects. This generall

comprise visible characters like age, gender, ethnicity etc and invisible feature like ualification, religion

designation etc. organi"ations celebrate worker diversity to increase their profits. #n recent days most of th

organi"ations have $melting-pot% approach in personnel diversity. &elting-pot means many cultures mi'e

under one roof for single identity, nothing but (ust all are following one culture.

&any heterogeneous factors of workplace blended together and make has single force to get a profit is know

as )orkforce diversity. *ach and every worker has their own characteristics and ideal ethnicity. +s a

manager of an organi"ation should give respect to all these and consider every worker as an asset of th

organi"ation. People are the asset of the company not a machine. )orkforce diversity help the organi"ation t

make a better decisions, innovation, good success in new pro(ects, it help to get success in foreign an

domestic markets and great distribution of economic opportunity.

rom the Diversity of workforce we can easily transfer the knowledge, enhances the creativity and innovatio

of employees. #t makes the organi"ation to fulfill the social responsibility because our nation has divers

backgrounds, customs, cultures, and beliefs. /o under the workforce diversity we can fulfill the need of ou

employees. #t helps to build our nation economically strong and socially enrich.

Categori?ation of iversity anagement

Two categories of diversity management one is internal effect and another one is e'ternal effec

0rgani"ational structural changes come under internal effect and environment of the company like customer

stakeholders, suppliers comes under e'ternal effect.

Com8onents of iversity management

Diversity of ethnicity, nationality and cultures

3


4/14

Diversity of demography 1gender, age and e'perience2

Diversity of competencies 1educational and professional backgrounds2

Diversity of organi"ational functions and processes

Diversity of networks 1i.e. relationships and communications channels and3or patterns etc2

&iscellaneous diversity 1se'ual preferences, occupational disabilities, i.e. handicap or physical

mobility, etc2

&ources of iversity in the ;or:8lace

N.. ! "& +.&.%+C

To utili"e the )ork orce Diversity in positive manner

To know the work responsibilities assigned by the organi"ation.

/tudy helps to improve the relationship among employees.

&C!P. ! "& +.&.%+C

4


5/14

The research throws light on the )ork orce Diversity on changing 4usiness /cenario it helps th

employees to carry out the organi"ation in good manner.

To create fle'ibility in the organi"ation.

To develop the work environment in innovatively

+.&.%+C !B5.C"/.&

To improve the (ob satisfaction and organi"ational commitment among employees.

To improve the work culture of the organi"ation

To improve the uality of co-workers.

L""%"!N& ! "& +.&.%+C

This study is based upon small population like 556 samples with in Chennai port trust.

This study is limited to Chennai port trust only.

The research was concluded through uestionnaire from employees.

The data may or may not be reliable. 4ecause Chennai Port Trust is one of the governmen

organi"ation.

+.&.%+C .!!L!

ata source -primary 7 secondary data

+esearch a88roach8 Descriptive research 8 survey method

"nstrument use98 uestionnaire

&am8le si?e


6/14

etho9s of analysis (P%+-2)#- .N.+ ! *!+.+& P+!' ! *!+

!+ . !+%N"D%"!N

&.P "#

0#There is no significant difference between gender and work life balance.

1#There is a significant difference between gender and work life balance.

&.P ""#

Fevel of significance I 6.6@ 1@E2

Degree of freedom I 1r-52 1c-52

8

Details&ale emale Total

Hes @ @ ?6

9o 5@ @ 6

Total =6 @6 556


9/14

I 1-52 1-52

J I 5

Chi-s@uare table#-

! . (!-.) (!-.) E (!-.) E F .

@ ?.56 -.56 5=.;5 6.>

@ 6.?6 .56 5=.;5 6.55

5@ 56.?6 .56 5=.;5 5.@

@ ?.56 -.56 5=.;5 5.;A

Total .5

"N.+P+.%"!N#-

The table value at @E level of significance and 5 degrees of freedom I >.;5

Therefore calculated value is greater than the table value so 5is accepted.

/ince, 51null hypothesis2 is accepted.

C!NCL'&"!N#

Thus, it is concluded that there is a significant difference between genders of workers proud to work fo

the organi"ation.

"N"N&

#t is observed that @?.5E respondents are male and 6.?E are female respondents

@A.AE of respondents are age around >6 to 6 years, .A>E of respondents are 6-@6 years, 5.@@E

respondents are above @6 years of age and @.@@E respondents are 6->6 years of age.

;E of the respondents said yes that they are proud to work for the organi"ation

9


10/14

>E of the respondents were strongly agree that the )ork orce Diversity will helps to achieve th

organi"ational goals.@@E of the respondents were agree that the )ork orce Diversity will helps t

achieve the organi"ational goals.

>>E of the respondents were strongly agree that the )D will reduce the Discrimination level an

followed by ?E of the respondents were agree the )D will reduce the Discrimination level.

= E of the respondents were strongly agree that the (ob has given to the right person and followed b

>AE of the respondents were agree and 5E of the respondents were neutral and @E of the respondent

were disagree that the (ob has given to the right person.

+esearch &uggestions

The motivation is essential for the employees to work more. /o the organi"ational leader has to tak

necessary steps to motivate them.

Training is essential for the managers to utili"e the )ork orce Diversity in proper manner.

0rgani"ation should take necessary steps to improve the employees to be committed at the work place

The organi"ation should give chances to the workers to proposed their ideas

C!NCL'&"!N

The )ork orce Diversity and its related issues are the very important parameter in each and ever

organi"ation in the present 4usiness scenario. The organi"ation can


11/14

B"BL"!+%P

B!!&

undamentals of uman esource &anagement, David +. DeCen"o /temphen P. obbins.

&anaging Diversity--The Courage to Fead by *lsie H. Cross.

#ndividual Diversity and Psychology in 0rgani"ations by &arilyn . Davidson, /andra F. ielden.

Fawrence p. 16652, Diversity in action news.

*.B&".&

14 ;;;4;or:force9iversitynet;or:4com

24 ;;;49iversity;orl94com

>4 ;;;4business9ictionary4com

G4 ;;;4authorstream4com

%NN.H'+.

11
http://www.questia.com/PM.qst?a=o&d=113554239http://www.workforcediversitynetwork.com/http://www.diversityworld.com/http://www.businessdictionary.com/http://www.authorstream.com/http://www.questia.com/PM.qst?a=o&d=113554239http://www.workforcediversitynetwork.com/http://www.diversityworld.com/http://www.businessdictionary.com/http://www.authorstream.com/


12/14

% &' !N *!+!+C. "/.+&" C%N"N P%+%"& *" &P.C"%L

+..+.NC. ! C.NN%" P!+ +'&

Part 1

Personal data:

5. 9ame :

. +ge :

>. Bender :a2.&ale b2.female

. *ducation :a2././.F.C b2.Diploma c2.G.B d2 P.B

@. Designation :

=. Department :

A. Hears of service:

;. &onthly income :

?. &arital status :

Part 2

5. The employees are committed to the organi"ation since they e'perience high level of (ob satisfaction:

1a2./trongly +gree 1b2.+gree 1c29eutral 1d2Disagree 1e2/trongly Disagree

. whether the work force diversity improves the organi"ational effectiveness


>. +re you proud to work for this organi"ation in which )D as been implementedK

1a2.Hes 1b2.9o

. The )D will helps to achieve the organi"ational goals


12


13/14

@. The )D will reduce the discrimination level


=. The work e'perience makes the employee, to be committed to the organi"ation:


A. The employee feels committed because of the (ob has been given to the right person:


;. The employee en(oys the work in this organi"ation because of the work orce Diversity:


?. Chennai Port Trust has a work environment that is free from discrimination


56. Chennai Port Trust has a work environment with no barriers for )D


55. )D increases the better decision making 7 higher creativity


5. 0rgani"ation with diverse )ork orce can Provide /uperior services


5>. The good relationship between employees may be the reason for commitment of the people in this

0rgani"ation:


5. The &anagement supports the )ork orce Diversity


13


14/14

5@. +ny other suggestion, you want to offer for effective )ork orce Diversity in this organi"ation

14

work force diversity full paper

Documents