Literature Review Diversity in Workplace

Question: Discuss about the Literature Review for Diversity in Workplace. Answtion: Introduction The below literature review is about understanding diversity in todays ever changing workplace. We can also see how the effect of such a system can help in understanding the legal implications of workplace diversity. Let us look at each of the literature reviews one at a time. This book is about understanding the different facets of diversity. The book tries to understand how managing diversity in a complex workplace scenario. The text also provides how diversity can be an organizational asset. It includes aspects of wide range of interdisciplinary expertise from business, economics, law and political history. This is combined by inputs from both instructors and practitioners. The book discusses various programs for better learning of the diversity topics like racial identity, work life balance and diversity in all levels of the organization. The book has explained the manner in which workplace diversity can enhance the above factors. The book also talks about the legal implications in various countries due to gender diversity. There are various ways in which diversity can impact workplace positively. Civil rights have also been taken into account in this book. The book also talks about the history of gender integration in workplace. The issues have been dealt in detail all along the course of the book. The history of gender integration and initial reaction have been seen and dealt in complex scenarios have been spoken about and handled. This book has spoken in detail about the recent changes in various multinational organizations. The book has detailed the global demographic dividend and the impact of workplace. It also focuses on the new realities of workplace. The issues about culture and communication at the inter-country level has been dealt in detail in this book. Diversity Management and Leadership have been the factors and paradigms and rationale of the key elements of understanding of the document. There are various ways in which diversity within organizations can be managed. There are different ways in which cultural diversity can be managed and spoken about. The book talks about the international collaborations in various scenarios. There must be community collaborations as well that has been talked in detail in the book. We can also see that there are several instances where cases filed against companies have been discussed in detail. A very interesting example is the lawsuit filed by a black employee against Xerox. The various factors applicable for ethnic diversity in emerging countries. Human resources forecasting is nothing but the projection of needs for labor and the eventual effects that these have on the overall business operations. The forecasts involve both long term and short term forecast. The parameters that are taken into account are future estimation of sales, growth in terms of the office space and workplace dimensions, attrition and several other factors that look at the company's need for labor. These factors have been dealt in the book apart from this outsourcing and reverse outsourcing factors in detail. The book is great in handling trends in education sector. The ways in which there could be various ways in which the book has handled diversity in terms of rising trend in the workplace is effective. The journal talks about the various mathematical techniques used for forecasting the trends in business management and global diversity management that human resource has come across with recently. This technique is very common technique of demand forecasting. The approach is approach is used by all types of organizations. This technique looks at the bottom-up and top-down approach. There are domain managers who send their department needs that are conveyed to the senior management. The senior management forecasts the needs based on the overall organization needs for the departmental heads. Once these requirements are finalized then the domain heads look into it. This is thus a participative approach. In case of this journal we can look at the unit specific requirements of the organization. Let us look at the process from an industry standpoint. The journal also talks about the procedure is termed as work-load analysis. This results in a suitable work load measurement. Thus a diversity element in different ways can be estimated with respect of the production and other activities. This information is then fed into a system to estimate the number of man-hour requirements to bring up a certain produce. This method will not be very suitable for the hospital human power estimation. But we can look at the situation from the number of patients handling requirements. This also taken into account the number of workers that are available for a certain task. Thus a demand estimation is drawn out effectively. We can also see that this method looks at the past data for estimation while past data may not be very effective in this estimation. This journal talks about the statistical tools used to estimate the various ways in which the psychological benefits of the workplace diversity can be managed. Thus we come up to a very reliable statistical tool for estimation. Now we will look at the relationship between dependent and independent variables. This can be categorized as manpower/human resources versus sales, total production, work-load, etc. graphical analysis and ratios to estimate a fair demand. This approach will look at the human resource past trends using the data from sales and attrition. This model requires calculations using statistical methods and hence excel based tool will be required. The estimation can be thus based on a complete picture of all the factors that maintain the operations of the company. The journal has explained the manner in which workplace diversity can enhance the above factors. The book also talks about the legal implications in various countries due to gender diversity. The components of form essential features of workplace diversity must also include a lot of factors for hiring. These include Educational Background, Prior Work Experience, Technical Qualification/Experience, Leadership Ability, Communication Skills, Candidate Enthusiasm and Overall Impression and Recommendation, All of the following topics are combined between non-directive and directive questions, numerical rating system and comments. The human resource selection must include a point based evaluation system with rating technique to recruit employees. The employee willingness and ability must be taken in consideration while deciding the allocation. Conclusion We can therefore learn from these journals and books that workplace diversity is extremely important in terms of handling overall organizational dynamics. These factors can built the organization into a knitted unit. We can also see that the cultural and gender diversity is a very important feature in understanding the various aspects of the cultural unit in an organization. It also shows that every organization fabric is different and hence all the aspects of organization can be taken into account. References Meyers, J.S. 2016. Diversity Regimes in Worker Cooperatives: Workplace Inequality under Conditions of Worker Control.The Sociological Quarterly,57(1), pp.98-128. Hartel, C.E.J 2017. Religious diversity, identity and workplace inclusion. Sarvaiya, H. 2016. Gender equality and diversity in the workplace.Gender Equality and Responsible Business: Expanding CSR Horizons, p.135. Cole, G. 2016. Religious expression in the workplace: why flexibility enhances its management.Human Resource Management International Digest,24(5), pp.37-39. Ebara, T., 2017. Elements of Workforce Diversity in Japanese Nursing Workplace. InAdvances in Social Occupational Ergonomics(pp. 167-176). Springer International Publishing.