Explaining managing diversity with a help of an hypothetical organization

1. MANAGING DIVERSITY
WAQAR ALI
ROLL NUMBER 08
MUHAMMAD NAUMAN ADIL
ROLL NUMBER 19

2. DEFINITIONS
o understanding and
appreciating employee
differences to build a
more effective and
profitable organization.
 recognizing the
characteristics common
to specific groups of
employees while dealing
with such employees as
individuals and
supporting, nurturing,
and utilizing their
differences to the
organization’s advantage

3. Parameters of Diversity
Gender
Primary Dimensions
Race Ethnicity Disability Age

4. language
religion
Economic status
Education
culture
Secondary Dimensions
nationality
Work experience

5. Attitudes Toward Diversity
 Ethno centrism:
belief that one’s own group or subculture is inherently superior to other groups or
cultures
 Ethno relativism:
belief that groups and subcultures are inherently equal.
 Pluralism:
an organization accommodates several subcultures

6. Saving lives
We serve humanity

7. director
HR manager
Finance
manager
managementservices
Operational
manager
Counseling
Mental healthDrug abuse
treatment

8. Work force
 Receptionist
 Psychologists.
 Psychiatrists.
 Medical specialists
 Social workers
 Class four

9. Managing diversities
Gender
 Recruitment Male 3 : 2 female.
 Work distribution.
 Working hours

10. Age
Grey hairs
 Utilizing potentials instead
of kinetics.
 Advisors.
 Trainers.
 Role models for new blood.
Young guns
 Most utilized.
 Client dealings.
 Volunteers.

11. culture
 Ratio of Pashtuns will be more then other ethnic groups.
 Culture norms will be valued.
 Policies of the rehabilitation center will relatively comply
with culture.

12. Education
 Relevant graduate to relevant posts.
 Higher qualified will be given extra wages.
 Undergraduates as helpers.
 Illiterates will be entertained as class fours.

13. Work experience
experienced
 Appointment to the
relevant post.
 Quick promotions after
they settle down.
 Trainers and advisors.
unexperienced
 Will be given training in
relevant field
 Volunteers.
 Training and skill
development.

14. Importance of Managing Diversity
 Well managed diverse teams out perform homogeneous
teams & vice versa .
 Reputation in the market & attract best employees.
 Employees who feel valued & rewarded are more
engaged & motivated.