Module 3 Assignment Example | Topics and Well Written Essays - 1000 words

Module 3 - Assignment ExampleThe last part of the paper will try to comp atomic number 18 and contrast Tescos approach to inclusion and transmutation with the key conclusions drawn by Bendick, Egan, & Lanier (2011) in their subscribe. In the above mentioned study, Bendick, Egan, and Lanier (2011) mainly focus on investigating the claim that that employee diversity equips wrinklees to deal with diverse customers. Basic tout ensembley, Title VII of the federal Civil Rights Act of 1964 granted broad, enforceable rights to equal employment opportunity regardless of race, colour, religion, sex or national origin in a bid to end workplace discrimination. This move heralded the new dispensation in the practice of human resources management called diversity. Whilst all workplace inequities have not been completely removed, major strides have been made in this particular section to address issues related to employment discrimination on the basis of race, colour, creed and belief. Thus, the authors of the above mentioned research argue that employers should provide equal employment opportunity in a bid to create a business case for diversity. The authors argue that workforce diversity can advance business objectives that are mainly related to issues of productivity and profitability in the organization. Which are staple fibre tenets of any business. This brings us to the claim by the authors that employee diversity equips businesses to deal with diverse customers. According to the study, a diverse workforce offers access to a broader pool of latent employees, enables the organization to relate to diverse customers and it helps in creating a more productive work force. The authors make some of the key conclusions in their study and some of them are discussed below. They suggest that inclusion is the basic tenet that can lead to success of workplace diversity. This entails that the needs and interests of the employees are taken into account in as far-off as the opera tions of the organization is concerned. This helps to create share and mutual understanding among all the stakeholders involved in the operations of a particular organization. This can withal significantly help to appeal to the interests of many customers who may be attracted to buy the products offered by the organization. The other key conclusion made by the authors of the above mentioned study posits to the effect that many companies very much hire employees from different backgrounds due to the fact that they represent the tastes, sensibilities and interests of a wide range of people from diverse backgrounds. This is very measurable since it helps to attract sales from the operations of the organization which in turn translates into profitability. However, contrary to the key findings of a study by Syed & Kramar (2010) entitled What is the Australian model for managing heathen diversity? it can be ascertained that the legal framework in Australia places only limited obligati ons on organisations to manage cultural diversity. As such, many organizations often lag behind in as far as diversity and inclusivity in the operations of the organization are concerned. According to this study, it can be observed that unless cultural diversity is tackled at multiple levels, managing diversity in the workplace may prove unrealistic unless concerted efforts are put by the political science and organizations that specialise in different