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The first challenge may come from the internalization of the firm and the development of global markets. The internalization and development process has brought the issue of cultural differences into topic. More profound influences of cultural differences on employees’ attitudes and values have been identified nowadays. An organization may have several branches in several countries, and the employees may have different views and ideas about the organization. Therefore, it poses a great challenge for organizations to manage this kind of diversity in the workplace.  

According to the Husdon Institute, by the end of the 1990s, the Third World people made up 25% of the labor force, while 12% of the African Americans. Besides, the Hispanics made up 10% of the workforce and another 4% from Asia, Pacific Islands and America (Husdon, 2000), as is shown in the above chart.

After more than 10 years of development, the world is more and more globalized, which means that the workplace is made up of more different and complicated cultures. Therefore, barriers will exist when people from different cultures communicate and work with each other. Qualified managers should be able to manage this diversity in the workplace for the benefits of both employers and employees.

Customer pressure constitutes the third challenge. A lot of organizations are aimed to provide products and services to customers, and a lot of them are trying to predict and react to the increasing demands of their customers (Norma, 2012). The reasons lie in that customer pressure always pushes the organizations to make improvements and employees will improve their work performance at the same time. However, there is also a growing trend of greater and greater customer demands and pressure. What’s worse, these organizations are making it more and more difficult to predict the customer pressure in the future.

Another challenge of managing diversity in the workplace is the increased awareness of difference. With the development of internalization and globalization, it has become an essential for managers to be able to manage diversity in the workplace. However, managing diversity in the workplace does not only involve the efforts of the managers or employers, it should also involve the efforts of the employees. Since employees differ from each other in individual interests and experiences, their involvement in managing diversity will make the process much easier for employers.

As we know, diversity in the workplace is an effective way to improve efficiency of the employees’ work. However, that should be based on an effective diversity management. In the past few decades, effective diversity management has been recognized an important part of human resource management. Human resource managers now attaches great importance to managing diversity in the workplace to minimize the barriers and take advantage of the various benefits brings about by the diversity in the workplace (Alison et al, 2006). Therefore, this report is going to put forward some popular approaches to managing diversity in the workplace from the view of human resource management.

Diversity enlargement is an approach that aims to increase the amount of employees who e本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。