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Diversity Management 多样性管理-留学生论文范文

论文编号:lw201701231635537312 所属栏目:留学生毕业论文 发布日期:2018年02月23日 论文作者:无忧论文网
Introduction / Research Objectives:简介

多样性管理被定义为接受劳动力由不同的个体组成。多样性可在工作作风,依据年龄、性别、种族、背景、残疾、人格。一个高效的环境可以通过接受这些差异,每个人都贡献在他们的最大潜能,感激他们实现公司的目标。

Diversity Management:多样性管理:
Diversity Management has been defined as accepting that the workforce consists of diverse individuals. Diversity could be on the basis of work-style, age, background, sex, race, disability, personality (Kandola & Fullerton, 1998). A productive environment could be created by embracing these differences where everyone is contributing at their highest potential and feel appreciated while they achieve company goals and objectives (Kandola & Fullerton, 1998).

Company Profile:公司简介:
该公司是英国的第三大医药生产商。300名员工在生产、包装和公司办公室的3个地点之间工作。其中约150名员工是非洲或白人工作在主要生产基地;在第二包装现场大约有130名员工的混合起源的贡献而在公司办公室有30人,绝大多数是女性,起源于印度除了一个也大部分员工年龄在40岁以下。公司的愿景是要最大限度地纳入带动更多的业务成果和可持续的竞争优势。这将通过培养一个包容差异和推动创新的文化,实现一个熟练的,高性能的劳动力,反映了全球市场的地方。

The organisation for primary data collection is from the Pharmaceutical sector having 40% stake in the market and an annual turnover of £21 Million (Fig.1.1). With over 160 types of medicine production, this company is Britain's 3rd largest Medicine Producer. 300 employees work between 3 sites of manufacturing, packaging and the corporate office. About 150 employees, most of whom are either African or White work at the main manufacturing site; at the second packaging site there are about 130 employees of mixed origins contribute while at the corporate office, out of 30 people, most are women, of Indian origin except one and also most employees are below the age of 40 (Fig.1.2). The company vision is to maximize inclusion to drive greater business results and sustainable competitive advantage (BL, 2004). This would be achieved by fostering a culture that embraces differences and drives innovation thereby, achieving a skilled, high-performance workforce that reflects the global market place.

Research Aims and Objectives:
The main purpose of this dissertation is to research people's perception of diversity and the effects it has on the workforce of a company. This will be investigated with the help of a questionnaire, interview and a tracking log conducted among the employees of the company from all designations.
It would be imperative to research the positives of having a diverse workforce and how they contribute in achieving the company objectives, differently. The trials and tribulations faced by them owing to their diversity will be looked into and methods to tackle them will be discussed.
Open questions in the survey would include: Share an experience where the organisation supported your religious needs?
Through this research, old theories of diversity will be revised, extended and applied to creating new knowledge which would have theoretical and/or practical application. It will not only simplify and add meaning to existing definitions but also create new understandings of diversity.
Considering the industry sector at the time of recession, many people have lost their jobs, mainly those who are not British nationals. Hence, the question is: how will an organization create profits if all the diverse individuals who contribute to the company objectives have been dismissed. Therefore, in this project, the question addressed is: What are people's perspectives of Diversity and how does it affect an organisation.

Literature Review:文献综述
Diversity – definitions:
This section covers some of the theory and research on Workplace Diversity which is of particular relevance to this research. It is important to define "diversity" for the purpose of this project. CEO of Proctor & Gamble, Alan Laffey said that 'A diverse organisation will out-think, out-innovate and out-perform a homogenous organisation every single time' (P&G, 2009; Skinner, 2001).

Diversity can be defined as a mixture of people with different group identities within the same social system (Fleury, 1999). There are many definitions to diversity, in essence it includes culture, race, geographic origin, ethnicity, gender, n