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澳洲管理學essay代寫:多樣性管理和組織文化

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  • 澳洲管理學essay代寫:多樣性管理和組織文化

    本文旨在說明精心設計的員工多樣性管理對組織成功的重要性,預計將建立一個包容性的組織環境。由于全球化,跨文化交流越來越頻繁地在許多組織中形成不同的勞動力結構。總的來說,多樣性的概念,將復雜的包括文化背景、性別、年齡、工作經驗、價值等(巴博薩-卡多佐,2007)。在工作場所,一個多樣化的勞動力很容易導致沖突,從而導致混亂局面。在這種情況下,管理人員應具備敏銳的洞察力,并與人力資源部人員合作,解決不同的問題,以減輕工作場所的工作環境。在這里,這是第一個聲明,管理良好的勞動力多樣性,今天的經理將是關鍵的組織,以達到成功。然而,在工作場所,文化也很重要,能夠影響員工。如果它是一種包容性的組織文化,那么肯定會有不同的聲音來改善現有的解決問題的能力。
     
    總之,組織文化與員工多樣性管理之間的相互關系與更好地支持企業在當代跨文化商業環境中生存的戰略管理決策有關。一方面,與勞動力多樣性管理有關的政策為加強組織文化的作用提供了外部力量,使包容的思想根深蒂固。反過來,組織文化,尤其是包容性概念得到有效整合,并在整個組織中清晰地表現出來,不同的勞動力可以被很好地管理,以激發更多創造性的想法。如果沒有這兩個概念的有效結合,在實踐中積極執行,就不能有效地改變變化,因為有效的聲音不能被用來消除創新。根據與兩種說法有關的論點,首先,今天的管理人員應該具備有效的勞動力多樣性管理技能,以便更好地開發成功的企業。通過管理人員的努力,將創造一個包容的工作環境,輕松地更好地利用人力資源。此外,組織文化的作用不容低估,因為它可以促進包容性的商業環境,使各種人力資源問題得到輕松處理。在大多數情況下,這一要素是幫助利用勞動力多樣性和滿足組織利益的一個不可或缺的因素。

    澳洲管理學essay代寫:多樣性管理和組織文化

    This essay aimed to indicate the importance of well-designed workforce diversity management to lead to the organisational success, and an inclusive organisational environment would be expected to create. Due to the globalisation, intercultural communications became more frequently to further diverse workforce structures within many organisations. In general, the concept of diversity would be complex including cultural background, gender, age, value, working experience, etc (Barbosa & Cabral-Cardoso, 2007). In the workplace, a diverse workforce might be easy to lead to conflicts so as to cause a chaotic situation. In such scenario, managers should possess sensitive insights and cooperate with HR personnel in relation to diverse issues to mitigate the working environment in the workplace. Herein, it was the first statement to argue for that well managing workforce diversity for today’s managers would be pivotal for the organisation to reach the success. However, in the workplace, the culture was critical as well which could be capable of affecting employees. If it was an inclusive organisational culture, then different voices would always be affirmed to improve the existing problem solving ability. 
     
    In conclusion, the interrelation between organisational culture and management of workforce diversity was related to better support making strategic management decisions for companies in surviving in the contemporary cross-cultural business environment. On one hand, policies related to management of workforce diversity posed outward forces to reinforce the role of organisational culture for inclusive ideas to be rooted deeply. In turn, organisational culture especially if the inclusive concept was effectively integrated and to clearly state across the entire organisation, diverse workforce could be managed well to activate more creative ideas. Without the effective combination of both these two concepts and to execute actively in practice, changes would not be managed well due to effective different voices could not be utilized to eliminate innovations. According to the argument related to two statements, firstly, today’s managers should possess effective workforce diversity management skills to better develop successful businesses. Through efforts made by managers, an inclusive workplace environment would be created effortlessly to better utilize human resources. Besides, the role of organisational culture could not be underestimated since it could promote the inclusive business environment to make diverse workforce concerns be addressed effortlessly. In most cases, this element was an indispensable factor to help to take advantage of workforce diversity and to satisfy benefits of the organisation. 
     

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