Organizational Structure Assessment

HSA 6540 Assignments

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Assignment 1:Organizational Structure Assessment , Due September 11

Workplace diversity is an important current topic. Consider your current (or former) workpl ace

and the following diversity characteristics: race/ ethnicity, age, and gender. What is your assessment for each of these characteristics in your workplace? Does your organization do a good job promoting cultural diversity? Also consider the issues within the workplace among these different groups. Discuss problems you've seen at work and/ or potential problems based on what we've discussed in class and in your text. This shoul d be written in APA format, 6th edition and should be a minimum of two pages in length.

                                    Solution

Organizational Structure Assessment

Mississippi College University

Khalid AL Qureshi

The similarities and differences in workplace between employees in terms of gender, culture, age, physical abilities, sexual orientation, and so on is considered as workforce diversity. The organization where I am working as a content writer values diversity in workforce. There is a positive atmosphere where it is firmly believed that every human is different. Humans differ with each other in terms of attitudes and prejudices other than characteristics like age, gender, race, ethnicity, and so on. There is a change in attitude of organization management related to workforce diversity.

The managers tend to have a workforce including people from different social/cultural background, physical abilities and disabilities, gender, and so on.  When I see the attitude of my workplace towards concept of diversified workforce I feel that organizations value diversified workforce as there are multiple perspectives. Multiple perspectives help organizations view each and every aspect of situation and come up with better alternatives or solutions. In a diversified workforce, there is increased creativity and productivity.

The performance is improved and there is less fear of failure in diversified workforce. There is a trend of globalization these days. Every organization and business firm intends to have a global impact. When companies hire people from different cultural backgrounds and nations, it gives the company an opportunity to reach consumers from all over the world and has a positive impact on the overall image of the company or brand.

As a content writer at an advertising agency, I see that my company welcomes females just like males. The management encourages females to be a part of company. There is no difference in terms of pay range for males and females. People from every age group are working in the company. It’s just that some people who are elderly and cannot work hard are given job according to their physical ability.

Our organizations tends to promote cultural diversity and hires individuals from different cultures to high post like our branch manager is from different culture. There is a friendly organization culture. The employees have a warm attitude towards each other. The employees, management, supervisors, respect values, perspectives, and beliefs of each other. I have never seen any employee fighting with the other based on his/her culture, gender, age or social class. In fact, our company behaves more friendly with employees who join us from different countries and cultures.

Age is an important characteristic of diversity. There are some employees working in my department who are new to the work and they are working at very young age. We use to guide them and help them in projects and polish their skills. There are some employees who are elderly and their age requires them to work less. Generation gap is an issue which I face so frequently. People who are elderly have different perspectives and their attitude sometimes become a sort of disturbance.

The company facilitates such individuals as well though their wages are according to the time they give in. As a result, I can say that my company is doing good job promoting diversity in workforce. Workers from every culture, gender, age, and so on are respected. People are working in a pleasant atmosphere and there is no discrimination in workforce.

Solution

Question 1:

As recruitment of employees in a firm is a task of responsibility and requires careful consideration of market trends on the basis of which company will hire the further employees. While recruiting, the knowledge ability, credibility, attitudes and behavior associated with the HR recruiters should match with the candidate’s norms and values (Williamson, 2000). When I will make considerations to manager and HR department regarding the hiring specific candidate I convince them on the basis of characteristics associated with job that match with candidate and recruiters mindset. The more focus will be on the demands of HR that should be fulfilled by individual.

Question 2:

Employees would never be able to work in an organization if there salary is not approved. If there commitment and services are required by the organization it is important to provide them reciprocal rewards and incentives in structure of pay (Azasu, 2012). So in this regard I will play the role of negotiator by negotiating the demands of the employees; if they will not be provided to them for their services provided they would not be able to provide the octomoms that are required by the company. I will make a favorable condition for the approval of salary of employees so that a pressure will be created on minds of employers. I will keep all the psychological needs of employees in front of the employers that are required to retain an employee.

Question 3:

In a theory of Social Exchange, it is clearly stated; if you want to avail the services and work from an employee it is necessary to provide the rewards as incentives in regard of their services (Azasu, 2012). Otherwise, you cannot achieve their commitment with the organization. Same is the case here it is not a small issue; t is an issue of financial satisfaction of employee which is the liability of firm in reciprocal response to their services. If the company will not provide the incentives, employee would never stay in the organization ns the organization may lose their skills employees.

Question 4:

Employees are motivate to work if there monetary needs are fulfilled then they trust the organization and show more commitment (Osterloh, 2000). But if organization does not fulfill their monetary needs then the only option left in case of not having the salary is to notify them that he may leave the organization if he will not be provided incentives against these services. The employee can pressurize the organization and he can make claims on the firm in this regard in such a situation if organization is ready to pay the claims then employee must give them a chance but if there is no hope of getting your incentives in reciprocal of your services then employee may choose for the option of suing the organization or leaving them. In such a situation there will be a bad image created of organization on other candidates and they may refuse to work with them.

References

Azasu, S. (2012). A survey of reward management practices in the Swedish real estate sector. Property Management, 30(5), 449-464.

Osterloh, M., & Frey, B. S. (2000). Motivation, knowledge transfer, and organizational forms. Organization science, 11(5), 538-550.

Williamson, I. O. (2000). Employer legitimacy and recruitment success in small businesses. Entrepreneurship Theory and Practice, 25(1), 27-42.