before reaping the benefits can be appreciated. As in any system the integration of new methods and process to the organisation culture will take time. With diversity initiatives the organisation must considered a trial and error period until the stated benefits of the diversification can be found. So this is the reason why the organisation do not give too early in the process of diversification process. Stockdale and Crosby(2004) suggest to pilot and experiment the situations and encourage an environment of learning from experience where errorless implementation is not expected.
分配一个合理的增长期：不能从快速的角度来看待多元化，而应该将其视为一个长期的转型过程。组织和管理层需要了解多元化过程，需要时间才能获得收益。与任何系统一样，将新方法和流程融入组织文化都需要时间。对于多样化计划，组织必须考虑一个试错期，直到发现多样化的所述好处。因此，这就是为什么该组织在多元化过程中不会过早放弃的原因。Stockdale和Crosby建议对这些情况进行试点和试验，并鼓励在不期望无错误实施的情况下从经验中学习。
In general, clear and integrated management practices also can be observed during the implementation of the diversity initiatives. All managers should put their maximum efforts to achieve the vast meaning of what it means diversity. Both the structural and cultural changes are needed to implement the successful diversity strategies. Managers of the organization must execute and follow certain number of processes to reap the benefits of the diversity. Some of the management practice includes target recruitment, education and training program intended for the underrepresented individuals or groups, career development, flexible work arrangement, mentoring, workshop among the others (Helms 2009). Helms also mentioned the other success factor that must be present at the moment of an organization decides to execute diversity.
总的来说，在实施多样性倡议的过程中，也可以观察到明确和综合的管理做法。所有管理者都应尽最大努力实现多元化的广泛含义。实施成功的多样性战略需要结构和文化变革。组织的管理者必须执行并遵循一定数量的流程，才能从多样性中获益。一些管理实践包括目标招聘、针对代表性不足的个人或群体的教育和培训计划、职业发展、灵活的工作安排、指导、研讨会等。赫尔姆斯还提到了在一个组织决定实施多元化时必须存在的另一个成功因素。
2.8 Managing Diversity in the work place 管理工作场所的多样性
The term diversity management have emerged in the recent time as a voluntarily corporative initiative directed at the systematic recruitment and retainment of employees belonging to the diverse social identity groups.(Prasad,Pringle and Konrad, 2006). The voluntary organizational actions are intended to develop the greater inclusion of the employees from various domains into the formal or informal organizational structure through special policies and programs. Further to this notion some view the diversity management and their contribution will add competitive advantages to the organizations thus improving its business performance. The managers of the organization need to develop different skill sets to achieve the success of their organization and their own benefits. These developments causing many initiatives can cause the ideal environment that works naturally for the total diversity within the organization.(Thomas 1992).
“多样性管理”一词是近年来出现的一项自愿的公司倡议，旨在系统地招聘和留住属于不同社会身份群体的员工。自愿组织行动旨在通过特殊政策和计划，将来自不同领域的员工更多地纳入正式或非正式组织结构。除此之外，一些人认为多样性管理及其贡献将为组织增加竞争优势，从而提高其业务绩效。组织的管理者需要培养不同的技能，以实现组织的成功和自身的利益。这些发展引发了许多倡议，可以为组织内的全面多样性创造一个自然工作的理想环境。
A good practice for the organizations that aim to manage the diversity would be to investigate what are the practices required for a good diverse workplace environment. Taylor Cox (1993) suggests that organizations need to undergo the transformation to accept the multiculturalism within the organizations. According to Taylor the objective of managing the diversity is to absorb the all socio cultural backgrounds to the organizational core culture to amplify the organization’
对于旨在管理多样性的组织来说，一个好的做法是调查良好多样性工作环境所需的做法。Taylor Cox建议，组织需要进行转型，以接受组织内的多元文化。根据泰勒的说法，管理多样性的目标是将所有社会文化背景融入组织核心文化，以扩大组织。以上就是这篇留学生毕业论文的节选内容，本站提供各国各专业留学生毕业论文写作指导服务，如有需要可咨询本平台。
