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Essay / Research Paper Abstract
This is a 3 page paper that provides an overview of organizational diversity. The various roles which HR can play in helping to promote diversity are explored. Bibliography lists 3 sources.
Page Count:
3 pages (~225 words per page)
File: KW60_KFbiz001.doc
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Unformatted sample text from the term paper:
resources, but rather to the core ideas and values that drive the organization, as well as the individuals of whom the organization is comprised. To be effective, corporate leaders must
learn how to generate the most value from existing resources such as employees so that employees can in turn become value-adding components of the organization rather than mere "followers of
a plan". Employees who are empowered through an organizational culture that emphasizes the adoption of leadership behaviors and accountability for everyone are in turn capable of transforming and improving the
base-level processes through which work is completed, and dramatically improving the value of the organization at the bottom line. This is why diversity is so critical to develop and sustain
a competitive advantage. This paragraph helps the student briefly address the hypothetical scenario. In order to understand the value that diversity brings to a firm, and how organizational leaders, particularly
those involved in human resources, can work to leverage diversity into an organizational value, it can be useful to explore a hypothetical scenario. Suppose that Thompson Snack Foods, a manufacturer
and distributor of snack foods in the southeast United States was purchased by and merged with a major multinational firm, Pomodoro, Ltd. Because of the inherent diversity in a multinational
business scenario, this presents special challenges for HR professionals who must strive not only to ensure that certain aspects of diversity legislation are upheld, but also that the inherent diversity
is channeled towards positive ends. First and foremost, deriving organizational value from diversity is a matter of leadership. HR professionals must work closely with leaders and managers to stress the
importance of diversity at the cultural level; this means leaders must act as paragons of diversity-acceptance rather than merely implementing policies mandating that acceptance (Stiles, 2007). Of course, the appropriate
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