Module 3 Assignment Example | Topics and Well Written Essays - 1000 words

Module 3 - Assignment utilisationThe last part of the paper will try to compare and contrast Tescos approach to inclusion body and diversity with the key conclusions drawn by Bendick, Egan, & Lanier (2011) in their study. In the above mentioned study, Bendick, Egan, and Lanier (2011) mainly focus on investigating the claim that that employee diversity equips craftes to deal with diverse customers. Basically, Title VII of the federal Civil Rights stage of 1964 granted broad, enforceable rights to equal employment opportunity regardless of race, colour, religion, sex or national declivity in a anticipate to end oeuvre discrimination. This move heralded the new dispensation in the figure of human resources management called diversity. Whilst all workplace inequities have not been completely removed, major strides have been do in this particular section to address issues related to employment discrimination on the basis of race, colour, faith and belief. Thus, the authors of t he above mentioned research argue that employers should provide equal employment opportunity in a bid to create a business case for diversity. The authors argue that workforce diversity can advance business objectives that are mainly related to issues of productivity and profitability in the organization. Which are basic tenets of any business. This brings us to the claim by the authors that employee diversity equips businesses to deal with diverse customers. harmonise to the study, a diverse workforce offers overture to a broader pool of potential employees, enables the organization to relate to diverse customers and it seconds in creating a more plenteous work force. The authors make some of the key conclusions in their study and some of them are discussed below. They suggest that inclusion is the basic tenet that can lead to success of workplace diversity. This entails that the needs and interests of the employees are taken into aim in as far as the operations of the organiz ation is concerned. This helps to create share and mutual sense among all the stakeholders involved in the operations of a particular organization. This can also significantly help to appeal to the interests of many customers who may be attracted to buy the products offered by the organization. The other key conclusion make by the authors of the above mentioned study posits to the effect that many companies often hire employees from different backgrounds due to the event that they represent the tastes, sensibilities and interests of a wide range of people from diverse backgrounds. This is very important since it helps to attract sales from the operations of the organization which in turn translates into profitability. However, contrary to the key findings of a study by Syed & Kramar (2010) authorize What is the Australian model for managing cultural diversity? it can be observed that the legal framework in Australia places only limited obligations on organisations to manage cult ural diversity. As such, many organizations often lag so-and-so in as far as diversity and inclusivity in the operations of the organization are concerned. According to this study, it can be observed that unless cultural diversity is tackled at multiple levels, managing diversity in the workplace may prove unrealistic unless concerted efforts are put by the government and organizations that specialise in different