Management of Organizations Religion and Racial

Question: Discuss about the Management of Organizationsfor Religion and Racial. Answer: Introduction There are different forms of workforce diversity such as age, religion, racial, knowledge and experience, and disability. The organizations operating at the global level have the workforce diversified on different parameters (Byrd and Scott, 2014). In this context, the paper presented here provides coverage to the workforce diversity in the chosen firm which is PricewaterhouseCoopers (PWC). Further, the paper also covers discussion on the strategies applied by the firm for managing the workforce diversity along suggestions for the best practices in this area. Characteristic of the Workforce and the Level and Types of Diversity in theOrganization The workforce diversity refers to different characters in the workforce of the firm. The individuals in the workforce of a firm could differ on various parameters such as age, gender, race, culture, and knowledge and experience. The bigger the firm in size the wider would be diversity in the workforce (Shen et al., 2009). A firm operating at the international level having offices in many countries would have a well diversified workforce. The PricewaterhouseCoopers (PWC) is one of the leading accounting firms operating at the international level. The firm operates in 157 countries having more than 223,000 people on roll (PWC, 2017). PWC is a well established firm having studied approach towards managing the diversity in the workforce. The firm considers maintaining adequate balance in the diversity in workforce is crucial to create maximum value for the stakeholders. However, the task of maintaining balance in diversity and managing the diversity issues is also challenging. As stated above, PWC employs 223,000 people in total which come from different countries, following different cultures and belonging to different religions. Further, the firm also balances the gender so that a mix of male and female workers could be kept in the workforce. PWC provides auditing and consultancy services which require a mix of young dynamic and old experienced people (PWC, 2017). Therefore, the firm also maintains adequate balance between the ages of the people so that a proper mix of youth and the old aged experienced personnel could be kept in the workforce. The firm is endeavored to build workforce which provides consists of people differing from each other in some or other way. The firm believes that the new ideas generate faster when the team of personnel is diversified in terms of knowledge, experience, age, and gender (PWC, 2017). Further, the fact that firm operates in 157 countries signifies that there would be great deal of cultural, religious, and race diversity (PWC, 2017). The people in different countries follow different religions such as Hindu, Muslim, and Christian. Further, the people also come from different races, which indicate that the workforce of PWC is quite diversified. Maintaining this diversity and balancing it appropriately in the future years would be beneficial for the firm in creating value for the stakeholders (Byrd and Scott, 2014). The diversity brings in different perspectives, values, and beliefs which are necessary for the critical thinking and innovative ideas. Diversity Management Strategies The diversity management refers to the managerial process of achieving perfect coordination in the work performed by individuals deferring from each other based on different parameters such as age, gender, knowledge and experience (Paludi, 2012). The organizations are considering the diversity management as the priority issue in the present business scenario. This is because the retention of workforce for longer terms is becoming difficult in the present times and if the firms want to retain the quality employees for long term, the management of diversity becomes necessary. It is quite established fact that wider the diversity in the workforce more will be the issues for management to resolve (Paludi, 2012). The managers adopt different strategies and approaches to deal with the diversity issues. Firstly, the hiring process needs to be structured by framing hiring policy that provides for equal opportunity to all the people (Paludi, 2012). The diversity cultural should be inculcated at the very stage so that the mind-set of the people being hired is set in that direction very initially. Further, after framing the hiring policy with the clear focus on the diversity, the management should take steps to make it effective by educating the people within the organization. The employees should be trained in regard to benefits of diversity in the workforce and they should be encouraged to work together keeping the overall interest of the firm in mind. Apart from that the management should be strategic in giving recognitions and rewards to the employees. It should not give an impression of biasness (Paludi, 2012). The policies for incentives and employee welfare should be made with the fairness and the focus should be on the development of all disregarding the age, gender, race, and religion. Further, the management should strive to increase the interaction among the team members. There must be every effort to increase interaction among employees belonging to different race and religions (Diversityinc, 2017). The PWC has a well diversified workforce and operating successfully since many years. One of the prominent reasons that the firm could create value over the years is the effective management of diversity in the workforce. The chairman of PWC leads the diversity management with formal participations and sponsoring the mentoring programs. The firm has built an environment around the workplace which makes everyone to positively understand the benefits of diversity. The firm has strongly emphasized on the diversity issues and considered alignment of diversity management with the overall organ izational strategies (Diversityinc, 2017). Conclusion The overall discussion in this paper revolves around the issue of diversity in the workforce. From the discussion carried in this paper, it could be articulated that managing the diversity in the workforce is critical for creating value for the stakeholders. PricewaterhouseCoopers (PWC) employs strategic mechanism to manage the diversity issues in the workforce. The firm operates in many countries and thus, has a well diversified workforce. The workforce of the firm is diversified in terms of age, gender, religion, and races. In order to manage the diversity issues, the firm embraces diversity management in its planning process. Further, the firm focuses on framing unbiased recruitment policies and training of the employees of the diversity issues. References Byrd, M.Y. and Scott, C.L. 2014. Diversity in the Workforce: Current Issues and Emerging Trends. Routledge. Diversityinc . 2017. No. 5 | PricewaterhouseCoopers | DiversityInc Top 50. [Online]. Available at: https://www.diversityinc.com/pricewaterhousecoopers/ [Accessed on: 17 February 2017]. Paludi, M.A. 2012. Managing Diversity in Today's Workplace: Strategies for Employees and Employers [4 volumes]. ABC-CLIO. PWC. 2017. About us. [Online]. Available at: https://www.pwc.com/gx/en/about.html [Accessed on: 16 February 2017]. PWC. 2017. Our commitment to diversity. [Online]. Available at: https://www.pwc.com/us/en/about-us/diversity/pwc-diversity-commitment.html [Accessed on: 16 February 2017]. Shen, J., Chanda, A., Netto, B.D., and Monga, M. 2009. 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