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The workplace indiscrete hiring conversation

Executive summary
Challenges for both the private and public businesses are more or less the same. There is a need for realigning how a company gets its profit with its social responsibility. Companies have to move towards programs that not just benefit them but also give back to the society in which they operate. Under this arrangement one has to be aware of the changing needs in the community. Apart from the challenge of structuring a company to align to its social responsibility lays the issue of diversity in hiring (Altbach, Philip, Patricia, Gumport, and Robert Berdahl, p.100). Hiring is amongst the most important and difficult task a company faces. If you hire quality you tend to have more of quality in the company.
Hiring basically can be classified among the difference between profitability of a company or its losses. Diversity is about the realization that we are all unique and appreciating the same. Our uniqueness could be along racial lines, gender, ethnicity, our religious inclinations or our social standings. We take advantage of these rich diversities in business planning strategies. For a business to have a bright future one needs to appreciate the changes in the nation’s diversity then position oneself to take advantage of it. The expansion of the market will require a resource only which a well diverse human resource can provide. By being diverse an organization is able to have high qualified employees as well as keep customer loyalty (Cihon, Patrick, and Castagnera, p.139).
Challenges and benefits of workplace Diversity
The main cause of the challenges facing hiring in organizations is globalization. Hiring is a problematic subject because globalization has brought in new demands in regards to market approach. The recruiting firms are required to stay in pace with the changes that are taking place globally. Juggling in between the staffing needs and what skills are needed by the company going forward is a major issue. Businesses face the challenge of hiring right people with the different rich skills required (Modern Human Relations at Work, p.536).
Diversity is a strong component for businesses in terms of: employing, making investment plans, market approach but it varies between businesses. A workplace experiences challenges in the management of diversity. These challenges lie in hiring as well as in management. Managing diversity is simply putting into consideration the different aspects of people (Modern Human Relations at Work, p. 536).
Failure to appreciate the value of corporate social responsibility by organizations today is a cost too high. Globalization has brought about opportunities and risks. Companies face social risks as the level of business uncertain future has grown. Social responsibility is a spillover of new markets and diversification. Social risk is a fact and is a complex venture that one has to take into account many things in relation to the different environments the business operates in. The need to remain relevant is a challenge that corporate social responsibility tries to solve (Smith, p.66).
Workplace Analysis
In order to be a diversity compliant organization one has to first do so by hiring and then maintaining through managing the diverse staff. Maintenance is by being aware of the differences one has and then taking managerial measures and decisions that minimize the problems those differences could bring. In our particular case the lady employee is an asset but she is about to start a family. The problem with this move is deciding whether she is a long term or a short term asset that the company needs. This will deny the company about ten months of active service. This is a challenge especially for smaller firms. For larger firms she will be seen as a long term plan (Smith, p. 69). The management has to create measures to curb the negative effects she brings while maximizing on the positives.
The manager in this case is undergoing difficulty in choice. He at one point wonders whether to directly ask personal questions. Meet up with his future employee and her fiancée and ask questions in order to plan or decide whether to hire. Diversity of deciding whether to hire the lady or the gentlemen comes into play. The gentlemen do provide continuity though they are less qualified. In observing diversity the management is best advised to vary the available candidates and come up with the best skills the organization needs (Smith, p. 79).
There is a challenge presented where Joe in the discussion doesn’t want to appear sexist. He appreciates the diversity of a man and woman candidates and what they are offering. The lady is more qualified while the gentlemen are more reliable in terms of being present for his duties more.
In considering a firm’s strength when hiring is brought to the fore. This is reflected upon when in the discussion Andrew advices: if you are a large company hire the lady as a long term asset, but for a small company that simply can’t be possible. One of the things to consider is your company size when hiring. Look at whether you need short term or long term skills. One can go ahead in making that managerial hiring decision by considering this.
At the beginning of the conversation, the talk was focused on corporate social responsibility. This is a very important aspect in the business world. Corporate do seek hard to connect with the markets. Due to globalization the business world is such that one needs to be a good citizen of the community one operates from. It is of the view that this helps validate the businesses right to work in a society. Any business requires a societal involvement (Smith, p.54). The society does know as well as the business of an agreement though not drafted each has to the other. By improving the society they operate in they are able to increase their profits from the better returns that come with improved business.
Solutions
The four managerial friends need to embrace various social responsibilities. These range from being aware for example that the pricing of the business commodities can affect inflation. Or the environmental pollution that contribute to the well-being of the community. The four in business should engage more in corporate social responsibility as they head to the future so as to increase their businesses relevance (Managing Diversity, p.46).
In terms of hiring, there is need to evaluate exactly what the company needs. This should also encompass long to short term needs. The skills needed are very important consideration in this aspect. Due also to the market being much open and diverse one needs to look at market and social requirement in hiring.
In the issue of ensuring diversity, this is the sole responsibility of the leaders. With being of serving to one’s constituents being a major concern organizations are busy on getting better ways to serve the constituents. In order to achieve the level of goals set this is an important phenomenon. I suggest that organizations do draft up policies that relate to diversification (Igbaria, Magid, and Shayo, p.46). The companies roles should be headed by the right talent and the various different pools of skills should be harnessed towards this.
The employees should be well managed apart from just hired. Vices that are against diversity such as racism, nepotism and favoritism should be abolished. It’s not normal to find people of different diverse background interacting freely. I suggest that the management should come up with ways to achieve a team spirit among their employees. This will go a long way in harnessing the various rich skills that each one has (Igbaria, Magid, and Shayo, p. 47).
Conclusion
Diversity needs to be broadly defined. It goes beyond simple fact of being physically different to include the whole area of any sort of difference between individuals. It should reflect on the needs of the community, management and individuals. It’s a global requirement to be able to achieve diversity in an organization if one is serious of growth. A work asset that’s diverse is indicative of the globalization effects on the present world. The value brought to the work force by this is enormous. In the above discussion the managers should consider the lady’s diversity in terms of managing it. Proper diversification plans or programs will cover the losses brought by the differences.

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