Observe Orient Decide Act (OODA) Loop Explained in Detail
We had discussed how the OODA Loop or the Observe, Orient, Decision, Action loop works in helping to make better decisions. The first and the important thing to remember about the OODA loop is that it is mainly concerned about situations that involve split second decision making. Considering the fact that it was developed by […]
Role of Catalysts in Organizational Change
The other articles in this series on Change Management have listed the business imperatives for change as well as the various barriers to change that arise from internal and external resisters. In this article, we examine the other side of driving change and that is to do with the role of people who can act […]
Role of Leaders/Managers in Crisis Management
A sequence of sudden, unplanned and unexpected events leading to instability in the organization and major unrest amongst the individuals is called as crisis. Crisis generally arises on a short notice and causes major disturbances at the workplace. Leaders and managers play an extremely important role during crisis. One should lead from the front. Show […]
When Hope Meets Reality: The Challenges for Leaders to Sustain the Momentum
When Hope Meets Reality: What Happens to Leaders once they are Elected We often elect political leaders who promise the moon thinking that they have the answer to all our problems and that they would deliver us the necessary outcomes. We also fall for their visions that are hopeful and believe that they have a […]
Backtesting Value at Risk (VaR)
Merely creating a model which calculates the value at risk (VaR) i.e. the greatest possible loss that a company can face in a particular time period is not enough. In order for risk management to be effective, the results provided by the model should actually correlate with reality. Otherwise, the model will make predictions that […]
Organizational diversity enables individuals from diverse backgrounds, religions, communities, age groups, experiences, educational qualifications and so on to work on a common platform, striving hard towards achieving the goals and objectives of the organization within the shortest possible time frame.
Management plays an essential role in managing organizational diversity:
All individuals need to be treated equally. If you have recruited someone, he/she is your employee and thus indispensable resource of the organization. Do not misbehave once he/she joins. You have no rights to ill treat the other individual just because he/she is a peon.
Management should not forget that even the office boy is an employee of the organization and ought to be treated with utmost respect and care, the same way you treat your other employees. Make them feel important. Do not make separate policies for them. Remember, even they have the right to enjoy company’s benefits, the way others do.
Every employee is important irrespective of designation; amount of time spent in the organization or educational qualification and contributes in his/her own way. Organization B had all types of employees, some who recently joined and some who were there in the system for quite some time. Joe was never called for team meetings because he joined the organization just one month back. This certainly is a wrong practice.
Management and superiors need to ensure that every individual is called for team meetings and also has the liberty to contribute in formulating team strategies and organization policies. Remember, an organization does not always need experienced people but also young and dynamic individuals who have the passion for innovation and accepting challenges. Do not neglect someone just because he is new to the industry. You never know when he comes up with a wonderful idea which would benefit not only the team but the entire organization.
Appraisals and incentive plans need to be similar for everyone. If you have decided for twenty percent hike, make sure it is same for everyone, be it the general manager, manager, executive or the office boy. Even the office boy has the right to ask for his appointment letter. It is his right. Appraisals should be strictly done based on individual’s performance over a period of year and nothing else.
Encourage effective communication at the workplace. No employee should be left out of important discussions. Management needs to ensure transparency at all levels of hierarchy. This is in fact the best way to effectively manage organizational diversity.
You really need to take good care of your female employees to promote a healthy work culture. Ensure your male employees are not misbehaving with their female counterparts and if they do so, you need to take strict action immediately. Do not ask your female employees to work till late unless and until there is an emergency and you have a deadline to follow. If you have asked them to do so, make sure you arrange a cab to drop them home. Ask your administration department to make proper arrangements for them if they need to travel out of the city.
It is the responsibility of the management to encourage individuals to celebrate and enjoy all festivals irrespective of their religion and community. We may be Hindu, Muslim, Sikh or Christian, but above all we are Indians. Do not be happy because 25th December is a holiday and you will have another day to watch your favourite movie or spend some time with your family. Do celebrate all festivals and enjoy them to the fullest. Do not ignore someone just because he/she does not belong to your religion. Believe me, individuals who do so have no rights to be a part of the system.
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Why Corporates Must Address the Gender and Racial Pay Gap as Part of Diversity Efforts
February 12, 2025
