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Individual and
Human Resource
Diversity
LEARNING OUTCOMES
X INTRODUCTION
Malaysia is a multiracial and multi-religious country. As a result, organisations
in Malaysia have employees from various races, religions and cultures. This
diversity not only involves obvious aspects such as race and skin colour but it
also involves aspects that are not so obvious such as attitudes, personality, values
and beliefs.
SELF-CHECK 9.1
Human resource diversity actions are not made based on the pressure of
legislation. Organisations voluntarily undertake actions to diversify their human
resources by taking opportunity from the advantages of the action. Organisations
will try to create a positive working environment where no individual
experiences benefits or losses, as they will all have equal opportunities and
benefits. Anyone can perform a good job. The differences in individuals are
respected and not ignored so that all individuals are comfortable with them.
Thus, the organisation that practises this will appreciate the differences that exist
in the employees and the customers it deals with.
TOPIC 9 MANAGING INDIVIDUAL AND HUMAN RESOURCE DIVERSITY W 147
Apart from that, manpower diversity also enables an organisation to grow and
develop through good problem solutions. Human resource diversity ensures that
work is carried out well and problems are identified and effective alternatives are
developed.
148 X TOPIC 9 MANAGING INDIVIDUAL AND HUMAN RESOURCE DIVERSITY
EXERCISE 9.1
Essay Question
SELF-CHECK 9.2
Are all the assumptions stated above true? In certain cases, they are true.
Employees who are older and have served longer cause an organisation to
provide more from the aspects of salary, pension and off days. However,
older employees also contribute to the cost saving of the organisation as
they are more discreet, more observant towards quality of work and
provide less problems in termination, punctuality and absenteeism. Some
parties say that work performance declines with age but scientists have
proven that the level of work performance is not affected at all by age in all
occupations.
Is it true that gender discrimination happens in the workplace? Yes but not
as how it has been publicised. The factors that cause female employees to
face slower growth in promotions from middle levels to higher levels are
also partly due to the choices of career made. Female employees are not like
male employees who go after higher salaries and advancement in careers.
Female employees have a tendency to select careers or jobs that give large
areas for implementation, more control on work scheduling and
unrestricted movements in and out of workplaces. Moreover, female
employees will focus and give more priority to their family compared to
their careers.
Nevertheless, the factors stated above are not highlighted to hide gender
discrimination towards female employees. No doubt, it is true that the
advancement of female employees is much slower in higher positions in an
organisation due to discrimination.
Another strategy that can be used is to ensure that no activities that are
dominated by male employees, thereby sidelining female employees.
Conducting tough and robust activities such as jungle trekking may not be
suitable for female employees. Activities such as telematch games might be
more suitable. All these are done to avoid feelings of discrimination among
female employees.
What can be done by organisations to ensure that all races enjoy the same
opportunities is to look at the workers composition in the organisation. In
ensuring that workers composition is fair and just for each ethnic group, it
has to start with the process of employee recruitment. The recruitment of
employees has to be balanced for all races and all employees will have the
opportunity to attain advancement in the organisation.
ACTIVITY 9.1
The disabled groups are often not given rights that are equal to other
employees. How true is this statement based on your observations,
whether at the workplace or around your environment? Discuss with
your friends.
Disability means a state of mental and physical conditions that limits the
activities that could be done by an average person. Discrimination against
physically and mentally disabled people means that individuals are treated
differently due to their disability. Let us think deeply from the corners of
our hearts. When we see a blind person with a full-sighted person or
someone who moves around in a wheelchair with a person who moves
around freely, what is our perception? If we have different perceptions
other than the perception of normal humans, then this is where
discrimination starts.
Organisations could also ensure that disabled employees have the same
opportunities as normal employees in order to avoid the existence of such
TOPIC 9 MANAGING INDIVIDUAL AND HUMAN RESOURCE DIVERSITY W 153
ACTIVITY 9.2
We cannot deny that there are some male employees who cannot cope
with working under the directive of female employers. In your
opinion, why does this happen? Is it because the male employees feel
insecure or do not have the confidence in the authority of the woman
as an employer? Discuss with your friends.
EXERCISE 9.2
Essay Question
SELF-CHECK 9.3
Have you ever thought about the factors that contribute to the
formation of your personality? If you have not, then do it now and
compare them with the following dimensions.
Internal diversity means the differences that are communicated verbally or non-
verbally such as personality and attitudes that could be learned through
interaction with other people. Examples of diversity at this level are differences
in personality, attitudes, beliefs and values. Why do we need to know about
diversity at this level? It is important as the differences of individuals are not
154 X TOPIC 9 MANAGING INDIVIDUAL AND HUMAN RESOURCE DIVERSITY
only limited to situations that we can see or measure but also involves the aspects
that are quite vague such as personality, values, attitudes and beliefs.
ACTIVITY 9.3
(i) Extrovert
The extrovert is active, friendly, mingles easily, energetic and
cheerful. The opposite of extrovert is introvert. Introverts are quiet,
shy, inactive, like to be alone and find it difficult to mingle with other
people.
(iii) Consensus
It means the level of co-operation, courtesy, flexibility, forgiveness,
tolerance and trustworthiness. Individuals who have a high level of
consensus can work with anyone and deal easily with people.
Individuals who have a low level of consensus find it hard to work
with other people and face a lot of problems with other employees.
(iv) Openness
A personality dimension that explains the level a person, who thinks
openly, reacts openly to ideas, issues or new experiences, high
tolerance towards uncertainty and has a high level of curiosity.
Organisations that deal with dynamic environment require employees
with high levels of openness. This is because these types of employees
are willing to accept any sort of change and easily understand the
need for change.
(v) Diligence
Diligence is the level where a person works hard, is responsible,
objectively orientated and is organised at work. Employees who have
a high level of diligence usually know what their work responsibilities
are, arrange their work neatly, are always punctual and complete their
work on time. If a job cannot be finished on time, then a logical and
reasonable excuse will be given. Employees who have a low level of
diligence are normally in chaotic conditions, work haphazardly and
are disorganised, are always behind time and provide excuses that are
unreasonable if the job could not be completed on time. Aside from
this, employees who have a low level of diligence will also create a lot
of problems if the job involves other individuals.
156 X TOPIC 9 MANAGING INDIVIDUAL AND HUMAN RESOURCE DIVERSITY
EXERCISE 9.3
Essay Question
(a) Authoritarianism
Authoritarianism means the extent an individual believes in the need for
different authorities and status in an organisation. Employees who have
this type of personality believe that what differentiate one individual from
another are the authority and status possessed by a person in the
organisation. These people would rather work for a manager who has an
authoritative style. They would not be able to perform if they have a
manager who likes to delegate and encourages initiative and consideration
in the employees themselves.
(b) Machiavellianism
Machiavellianism is the extent an individual would be able to accept
whatever action if it is made to satisfy the needs and to achieve objectives.
People with a high level of Machiavellianism believe that bad or good
actions or conduct can be accepted as long as it satisfies the needs and
achieve the objectives required. Moreover, this group will be willing to do
anything to achieve whatever it wishes.
(d) Self-monitoring
Self-monitoring refers to an individualÊs ability to adapt his action to
different situations and environments. Individuals who have a high level
of self-monitoring are able to adapt their actions to situations and the
surrounding environment. Individuals with low self-monitoring are not
able to adapt their actions to any situation or environment. This group
usually acts in the same way in any condition. For example, an individual
who is quiet can be categorised as one who has a low level of self
monitoring as in whatever situation, he will still be a quiet person.
ACTIVITY 9.4
ACTIVITY 9.5
EXERCISE 9.4
Essay Question
SELF-CHECK 9.4
In managing a diversified organisation, management must be alert and
sensitive to the methods that are suitable to ensure the efficient
transition of management. In your opinion, what are the suitable
methods to be practised in an organisation?
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Managing diversity is not an easy task. This is because the people that manage it
will face all sorts of individuals of different types and behaviour. Moreover, in
order to ensure the success of a diversified management, the people responsible
must be clear with the methods or paradigms in order to handle the diversity,
principles, trainings and diversity practices.
Furthermore, this paradigm tries to improve the weaknesses of the previous both
paradigms. This paradigm not only takes into account the surface level diversity
but also involves the internal levels, to create an approach which is more accurate
and precise.
ACTIVITY 9.6
You have already been exposed to the methods that could assist
management in managing diversity in an organisation. Based on your
understanding, what are the types of training that could ease the
handling of diversity in an organisation? Discuss this with your friends.
SELF-CHECK 9.4
EXERCISE 9.5
Essay Questions
1. List the paradigms of diversity that you have learned.
2. Give two types of diversity training that you have learned.
A. Gender discrimination
B. Race/ethnic discrimination
C. Territorial discrimination
D. Age discrimination
5. Individuals that believe all incidents that happened to them are caused
by their own actions are individuals that have _________.