The duties of the operational managers develop gradually with the transition in the strong urge to win the market zone and the clear understanding that it has to take part in long term plans for the accomplishment of any company. Companies that do not concentrate on winning and continuing to have potential employees may not be able to make it in the competitive business environment.
Going with the rising number of competing companies, global or local, there is need for the companies to be agile, resilient, customer focused and be able to adapt to any situation for it to succeed. With the dynamic nature of organizational management, line managers have to be strategic planers (Barrow and Mosley, 2005). The line manger must be driven by business function through perceiving the companys big break through and be able to implement major policies and decisions. The line manager is on strategic talent advancement and employee retention.
Diversity Management
As stated by Glover (2007), the measurable extend of the place of works variety comprise, but are not restricted to gender, physical qualities, age, race, ethnicity, ancestry, academic background, sexual orientation, income, geographical location, marital status, religious belief, military experience and work experience. The variety management involves world wide organizations at the position of strategic resolution making. It is hard to come up with a viewpoint of variety management that is left to be studied in details. Nevertheless, a lot of work on diversity management has been done either in local settings, with less focus on diversity management in world wide relevant circumstance, or from only one level of detailed examination concentrating either on trade union or managerial measurable extend of diversity.
Problems of Diversity Management
For the success of any company to be realized in future, the line manager must have the potential of managing a diverse pool of talents that can result in perspectives, view to their work and innovative ideas. The problems and challenges of diversity management can be changed into a strategic asset for the organization only if it is able to take advantage of the diverse talents it has. With the combination of diverse talents of cultural background, gender, age and lifestyle, a company replies to business favorable chance more creatively and rapidly, more so in a world wide arena (Cox, 1993), which has to be among the companys vital goals to be achieved otherwise an organization risks losing talents to competitors if it does not practice diversity.
This can be witnessed in multinational organizations that have a method of working on world wide scale and recruit employees of different nations, cultural background and ethical views. The problems of diversity also exist amongst medium and small enterprises. With the total number of four million individuals and the countrys try hard towards great knowledge, economy and technology, unfamiliar talents are enticed to share their skills in this scope of range. Hence, a lot of line managers have to go through cultural based line management training to advance their ability to stimulate the interest of a group of competent individuals who are extremely experienced but culturally diverse. In addition, the line managers must convince the local competent individuals that these unfamiliar talents are not an indication to something undesirable to career development (Barrow and Mosley, 2005). In a lot of methods, the merits of diversity management in the work place are dependant on the balancing the expertise act of the line management.
How to Overcome Diversity Problems
For an organization to manage diversity effectively, George (2003) points out that the line manager requires to modify from an ethnocentric opinion (our way is the ultimate best style) to a cultural relative perspective (taking the best of the variety style). In philosophy, this shift has to be deeply rooted in the managerial frame work of the line manger in their organizing, leading, planning and controlling of the resources of the organization.
As proposed by Ng and Burke (2005), there are varieties of better practices that the line manager can choose in securing effective work place management diversity for an organization to achieve its goals. They are as follows
Strategically organizing the talents.
Mentor program planning.
Measure and control result.
Directing the talk.
Motivation approach.
The gain sharing.
The executive-information-system
Strategically Organizing the Talents
A lot of organizations are becoming fully aware of the merits of a divers work place. As many organizations are going world wide in their market enlargement of scale either virtually or physical, there is need to introduce variety of talents in order to perceive the meaning of various profitable corner of the market. With this system in operation, the line manager must organize strategically the diverse talents for the firm. A company that sees the presence of diverse manpower as an asset but not a liability would not directly aid the company to take positively its progress as some of the minimum positive features of manpower diversity.
Mentor program planning
The better methods of handling diversity of the working place matters are by initiating the program which will involve different distinct departmental managers in program mentoring of training and proving feedback to the workers who are unique from them. For successful running of the program, there is need to provide practical coaching for managers or look for aid from experts in the area.
Measure and Control Result
The line managers have to initiate regular assessment of the organization on matters like benefits, promotional opportunities, payments, management, and work environment to estimate the long term improvement. There is need to bring about the right tool of measuring the impact of variety initiatives in the company by the organizations wide methods and feedback survey.
Directing the Talk
The line managers needs to support a variety of manpower through making diversity manifestation at all levels of organization or else some workers will conclude that they do not have a future in the organization. As the line manager, it is relevant to respect diversity matters and promote positive and clear replies to them. High level of commitment must be shown by the line manager and heshe must have the capacity to solve matters of diversity in the work place in a responsible and ethical manner.
Motivation Approach
This is the influence that makes people be positive about achieving the goals of the organization through the satisfaction of persons needs so that heshe can effectively work on the organizations tasks. The organization must initiate different motivation tools to give courage to the workers to put in the needed effort and rise the capacity of the organization to produce. In the dynamic business and competitive environment of the market, workers who are motivated contribute the required output to the success of the organization.
The Gain Sharing
The gain sharing refers to the initiative plan that is all about workers with the same effort to improve the performance of the organization basing on the general notion that outcome of incremental gain of the economy is shared among the company and its workers (Healy and Schwarz-Woelzl, 2007).
The Executives-Information-System
With the executive-information-system in place, a company can follow up its sales, inventory, and receivables and benchmark the present data with history patterns. It aids in identifying important diversity from normal trends as soon as it begins to exhibit, giving the company the highest possible amount of time to implement the needed changes and make decisions that will put the organization on the right path (Healy and Schwarz-Woelzl, 2007).
The duties of the line manager have to be parallel to the requirements of the dynamic organization. The organizations that are successful are adaptable, customer centered, resilient and are becoming quicker to change direction. Line manager must learn to effectively manage by organizing, planning, controlling, leading the resource of the human and be aware of the coming up system in workers development and coaching.
Going with the rising number of competing companies, global or local, there is need for the companies to be agile, resilient, customer focused and be able to adapt to any situation for it to succeed. With the dynamic nature of organizational management, line managers have to be strategic planers (Barrow and Mosley, 2005). The line manger must be driven by business function through perceiving the companys big break through and be able to implement major policies and decisions. The line manager is on strategic talent advancement and employee retention.
Diversity Management
As stated by Glover (2007), the measurable extend of the place of works variety comprise, but are not restricted to gender, physical qualities, age, race, ethnicity, ancestry, academic background, sexual orientation, income, geographical location, marital status, religious belief, military experience and work experience. The variety management involves world wide organizations at the position of strategic resolution making. It is hard to come up with a viewpoint of variety management that is left to be studied in details. Nevertheless, a lot of work on diversity management has been done either in local settings, with less focus on diversity management in world wide relevant circumstance, or from only one level of detailed examination concentrating either on trade union or managerial measurable extend of diversity.
Problems of Diversity Management
For the success of any company to be realized in future, the line manager must have the potential of managing a diverse pool of talents that can result in perspectives, view to their work and innovative ideas. The problems and challenges of diversity management can be changed into a strategic asset for the organization only if it is able to take advantage of the diverse talents it has. With the combination of diverse talents of cultural background, gender, age and lifestyle, a company replies to business favorable chance more creatively and rapidly, more so in a world wide arena (Cox, 1993), which has to be among the companys vital goals to be achieved otherwise an organization risks losing talents to competitors if it does not practice diversity.
This can be witnessed in multinational organizations that have a method of working on world wide scale and recruit employees of different nations, cultural background and ethical views. The problems of diversity also exist amongst medium and small enterprises. With the total number of four million individuals and the countrys try hard towards great knowledge, economy and technology, unfamiliar talents are enticed to share their skills in this scope of range. Hence, a lot of line managers have to go through cultural based line management training to advance their ability to stimulate the interest of a group of competent individuals who are extremely experienced but culturally diverse. In addition, the line managers must convince the local competent individuals that these unfamiliar talents are not an indication to something undesirable to career development (Barrow and Mosley, 2005). In a lot of methods, the merits of diversity management in the work place are dependant on the balancing the expertise act of the line management.
How to Overcome Diversity Problems
For an organization to manage diversity effectively, George (2003) points out that the line manager requires to modify from an ethnocentric opinion (our way is the ultimate best style) to a cultural relative perspective (taking the best of the variety style). In philosophy, this shift has to be deeply rooted in the managerial frame work of the line manger in their organizing, leading, planning and controlling of the resources of the organization.
As proposed by Ng and Burke (2005), there are varieties of better practices that the line manager can choose in securing effective work place management diversity for an organization to achieve its goals. They are as follows
Strategically organizing the talents.
Mentor program planning.
Measure and control result.
Directing the talk.
Motivation approach.
The gain sharing.
The executive-information-system
Strategically Organizing the Talents
A lot of organizations are becoming fully aware of the merits of a divers work place. As many organizations are going world wide in their market enlargement of scale either virtually or physical, there is need to introduce variety of talents in order to perceive the meaning of various profitable corner of the market. With this system in operation, the line manager must organize strategically the diverse talents for the firm. A company that sees the presence of diverse manpower as an asset but not a liability would not directly aid the company to take positively its progress as some of the minimum positive features of manpower diversity.
Mentor program planning
The better methods of handling diversity of the working place matters are by initiating the program which will involve different distinct departmental managers in program mentoring of training and proving feedback to the workers who are unique from them. For successful running of the program, there is need to provide practical coaching for managers or look for aid from experts in the area.
Measure and Control Result
The line managers have to initiate regular assessment of the organization on matters like benefits, promotional opportunities, payments, management, and work environment to estimate the long term improvement. There is need to bring about the right tool of measuring the impact of variety initiatives in the company by the organizations wide methods and feedback survey.
Directing the Talk
The line managers needs to support a variety of manpower through making diversity manifestation at all levels of organization or else some workers will conclude that they do not have a future in the organization. As the line manager, it is relevant to respect diversity matters and promote positive and clear replies to them. High level of commitment must be shown by the line manager and heshe must have the capacity to solve matters of diversity in the work place in a responsible and ethical manner.
Motivation Approach
This is the influence that makes people be positive about achieving the goals of the organization through the satisfaction of persons needs so that heshe can effectively work on the organizations tasks. The organization must initiate different motivation tools to give courage to the workers to put in the needed effort and rise the capacity of the organization to produce. In the dynamic business and competitive environment of the market, workers who are motivated contribute the required output to the success of the organization.
The Gain Sharing
The gain sharing refers to the initiative plan that is all about workers with the same effort to improve the performance of the organization basing on the general notion that outcome of incremental gain of the economy is shared among the company and its workers (Healy and Schwarz-Woelzl, 2007).
The Executives-Information-System
With the executive-information-system in place, a company can follow up its sales, inventory, and receivables and benchmark the present data with history patterns. It aids in identifying important diversity from normal trends as soon as it begins to exhibit, giving the company the highest possible amount of time to implement the needed changes and make decisions that will put the organization on the right path (Healy and Schwarz-Woelzl, 2007).
The duties of the line manager have to be parallel to the requirements of the dynamic organization. The organizations that are successful are adaptable, customer centered, resilient and are becoming quicker to change direction. Line manager must learn to effectively manage by organizing, planning, controlling, leading the resource of the human and be aware of the coming up system in workers development and coaching.
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