Over the years Martin and his team has developed an unorthodox way of doing what every company says it wants to do: Erickson is a McKinsey Award-winning author and a widely-respected authority on leadership, the changing workforce, collaboration and innovation, and the nature of work in intelligent organizations. An experienced executive and global advisor, Erickson has also served on the Board of Directors of two Fortune corporations. His bestselling books, both in numerous languages, are Leading the Life You Want:
Immediately, you e-mail your friend Daniel, because you know he would be great for the job. Daniel is eventually hired for the position, and a few months later a new e-mail goes out asking for friend recommendations for a new position.
You and Daniel both recommend someone, Hrm hilton case study eventually that person gets hired. Over the next year, hiring notices are not advertised externally Hrm hilton case study the organization has had good luck with this hiring practice. It can be, but it also can be a detriment to the diversity and multiculturalism of the workplace.
How, you might wonder? While not true across the board, people have a tendency to spend time with people who are like themselves, in race, income level, and other aspects of diversity such as sexual orientation. In fact, according to the National Institute of Child Health and Human Development and a study published in the American Journal of Sociology, it is much more likely that someone will name a person in their own race as a friend than someone of a different race.
Likewise, even from a young age, people tend to choose friends who are of the same race. As a result, when you recommend Daniel for a position, it is highly likely that Daniel is similar, from a diversity perspective, to you. Then, when Daniel recommends someone for a job, it is highly likely that he, too, is recommending someone with similar characteristics as you both.
This obviously creates a lack of multicultural diversity in the workplace, which can mean lost profits for companies. Provide reasoning as to why diversity is important to maintain profitability.
Many people use the terms diversity and multiculturalism interchangeably, when in fact, there are major differences between the two. Diversity The real or perceived differences between individuals. These differences can include race, gender, sexual orientation, religion, background, socioeconomic status, and much more.
Diversity, when talking about it from the human resource management HRM perspective, tends to focus more on a set of policies to meet compliance standards. Multiculturalism Looks at power and privilege differences in society.
This chapter focuses on the advantages of a diverse workplace and discusses multiculturalism at work and the compliance aspect of diversity.
While this is the legal and the right thing to do, multiculturalism looks at a system of advantages based on race, gender, and sexual orientation called power and privilege A system of advantages based on race, gender, sexual orientation, and other components of diversity.
In this system, the advantages are based on a system in which one race, gender, and sexual orientation is predominant in setting societal rules and norms. The interesting thing about power and privilege is that if you have it, you may not initially recognize it, which is why we can call it invisible privilege.
Here are some examples: While this may not seem like a big issue, it assumes you being Caucasian are the person paying for the meal. If I am heterosexual, I can put a picture of my partner on my desk without worrying about what others think.
This is not the case for many gay, lesbian, and transgendered people and their partners.
Thomas, and Matt J. Another important aspect of power and privilege is the fact that we may have privilege in one area and not another. For example, I am a Caucasian female, which certainly gives me race privilege but not gender privilege.
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So what does this all mean in relation to HRM? It means we can combine the understanding of certain systems that allow for power and privilege, and by understanding we may be able to eliminate or at least minimize these issues.
Besides this, one of the best things we can do for our organizations is to have a diverse workforce, with people from a variety of perspectives. This diversity leads to profitability and the ability to better serve customers.
We discuss the advantages of diversity in Section 3. Human Resource Recall Take this week to examine your own power and privilege as a result of gender, race, or social class. Notice how people treat you because of your skin color, gender, or how you dress and talk.
Please view this video at http: Why Diversity and Multiculturalism? So diversity can help us with policies to prevent discrimination, while multiculturalism can help us gain a deeper understanding of the differences between people.
Hopefully, over time, rather than look at diversity as attaining numerical goals or complying with the law, we can combine the concepts to create better workplaces.Click for Hilton Worldwide organizational Structure for MBA Projects and Thesis.
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