总之，组织文化与员工多样性管理之间的相互关系与更好地支持企业在当代跨文化商业环境中生存的战略管理决策有关。一方面，与劳动力多样性管理有关的政策为加强组织文化的作用提供了外部力量，使包容的思想根深蒂固。反过来，组织文化，尤其是包容性概念得到有效整合，并在整个组织中清晰地表现出来，不同的劳动力可以被很好地管理，以激发更多创造性的想法。如果没有这两个概念的有效结合，在实践中积极执行，就不能有效地改变变化，因为有效的声音不能被用来消除创新。根据与两种说法有关的论点，首先，今天的管理人员应该具备有效的劳动力多样性管理技能，以便更好地开发成功的企业。通过管理人员的努力，将创造一个包容的工作环境，轻松地更好地利用人力资源。此外，组织文化的作用不容低估，因为它可以促进包容性的商业环境，使各种人力资源问题得到轻松处理。在大多数情况下，这一要素是帮助利用劳动力多样性和满足组织利益的一个不可或缺的因素。
澳洲管理学essay代写:多样性管理和组织文化
This essay aimed to indicate the importance of well-designed workforce diversity management to lead to the organisational success, and an inclusive organisational environment would be expected to create. Due to the globalisation, intercultural communications became more frequently to further diverse workforce structures within many organisations. In general, the concept of diversity would be complex including cultural background, gender, age, value, working experience, etc (Barbosa & Cabral-Cardoso, 2007). In the workplace, a diverse workforce might be easy to lead to conflicts so as to cause a chaotic situation. In such scenario, managers should possess sensitive insights and cooperate with HR personnel in relation to diverse issues to mitigate the working environment in the workplace. Herein, it was the first statement to argue for that well managing workforce diversity for today’s managers would be pivotal for the organisation to reach the success. However, in the workplace, the culture was critical as well which could be capable of affecting employees. If it was an inclusive organisational culture, then different voices would always be affirmed to improve the existing problem solving ability.
In conclusion, the interrelation between organisational culture and management of workforce diversity was related to better support making strategic management decisions for companies in surviving in the contemporary cross-cultural business environment. On one hand, policies related to management of workforce diversity posed outward forces to reinforce the role of organisational culture for inclusive ideas to be rooted deeply. In turn, organisational culture especially if the inclusive concept was effectively integrated and to clearly state across the entire organisation, diverse workforce could be managed well to activate more creative ideas. Without the effective combination of both these two concepts and to execute actively in practice, changes would not be managed well due to effective different voices could not be utilized to eliminate innovations. According to the argument related to two statements, firstly, today’s managers should possess effective workforce diversity management skills to better develop successful businesses. Through efforts made by managers, an inclusive workplace environment would be created effortlessly to better utilize human resources. Besides, the role of organisational culture could not be underestimated since it could promote the inclusive business environment to make diverse workforce concerns be addressed effortlessly. In most cases, this element was an indispensable factor to help to take advantage of workforce diversity and to satisfy benefits of the organisation.
