Culturally Diverse Individuals Are Effective Workers

Culturally Diverse Individuals Are Effective Workers








Culturally Diverse Individuals Are Effective Workers

The terms diversity and equality go hand in hand when discussing human resource management. These stipulations relate to race, gender and religion differently. It is important for these factors to be considered in employing a diverse workforce. As the Human Resource (HR) executive, I would emphasize on employing a more diverse workforce rather than workers with the same culture. I conducted a research on five best employees that should be selected for the Atlanta transfer. This is the report analysis of the selection with the necessary recommendations.

Diversity is the variation of cultural and social identities amongst co-existing individuals in a professional setting. This technique would be utilized in the selection of the five best employees suitable for the transfer process. It is opposed to the recent government findings that indicated that colleagues with similar cultural backgrounds perform more professionally. At Total Solutions Inc, selected individuals would have to be of different culture and gender. This would emphasize the importance of equality within the organization. Foot and Hook (2011) stated that a diverse workforce is the celebration of a variety of cultures and social identities that enhances responsiveness, creativity, productivity and problem solving within a company.

Talent and skill of the employees would be assessed first. This category would be open to all employees disregarding whether they were from the same culture. Employing a diverse workforce enhances the skills that are being utilized in a company. Employee satisfaction and productivity would also be promoted when the selection is based on their contributions in attaining the company’s goals. This strategy in turn reduces staff turnover since the selected employees work as per the company’s expectations. This technique also encourages competition within the business. Competitive advantages can only be observed in employees with a positive attitude and hard work towards work (Price, 2004).

Experience in the respective expertise would also be considered in choosing workers to be transferred. Those with the longest working experience have a broader view of how things have to run in an organization. This is the main reason why employees working experience in a specific field is vital for any company that focuses on attaining certain goals. Having experience in respective fields enable the staffs to work with ease while tackling specific problems. The cultural identity of an employee at this point does not matter. Diverse approaches are utilized since the company would be able to solve its own problems at different levels.

The workers chosen to work at the Atlanta branch have to be flexible. Flexibility of the employees would enable the company advance economically. In instances where the company adopts new beneficial techniques, the employee should be able to tackle them with ease. Professionally, the chosen employee should have a broader knowledge of the important aspects in specified fields. Additional studies to employees who are masters and PhD holders should be considered first. This is because of their added knowledge in respective fields. This group of workers is also more efficient for the company in terms of conducting research programs on various projects. Such workers would be fit for transfer from the company.

I recommend five employees in the field who have the qualities listed above. This selection should apply the diversity approach. Employees from different social and cultural backgrounds should be considered in this assortment. This is because of the advantages that are related to diverse workforce approaches. Diversity celebrates the differences in persons and utilizes their specific expertise for the benefit of the company. The equal opportunities created help fight discrimination related issues. Companies that have realized the importance of a diverse workforce and are utilizing the approach experience multiple proceeds (Litvin, 2006).



Foot, M. & Hook, C. (2011). Fundamentals of Human Resource Management: Content Competencies and Applications. Harlow: Peason Education Limited.

Litvin, D.R. (2006) Diversity: Making Space for a better Case. London: Sage Publications.

Price, A. (2004). Human Resource Management in a Business Context. London: Thompson.



















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