Management Issue Paper Essay Example | Topics and Well Written Essays - 750 words

Management Issue Paper - Essay Example These areas of diversity bring a challenge to managers when they try to rally every employee to offer his or her best to the organization due to influence from their backgrounds. Some of the challenges that managers face includes resistance of some employees to the organizations diversity plan. Some of these employees present a challenge to the management as they try to sabotage the management efforts of ensuring that all employees relate well to each other and understand the organization’s demand. Employees’ negative attitude reduces productivity as they slow down positive change and damage moral of other employees. Secondly, communication in organizations with workforce diversity poses a challenge since there are people from different sexes, age groups among others are represented. Due to these differences, a challenge of dealing with different communication styles employees and between employees and management arises. There is also misunderstanding leading to poor of fice relations and misinterpretation of each other’s intentions. Thirdly, workplace diversity runs the risk of causing disorganization in the work place. People from the same background tend to form their own subgroups since they present the same ideas and viewpoints. This poses a challenge to the management, as they cannot rally all the employees to take a common stand through consensus building. Due to the disorganization in the workplace, the organization suffers as production is lowered when all employees and management cannot come together to champion a common course (Douglas 46). Fourthly, diversity in the workplace comes with stereotypes on how different groups of people work in the organization. Stereotyping increases stress and anxiety as the worker faced with such a challenge feels discriminated upon leading to low output levels (Konrad & Pringle 27). The main problem mangers face is coming up with strategic measure that will ensure effective management of people th rough creation of an organizational environment that attracts and retains diverse workforce by responding to changes in the demographic and social patterns in the workplace. Managers have a role to play in creating an organization that attracts workforce from diverse background while at the same time being supportive of their aspirations, promotes equality, and ambitions, (Cornelius 147). Several strategic plans can prevent crises that may come up in the organization due to the diversity of its workforce. Firstly, setting targets for diversity in the organization can help manage employees. In this regard, the management needs to come up with plan that determines the recruitment targets for various groups whether women, men, disabled, ethnic minority. Through such initiative, the organization is able to determine its progress towards workforce diversity and further practices and policies can be evaluated against the set targets (Cornelius 152). In order to manage diversity at the wor k place, managers need to create flexibility practices and policies that will ensure all employees are treated fairly in the workplace. Creating flexible time schedule ensures that all employees are available and offer their best to the organization. Other than cultural

Succession Planning in Middle Managment Essay Example | Topics and Well Written Essays - 2500 words

Succession Planning in Middle Managment - Essay Example Effective succession planning should be integral to the organization's culture, and the process should cultivate "predictability" rather than "chaos" or last minute scrambling to find potential leadership candidates (Succession Planning for Nursing Leadership, 2006). Succession planning considers moving through different levels of leadership, such as local chapters to provincial or territorial to national organizations. Stated simply, business succession planning is the process of protecting the owners of a business by planning for the incapacity or death of an owner. The succession plan should address (i) the identity of the successor manager(s) of the business, (ii) the identity of the successor owner(s) of the business (perhaps most importantly, by identifying permissible successor owners, we identify those who cannot be successor owner(s) - creditors and other outsiders), and (iii) treatment of the interest of a departing owner, whether the departure is due to retirement, disability or death. The advantage of putting a plan in place to deal with inevitable events is that we limit (or eliminate) the unknown and can reach mutual consensus before a potential crisis. Succession planning aims to attract high potential people (rising stars) to develop as leaders, enhance other's leadership skills through formal and informal methods, improve all aspects of others' potential and institutionalize leadership development in your association or organization. Succession planning along with workforce management in general is increasingly regarded as a growing influence in determining the success of an enterprise. If it is undertaken effectively then it can ensure that your organization has capable and trained managers to guide its growth (Succession wizard, 2006). The importance of succession planning is in the move to flatter management structures. Succession planning is insurance for when key people leave an organization. With fewer layers of middle management available to fill these key roles it is important that potential successors are identified early and given appropriate training so that when the time comes for their move to more senior roles disruption is minimized. The important thing is to build a succession plan which is ongoing and durable rather than something which you just look at during the annual planning process. People are the most important asset and good workforce planning will give business a clear performance and competitive advantage. Organizations generally have a wealth of talent already working in different positions and levels throughout their business. This hidden resource needs to be identified and tapped as it is a key factor in effective succession planning. Workforce planning allows to know the skills and resources that are already in these people. Utilizing gap analysis, succession planning can identify those people who, with provision of support and training, can climb management structure and become its future leaders. Common elements of succession planning are balance of succession in the industry and organization,