Numerous papers have been written about how to tackle work place diversity. This research will go on to show through the case analysis of National Memorial Hospital how this can be achieved in the most efficient of ways. The conducted survey resulted in various findings that aimed at discovering the amount of diversity that exists in National Memorial Hospitable. The questions pertained to the varying characteristic abilities that allowed the surveyor to establish a conclusion based on the findings.
In order to understand the findings of the diversity analysis, the purpose behind such a survey has to be established firstly. There has to be some comprehension pertaining to the reason as to why surveys are even carried out, and the role that such a diversity analysis can enact. According to the basic definition of a survey; surveys are the most widely used set of methods in market research. A survey collects data from multiple cases – such as consumers or a set of products. It can be conducted by mail, face-to-face, telephone, email, Web, observation, focus groups, content analysis, or other methods. However, the most common method for collecting data is the questionnaire but it is only one of a wide ranging set of data collection aids. (Ornstein, 1998)
As defined above, surveys are carried when significant data is required for a certain activity, project. Efficient and flexible; surveys allow data collection to be carried out quite easily-at the convenience of the administrator. Surveys allow the administrator to gain valuable insight into the consumer’s requirements. According to the feedback of such surveys, the administrator organization makes the appropriate changes. Strategies are formulated as was depicted through the case of this research paper. (Bob, 1996)
A diversity analysis was carried out for the purpose of this research paper. In order to understand the significance of the findings of this analysis; the rationale behind such an analysis has to be recognized. The word”Workplace diversity “is pretty much self-expanatory as it can be understood that it refers to the variety of differences between people in an organization.While carrying this analysis may sound may pretty uncomplicated, it in fact isn’t as people belonging to different race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more have to be included. Added to this, the communication and exchanges between these varying people have to be accounted for as such a diverse group has already colored perceptions of each other. (cited in Deborah, 1999)
Due to the growing diversity at workplace, it has become imperative and crucial for the success of a business that the human resource department incorporate such policies that cater to these diversities. The information that is sought from such an analysis concerns the prevailing amount of diversity, policies that allow fair treatment of the minority groups, methods to tackle any problematic areas and future policies that would result in greater diversity in order to build the competitive edge.
A number of benefits can be realised from such an analysis including the fact the analysis can be done efficiently and conveniently. The analysis would aid the company in deciding which challenges it faces currently pertaining to the issues of diversity and the restructing of HR policies would then hence have to be considered to cater to such challenges. The management would need to re-evaluate the current policies and an appropriate action plan would have to be chalked out.
The analysis would therfore, allow the company to gain valuable insight into the funtioning of its various policies and if required set a timetime for the implementaton of any changes. Another gain that can achieved would have to be the identification of the skill of the management team in incorporating such action plans and their addressal to issues concerning diversity. The level of cooperation and commitment of the management team would have to be reassessed through such an analysis. Hence, it has been seen that the benefits to be gained from such an analysis are substantial enough for such an analysis to be considered imperative for the success of companies. (Richard, 2001)
References
- Esty, K., Richard G., & Marcie SH (1995). Workplace diversity. A managers guide to solving problems and turning diversity into a competitive advantage. Avon, MA: Adams Media Corporation.
- Flagg, Alex. (2002). Managing diverse workgroups successfully.
- Rooselvet Thomas, R. Jr. (2001). Elements of a successful “diversity” process. The American Institute for Managing Diversity.