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Organizational Behavior - Diversity & Conflict and Fair Employment Laws

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Diversity is a challenge in any environment. Describe a diversity related conflict in your work setting. What approach was taken to resolve the conflict?

It is crucial for a manager to know and understand the fair employment laws. What can you do to create a supportive environment where these laws are understood by your employees? What communication strategies would you recommend?

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Solution Summary

The response addresses the queries posted in about 800 words with 5 references. It begins with a discussion on diversity conflicts as well as the resolution of these conflicts. The significance of understanding and communicating employment laws is also provided.

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// Diversity has become one of the challenges that prevails in organizations these days. Here, we will discuss a diversity conflict, fair employment laws and communication strategies. To start with, we discuss the diversity conflicts and their resolution. //

Diversity Conflicts

Diversity means heterogeneity among people or even things. Diversity is of many types and based on one's abilities, age, race, language, gender, background, religion and ethnicity. In organizations too, diversity exists. Diversity can be at an individual level, group level and on an organization level (Ethics, Social Responsibility and Diversity, n.d.). Diversity conflict in an organization and its resolution can be explained with the help of an example.

Our organization has thousands of employees, both men and women. Our selection criterion is based only on merit. After the arrival of a new HR manager, a lot of biasness started to prevail in our organization. He used to give preference to men in recruitment for some posts or promotions, anything under his control. He believed that men are more superior then women in every aspect. The female employees started facing a lot of problems but nobody complained with the fear of losing their jobs.

This problem existed until it was communicated to the higher authorities. And to analyze the problem, an experienced and unbiased HR head was appointed. First of all, she tried to figure out if the problem existed or not ...

Solution provided by:
Ashish Sharma, MBA (IP)
Education
  • MBA (IP), International Center for Internationa Business
  • BBA, University of Rajasthan
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