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close this section of the library Kumar, Sudesh


View the PDF document Exploring the impact of diversity management on performance : a case study on Telecom Fiji Limited
Author:Kumar, Sudesh
Institution: University of the South Pacific.
Award: M.A.
Date: 2008.
Call No.: Pac HF 5549 .5 .M5 K86 2008
BRN: 1178787
Copyright:Under 10% of this thesis may be copied without the authors written permission

Abstract: There is an increasing interest in how organisations of all sizes and sectors can practically address and embrace diversity management issues, both internally within their workforce and externally in relation to their customer. There are many differing definitions of diversity management, however it is generally accepted that organisations who manage diversity management effectively go beyond recognising and accommodating the uniqueness of each employee by celebrating, valuing and actively encouraging the diverse workforce, thus fully enabling each individual to maximise their contribution to achieving organisational goals. Diversity management originated in the USA where it is repeatedly being embraced by many organizations and where it has become the basis of a large consulting business. Although a diverse workforce and workplace diversity management are often argued to be critical to organizational competitiveness, little is known about how Fijian organizations are reacting. This research presents information on the importance of understanding the impact of diversity management on organizations performance. It explores the concept of diversity management in organisational settings, reviewing a variety of key and associated concepts. The links between diversity management and performance are discussed and the implications for diversity supportive organisational development are explored. This study also examined the extent to which human resource management practices were being used by researched organization to manage workforce diversity. The findings of this study indicated that overall, management of workforce diversity is excellent, however it is “mediocre” in the area of human resource. In particular, inadequate diversity management practices were found in the area of communication and remuneration. Finally the need for diversity management policies, top management commitment, networks, role models and good human resource management practices of diversity management is identified and discussed.
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