Project Proposal MGT 210 - Human Resources Management     Table of Contents: 1

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Project Proposal

MGT 210 - Human Resources Management

 

 

Table of Contents:

1. Introduction .........................................................................................................................P. 3

2. Problem Statement...............................................................................................................P. 4

3. Research Questions..............................................................................................................P. 4

4. References............................................................................................................................P. 8

 

 

 

1. Introduction

In this world, each of us is unique and has their own individual differences. In the case of diversity, this includes the aspects of race, gender, sexual orientation, socioeconomic status, age, physical ability, religious beliefs, and other ideological dimensions. As for the diversity in human resources, it first means acceptance and respect, because we need an inclusive environment to learn to accept and understand one another. Unfortunately, there are still many negative phenomena in life, for example, regarding the Civil Rights Act of 1964 and the Equal Pay Act, which legally forbids discrimination against women in hiring and the workplace. Many women still suffer unfair treatment today, despite this act. The premise to solve these problems requires people to carefully explore and think about these differences.

We define work-diversity conflict as the differences between individuals and organizations. Certain differences sometimes lead to gaps, frustrations, and conflicts. This topic is a rather imperative management issue, as it is widely present in various work environments, and because of the recognition of the diversity of organization members, many companies have begun to develop the Diversity Management Movement as early as the late 1980s. In an organization, it is difficult to manage diverse individuals in a unified manner, and the diversity that each person brings to the company will directly or indirectly affect all aspects of the company, including production, to marketing, to company culture, and so on. If some employees are treated differently, it will not only cause them to have negative attitudes and emotions in the workplace and reduce work efficiency, but also seriously affect the company’s internal working atmosphere and later development. On the contrary, only when we truly recognize these differences and learn to respect and cherish everyone, can the power of diversity be released and positive values ??can benefit both employees and management.

2. Problem Statement

In this article, we will focus on analyzing the conflict between work and diversity and how it can bring prejudice and disrespect to employees. In addition, we will also introduce suggestions that may help the company reduce such conflicts and alleviate certain negative effects, so as to ensure that everyone feels that they are valued and enjoy equal opportunities, respect and a comfortable working environment.

3. Research Questions

Q1. What is the influence of racial diversity on companies?

What makes these statistics all the more relevant is that we can see that diverse workforces outperform non-diverse workforces every time. As the World Economic Forum states, 'the business case for diversity in the workplace is now overwhelming'.

· Businesses with diverse management teams make 19% more revenue.

· 43% of businesses with diverse boards saw increased profits.

· Diverse companies are 70% more likely to capture new markets.

· Diverse teams make better decisions 87% of the time compared to individuals.

· 85% of CEOs with diverse and inclusive workforces said they noticed increased profits.

Q2.What Are the Causes of Interethnic Conflicts at the Workplace?

Census data shows that the U.S. workforce is becoming more diverse. Experts predict this trend will only increase as the population in the U.S. changes. For many businesses, this will be an advantage, as a more diverse workplace implies more diversity of experience and a wider knowledge base. Conflicts may also arise, however, and it will be wise to be aware of the causes of interethnic conflict in the workplace before it happens in order to deal with it effectively.

Discrimination and abuse can be manifested in several ways. The climate in an office matters a great deal in preventing interethnic conflict. Before employees begin to discriminate against one another over ethnicity, they may be abusive to each other in other ways. An employer must take a zero-tolerance approach to all abuse as it escalates especially amongst small businesses in particular, because they have fewer employees and, therefore, must take more effort to foster a healthy and inclusive environment.

Oftentimes, workplace conflict continues and escalates because there is no mechanism in place for addressing or resolving it. If a business establishes procedures for addressing grievances early on, it can do much to reduce its conflict level. This is particularly important in matters of race and ethnicity, where the feelings involved are stronger and people more sensitive to these aspects of diversity. By dealing with issues before they become unmanageable, a company can go a long way in preventing serious problems from occurring.

Q3 How does Ethnicity conflict affect international safety and peace?

Ethnic conflict is one of the major threats to international peace and security. Conflicts in the Balkans, Rwanda, Chechnya, Iraq, Indonesia, Sri Lanka, Myanmar, India, and Darfur, as well as in Israel, the West Bank, and the Gaza Strip, are among the most notoriously-known and deadliest examples from the late 20th and early 21st centuries. The destabilization of provinces, states, and, in some cases, even whole regions, is a common consequence of ethnic violence. Ethnic conflicts are often accompanied by gross human rights violations, such as genocide and crimes against humanity, and by economic decline, state failure, environmental problems, and refugee flows. Violent ethnic conflict leads to tremendous human suffering.

In several scholarly articles, Michael Edward Brown provided a useful approach to understanding the causes of ethnic conflict. In those articles, he distinguished between underlying causes and proximate causes. Underlying causes include structural factors, political factors, economic and social factors, and cultural and perceptual factors. Proximate causes embrace four levels of conflict triggers: internal mass-level factors (what Brown calls “bad domestic problems”), external mass-level factors (“bad neighborhoods”), external elite-level factors (“bad neighbors”), and internal elite-level factors (“bad leaders”). According to Brown, both underlying and proximate causes have to be present for ethnic conflict to evolve. This section first summarizes what Brown described as the “four main clusters of factors that make some places more predisposed to violence than others”—the underlying causes—and then presents the four catalysts, or triggers, that Brown identified as proximate causes.

Q4: How does racial conflict affect the physical and mental health of employees and their work?

Racial conflict at work can manifest itself in many ways in the lives of employees. What is more worrying is the mental health problems of employees at work, and the physical and mental health issues caused by mental health problems. To a certain extent, employees who experience racial discrimination and other conflicts at work may suffer more from anxiety, fatigue, and even depression. These may be perceived as only affecting the mood and work efficiency of employees in the short term, but the reality is that their well-being is affected long-term, because employees may experience more workplace anxiety, which may lead to other serious issues such as insomnia. These factors, in turn, may negatively affect the quality of employees in the workplace. In essence, racial discrimination and other conflicts regarding race and ethicity at work ultimately affects the quality of the individual's work and the quality of the organization as a whole.