DIVERSITY AND JOB SATISFACTION

Diversity and Job Satisfaction

Diversity and Job Satisfaction

Introduction

Human Resources Management (HRM) is that branch of management that deals with managing one of the resources of the organization-human resources. At times it is called Personnel Management. However, the term personnel management is being replaced in most spheres by the term human resource management or human resource development (HRD) or simply human resources (HR). Most organizations have a full-fledged human resource management department(Healy Hansen Ledwith 2006 pp.290 - 298). The function of human resource management is to acquire, train, develop and retain the human resources of the organization so that with the help of these human resources, the organization is able to achieve its goal. The role of today's human resources manager is vastly different than that of yesterday's human resource manager. Today's private and public sector has seen dramatic changes in the way we as a nation do business and these changes have affected the role the human resources manager plays. This paper will discuss the role of the human resources manager, diversity and how trends focusing on globalization, diversity, and ethics have changed this role. Human resource management must change as well to provide organizations with their needs Today's human resources manager has a greater role than just being the "compliance, benefits and compensation" manager. (Greene 2003 pp.56-59)

Diversity and Job Satisfaction

Industrial relations firms today involve the human resources manager an integral part of the companies' strategic planning team in an effort to meet the firm's strategic objectives. The critical role to the viability and success of today's and tomorrow's firms has to do with human resources and diversity of the firm. (Danieli 2006 pp.67))

Cultural differences can impact an Industrial relations organization in many ways. It can strengthen as well as weaken the workforce. With the recent globalization of organizations, it is essential that organizations today understand the importance of cultural diversity in order to succeed. Due to variety of languages communication is a key ingredient in any successful business relationship. An Industrial relations business must understand how cultural diversity impacts the organization and how management and human resources address these issues from a corporate level. Any issues that are not addressed can impact the organization negatively, which leads to bad publicity. Job satisfaction has been used as a measure in many different kinds of research (Healy Hansen Ledwith 2006 pp.290 - 298), perhaps because it lends itself well to quantification or numerical analysis - most workers are able to accurately or at least consistently rate their satisfaction with their jobs or aspects of their jobs on a numeric scale (Crompton Harris 1998b pp.45 ). Given the increasing emphasis on diversity with Industrial relations field (Greene 2003 pp.56-59), differences in job satisfaction between groups of individuals (eg. men versus women) becomes an interesting issue. Ideally, the organization would prefer that all identifiable groups of individuals were roughly equally satisfied - this would provide evidence that the organization enjoyed a non-discriminatory, equal-opportunity ...