Monthly Archives: December 2015

Diversity Management

Diversity Management

The purpose of the essay is to discuss how Equal Employment Opportunity/Affirmative Action and diversity management approaches can assist female workers to get a fair go in the workplace by helping to overcome gender discrimination. The essay will be structured into five parts, beginning with a brief introduction to the film North Country, which addresses the issue of gender discrimination. The second part of the essay talks about the remaining sexual harassment and other gender discrimination in recent years. It includes selective sexual harassment, promotion discrimination and pregnancy discrimination, all being relevant and important issues to the female worker. The third part compares the uniformed stereotype of gender discrimination and reality. It involves in difference between how women behave and how society require women behave. The treatment that female experienced due to gender stereotype is going to cover in the fourth part. Those treatments include limited advancement, unfair wage, and difficulties on finding jobs due to pregnancy discrimination. The final part consists of the proposal of diversity management approaches, productivity diversity approach and valuing diversity approach, which may help female workers away from discrimination.

Diversity Management – article critique

Diversity Management

The focus of this article critique is workplace diversity. I have chosen this topic due to its significant implications for the business and workforce within it. Workplace diversity is a major issue that is addressed to various degrees in practically all workplaces, be they educational institutions, government departments or private sector firms. There is a growing amount of academic literature, models, theories and research on workplace diversity. Diversity management is a key area that human resource managers must be familiar with. Workplace diversity is not just a trendy management concept, it is far more serious than that. In a growing number of countries, including Australia, there is specific legislation that deals with workplace diversity. Whilst most academic material focused on workplace diversity illustrates this issue with glowing praise, the reality may be that diversity in the workforce may not be all that glossy and beneficial as most people make it out to be.

Emotions and Personality


Maccoby (2005, p.58) and Hayes & Kleiner (2001, p.81) demonstrate the different types of emotions and personality that can exist in the workplace and how such insubstantial factors can be empirically measured. Emotions and personality are both difficult to describe and measure as they are not concrete things: they are feeling and based upon behaviours. Many analysts have attempted to measure emotions and personalities in the workplace since these non-concrete things definitely do have an effect. These feelings, emotions, behaviours and personalities have been defined in terms such as emotional intelligence (Christie, et al., 2007, p.212) and emotional labour. Maccoby (2005, p.58) has identified a new personality guideline beyond the earlier Freudian personality types which is known as the interactive, gamer personality. This personality is an extension of Freud’s work and incorporates the work of Erich Fromm. Such a personality is found in the younger generation and is a result of the highly-interactive nature of society today. Hayes & Kleiner (2001, p.81) describe three types of work: physical, mental and emotional. Here, emotional labour takes its toll on the personality and emotional endurance. Some jobs require a high degree of emotional labour (ie. psychiatrists, trauma surgeons, ambulance attendants, police) where personality often comes into play. Both sets of authors demonstrate that emotions and personality play key roles in the successful accomplishment of work in the job environment.