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Practicing a well balanced and healthy culture within the organisation has been an legal obligation in the organisation. Most organisations are judged by the type of ethics and culture they practice at workplace. Organisational Culture is formed of ethics and traditions, beliefs, values and norms shared by people working throughout the organization. Unlike in past, today people want to work in a place where they are given some value, and their beliefs are respected in the organisation, and also providing them with work-life balance. According to official statistics, it is seen that organisations with healthy working environment have shown an increase in the productivity of its employees. It is also seen that this has reduced the employee turnover in the organisation, which saves the costs for recruiting and training new employees. So, a healthy organizational culture is a win-win situation for all the stakeholders involved; the management, the customers, the shareholders and most importantly, the employees themselves.
Under the EU directive, companies operating within the EU are required to provide their workforce with basic facilities, and a healthy working environment. It covers all the socio-cultural aspects of the workforce and the responsibilities of organisations.
With rapid changing business environment and globalization, the need of diversity management is also increasing. Employers are tested to their best to use appropriate management approaches to fit their structure and culture. The legislation in EU allows employees to carry our legal actions against the employer on growing range of issues. With an effective diversity policy employers can create a non-discriminating environment for the employees. Employers and employees both play an important role in achieving this . This lays the basis for an effective method for improving diversity within the workplace. Many organisation diversify their workforce for number of reasons, some of them are:
As a Social Responsibility- In the new age of globalization and new emerging economies and workforce, it is considered good to have a diverse workforce. It exercises the corporate social responsibility for the organisations. By diversifying the workforces, employers can give individuals the opportunity to earn a living and achieve their dreams.
As an Economic Payback ââ‚¬" Many countries in EU have systems in place for unemployed work force, who are on tax-supported social service programs. Diversifying the workforce, for the purpose of welfare-to-work, can effectively turn tax users into tax payers.
As a Resource Imperative - It can also be used a source of unique talent or getting a variety of talent. People from different backgrounds can bring together their expertise knowledge and ideas, which can later on use a competitive advantage.
As a Marketing Strategy ââ‚¬" Organisations can use the diverse workforce to represent people from all walks of life (ethnicities, races, ages, abilities, genders, sexual orientations, etc.) To ensure that their products and services are designed to appeal to these diverse customer base, organisations can hire people, from those walks of life - for their specialized insights and knowledge. In the same way organizations who interact directly with the customers are finding it important to have a employee/workforce base which can reflect the makeup of their customer base
Approaches to the management of diversity
Various EU directives require employers to provide all the employees with equal opportunities. It makes it unlawful for the employers to discriminate anyone on the basis of their beliefs, gender, religion, age or disability. Employers are responsible for the
treating workers equally during the training or promotion
providing them with appropriate facilities and working environment for the disabled people
equal access to employment
Working Times /Work-Life balance
Keeping in view the importance of work-life balance and stress caused due to the overload of work on employees, the working times are also addressed in the EU directive. Since the directive is implemented into the state laws, so a variation can be seen in them. For-example: In UK basic working hours for an employee are 48hours/week. If they opt to do more, they have to sign an agreement themselves and their employer. EU directive also sets out the rules on rest breaks and paid annual leave.
In comparison to UK working legislation, Netherland has a very different approach. The law allows the employee to work maximum of nine hours a day over 5 days which adds up to 45 hours a week or a total of 520 hours a year. However four days a week work is a very common approach in the country.
France have stricken it down more and brought it down to 35hours per week for an employee if the employer employs over 20 people for a business.
It is also stated that in UK if an employee is working on 12 or more than 12 hours shift at night is not allowed to work for more than four consecutive nights. If it happens so, employer is liable for the medical check-ups and counselling.
Employers are also liable for provide a healthy, friendly and social working environment within the organization. Managers are responsible for putting in place grievance procedures to eliminate any of harassment, discrimination, or anti social behaviour within the organisation. A thorough investigation is to be followed regardless of the position or rank. If a labour wants to make a complaint against line manager or project manager it will be handled and processed in same way if it was the opposite case. Employers are supposed to have zero tolerance policy on anti social or cultural, racism, harassment, bullying or whistle blowing within the organisation.
Employers can adopt different management styles to suite the need of their organization. Organizations operating in under-developed countries like Bangladesh, India, Pakistan and China implements the Autocratic style which gives them full control over the work force. They will be the supreme commander of the operations. The purpose of this type of management style is to discourage the communication from bottom to top level, and get the best out of work force, however it has the negative impact on some employees who donââ‚¬â„¢t like to be told what to do.
Organizations can also make the use of Participative or democratic management style, in which there is too way communication. This acts as a motivating factor for the work force and helps to build up their skills.
Another way of managing the workforce diversity is to have improve the communication between the management and staff. Some organizations have open door policy which represents and encourages the employee to come forward with their issues or suggestions. This helps the management to keep a close eye on the work force. In the same way communication between staff members and colleagues is also encouraged and it is due to this reason some offices have open work desks or cabins rather than personal offices. This way they can reduce the racism, bullying and whistle blowing.