The best practices of diversity management

Informace o vysokoškolské kvalifikační práci

Název práce:
The best practices of diversity management
Autor práce:
Wolters, Janneke Marjolein
Typ práce:
Diplomová práce / info:eu-repo/semantics/masterThesis
Vedoucí práce:
Dvořáková, Zuzana
Osoba oponující práci:
Quigley, Martin John David
Jazyk práce:
This thesis describes and analyses diversity management and its best practices (with the focus on nationalities and cultures). The central question in this research is: 'what are the essential elements of diversity management to effectively manage diversity within organizations?' Via desk- and field research (interviews and questionnaires) information is obtained to answer this question and other sub questions of the thesis. Nowadays, organizations have to adapt themselves to a rapidly changing environment, both internal and external. Companies have to deal with a continuously evolving labor- and sales market, which is the result of various factors, including the changing demographic composition and globalization. Organizations cannot longer ignore diversity and should take it into account, to ensure that the company will not face any future problems related to recruiting, efficiency, innovation, growth, et cetera. Based on the conducted research, it became clear that implementing diversity management consists out of several stages, namely: 1. Establish diversity council and appoint diversity contact officer who together bear the main diversity responsibilities; 2. Previous diversity initiatives should be visualized; 3. Organizational data must be collected; 4. Diversity strategy and priority areas must be set up (inclusive organizational culture, management support and awareness & commitment); 5. Establish diversity policy (allowance of country-by-country deviations) and 6. Define diversity tools (recruitment, training, mentoring & coaching, career development, linkage diversity & performance, benefits/other factors and partnering with external bodies). During these different stages, it is important to communicate with all employees, since this will create support, awareness and commitment to diversity. After the process has been completed, it is important to monitor and evaluate the diversity vision, policy and tools. Main conclusions that can be drawn from the research are the following: 1. Diversity brings more advantages than disadvantages; 2. Management team diversity is of great importance; 3. Inclusive organizational culture is essential; 4. Diversity management must be integrated and 5. Attractiveness of diversity management should be promoted. In addition, the conducted research made clear that companies should spend more time and energy to diversity management and they should really focus on their 'ability to execute', since this will bring many advantages and will avoid future problems.
Klíčová slova:
HRM instruments; Human Resource Management; National diversity; Cultural diversity; Diversity management; Inclusive organizational culture

Informace o studiu

Studijní program a Studijní obor:
Mezinárodní ekonomické vztahy/International Business - Central European Business Realities
Typ studijního programu:
Magisterský navazující studijní program
Jméno přidělované hodnosti:
Instituce přidělující hodnost:
University of Economics, Prague
Název fakulty:
Faculty of Business Administration
Název katedry:
Department of Personnel Management
Instituce archivující a zpřístupňující VŠKP:
University of Economics, Prague

Informace o odevzdání a obhajobě

Datum zadání práce:
30. 6. 2014
Datum podání práce:
16. 5. 2015
Datum obhajoby:

Soubory ke stažení

Hlavní práce:
48550_xwolj04.pdf [955,14 kB]
Veřejná příloha:
11072_xwolj04.pdf [351,28 kB]
42083_quigley.pdf [138,86 kB]
Hodnocení vedoucího:
48550_zdvorak.pdf [139,79 kB]

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