Diversity in Workplace Sonic Telecommunication Services

Question: Discuss about the Diversity in Workplace for Sonic Telecommunication Services. Answer: Introduction: The aim of the paper is to evaluate the various issues that have been found at Sonic Telecommunication Services. The major issue is related to the diversity in the workplace. These types of issues have been evident in many organizations. It is on the basis of the evaluation a number of suggestions will be made. Analysis of the case study: The case study on Sonic Telecommunication has highlighted a number of factors that have hindered the diversity in the workplace. Kim Wang faces major difficulties in terms of workplace diversity because of being Asian origin. Being the oldest employee in the organization, she never gets better opportunities to show her capability. She is addressed only when there is any work related to Asian culture. She also feels that she has been treated unequal when compared with other working employees like Matthew. These situations clearly suggest that the Organization does not support a diversified culture, here Asian, and are more prone towards their own culture. By analyzing the diversity policies of Westpac Group and the Woolworths, it has been evident that in a diverse workplace situation, innovative ideas can be used for the development of the organization. In the era of globalization, presence of a global leader is indeed important that can only be possible when the workplace diversity is encouraged in the workplace (Hughes 2014). In case of Westpac it has been evident that their workplace strategy irrespective of cultural diversity, age or gender has helped to deliver best customer experience and has strongly improved the stakeholder relationship as well. Importance of workplace diversity: Workplace diversity promotes equal employment opportunity: As commented by Sridhar and Sandeep (2014), workplace diversity is indeed important to improve the economic performance of an organization. In the recent market situation, in order to combat against the intense competition, it is important to understand the demand of the people and it can be easily achieved in there remains a diversity in the workplace. Workplace diversity reflects the diversity of customers as well as stakeholders: Major multinational companies are benefitted when the stakeholders and the customers find that there exists diversity in the workplace. The particular organization gets recognized easily become more acceptable to the said group of people. Kim has been facing racism in the Workplace because of her origin from Asia. In order to minimize these problems, it is recommended that: To frame an organizational diversity policy where the diversity of the employees will be addressed. It is important to respect the diversity of people. In case of Kim, it has to be understood that she has an experience of more than 10 years that can be utilize for the sake of improving the organizational operation. Opportunity should be given based on merit rather than personal preference (Mutuku et al. 2013). In some situations, where Kim could perform better, it is recommended to use her talent and not others. There should be a team of HR management, who would be responsible for hearing any issue of the employee and address the same as early as possible. To achieve the objectives and the goals of the organization towards creation of workplace diversity, it is important to form a committee who would take care of the diversity in the workplace. In order to review the monitoring process at a regular basis, the following steps can be suggested: To monitor the process, it is recommended to keep a note of the activities or issues faced by any employee in the workplace (Cox and Blake 2013). There should be the presence of a committee where a victim can easily reach out and speak out any kind of issue faced by the person. It is also recommended to carry out a feedback survey from the existing employees to gain an understanding of the present situation. Implementation of consultation: As stated by Henderson (2014), many organizations take help of other consultancies to keep a note of the basic understanding and implementation of strategies in the workplace. That consultancy will be responsible to take care of the diversity in the Workplace that would automatically help to improve the work activity of the organization. Reading Richard et al. (2014), it has been evident that workplace diversity can be promoted by creating a specific organizational culture. Therefore, a change management or improving the culture of the workplace that would focus more on the importance of diversity will help to improve the activities of the organization. In order to gain a regular review if the diversity integration it is recommended that proper awareness should be spread in the organization and the employees as well as the leaders of the organization should focus on the diverse culture. The leaders should never be biased towards any decision and each employee should be treated equally irrespective of any kind of diversity. Improvement measurements to diversity integration: Equal opportunities should be given to people irrespective of any distinction Leadership approach should be equal towards everyone The organization should introduce motivational factors to motivate employees (Fine eta l. 2013) The HR team should be active enough to hear peoples grievances and suggestions A diverse organizational culture should be followed. Conclusion: The above analysis made on creating diversity in the organization has helped to gain huge knowledge and understanding on the importance of diversity in an organization. It has been evident that Sonic Telecommunication has been facing a number of issues and thus, a number of recommendations have been made to overcome these issues. References: Cox, T.H. and Blake, S., 2013. Managing cultural diversity: Implications for organizational competitiveness.The Executive, pp.45-56. Fine, M.G., Johnson, F.L. and Ryan, M.S.,2013. Cultural diversity in the workplace.Public Personnel Management,19(3), pp.305-320. Henderson, G., 2014.Cultural diversity in the workplace: Issues and strategies. Praeger Publishers. Hughes, C., 2014. Integrating diversity into organization and career development: A changing perspective.Impact of Diversity on Organization and Career Development, p.1. Mutuku, C., Musyoka, M., Awino, Z.B. and KObonyo, P., 2013. Top Management Team Diversity, Involvement Culture Performance of Commercial Banks in Kenya. Richard, O.C., Barnett, T., Dwyer, S. and Chadwick, K., 2014. Cultural diversity in management, firm performance, and the moderating role of entrepreneurial orientation dimensions.Academy of management journal,47(2), pp.255-266. Sridhar, K.V. and Sandeep, V., 2014. IMPACT OF DIVERSITY AT WORK PLACE.Asia Pacific Journal of Research Vol: I Issue XII.