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Question: With considerably more women entering the job market, Barker (2007) discusses how greater gender diversity can afford practical benefits to employees and the organisation overall. As part of the Human Resource Management for Rowl-et associates, a start-up company looking to hire more workers, you have been asked to weigh-in on diversity management and career management. In doing so, you must explain to the board of directors the reasons for the sharp increase in the labour force participation rate of women. (Fictious scenario developed by Educator) Source: Werner, A., Botha, C., Ngalo, O., Poisat, P., Van Hoek, L., Chinyamurindi, W., & Dodd, N. 2021. Human Resource Management. 11th Revised edition. South Africa: Oxford University Press. p. 314. 2.1Identify and explain the seven (7) advances associated with greater gender diversity, outlined in your courseware by Barker (2007). (14 marks) 2.2 Identify the four (4) different ways that goal setting can motivate employee behaviour in performance management. (4 marks)
2.1 The seven advances associated with greater gender diversity outlined by Barker (2007) are as follows: 1. Improved Decision Making: A diverse workforce can lead to better decision-making because it brings in a range of perspectives and approaches to problem-solving. 2. Enhanced Innovation Capability: Diversity, including gender diversity, has been linked with increased innovation. Different backgrounds and experiences can lead to new ideas and more creative solutions to challenges. 3. Better Customer Service: Greater gender diversity can also enhance the company's ability to understand and serve a diverse customer base. 4. Improved Reputation and Brand: Companies committed to diversity are often regarded more positively by the public, potential employees, businesses partners, and stakeholders. An inclusive culture can enhance the company's reputation. 5. Compliance with Legislation: Encouraging gender diversity aids in compliance with equal opportunity legislation and prevents potential legal issues related to discrimination. 6. Increased Market Share: A diverse workforce aids companies in understanding a diverse range of markets, thereby potentially increasing their market share. 7. Higher Employee Morale: Inclusive workplaces often report higher levels of job satisfaction, which could ultimately lead to increased productivity. 2.2 The four ways that goal setting can motivate employee behaviour in performance management are: 1. Clarity: Clear and specific targets can provide employees with a sense of purpose and direction. 2. Challenge: Setting ambitious yet achievable goals can push employees to pursue higher levels of performance and put effort into their work. 3. Feedback: Goals provide a framework for providing feedback, as it promotes an understanding of where improvements can be made and recognising achieved success. 4. Feeling of Accomplishment: Achieving set goals can lead to feelings of satisfaction and accomplishment, providing employees with a sense of achievement that motivates further progress.
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