Cultural Diversity and HRM Practices

Study Notes

Cultural diversity in the workplace is a reality, with employees bringing various beliefs, expectations, and behavioral norms.
Managers must be aware of these differences and view them as an opportunity.
Cultural diversity brings numerous advantages including: cost reduction for companies who manage it well, attracting and retaining the best personnel, improving marketing efforts, creating flexible workers, enhancing creativity in problem solving, and facilitating effective communication in global marketplaces.

The Constitution of the Republic of South Africa promotes fair labor practices, the right to form and join trade unions, and the right to participate in collective bargaining.

Objective appraisal methods are based on measurable quantities such as units of output, sales volume, or number of defective products.
Judgemental appraisal methods involve managers judging or estimating employee performance through ranking or rating scales.
Managers must be cautious to avoid appraisal errors such as overusing one portion of an evaluation instrument, allowing one area of poor performance to influence the overall assessment, or discrimination.

This theory states that satisfaction and dissatisfaction are separate and distinct, not opposite ends of a single continuum.
Motivation factors are job aspects that increase motivation, while their absence doesn't necessarily mean dissatisfaction.
Hygiene factors include job aspects that reduce dissatisfaction when present, but don't necessarily lead to high motivation.

A team consists of two or more workers working together to achieve a specific task or goal.
Different types of teams exist:
- Problem-solving teams focus on identifying and resolving issues.
- Self-managed teams have autonomy and accountability for their tasks.
- Cross-functional teams bring together individuals from different departments.
- Virtual teams operate across geographical distance utilizing technology