In its operation, Educational Development Corporation is faced with a wide range of challenges. One of the areas in which the firm’s divisional management teams have to be efficient relates to human resource management. Different aspects affect human resource management in organizations. One of these issues relates to cultural diversity. According to Jackson and Mathis (2008, p.43), culture entails the various societal forces that influence the actions, beliefs, and values of a certain group of individuals.
Cultural diversity is an important aspect of HR management in that it determines the effectiveness with which a firm implements its HR practices. One of the most important aspects of culture that EDC has to deal with entails the existence of differences in values amongst the employees. For a firm to attain its strategic objectives, integration of teamwork is paramount. However, this is challenged by differences in values amongst the employees. Some employees advocate individualism while others advocate collectivism (Ferriera, Erasmus & Groenewald, 2009, p. 431). As components of organizational culture, collectivism and individualism affect the success of teamwork in organizations which is vital in an organization’s effort to attain its strategic objectives. EDC will also have to deal with differences amongst its employees concerning tolerance of uncertainty. Some employees cannot tolerate ambiguity in the operation of a firm which is a common phenomenon within the dynamic business environment.
In addition to culture, the division will also have to deal with other emerging issues. The first issue that EDC has to be efficient in relates to the planning and development of its workforce. This arises from the fact that the success of a firm’s division is dependent on whether it has the right workforce to implement the various business strategies. Secondly, the firm has to deal with the high rate of globalization. Globalization has led to an increment in the intensity of competition within the business environment. This may affect the financial performance of the division. The third emerging issue entails managing the demographics of its workforce such as aging. Changes in the demographic of the workforce mean that EDC has to adjust its recruitment policies.
Considering the dynamic nature of the business environment, EDC has to implement change continuously to attain an optimal market position. However, there is a high probability of conflict emerging between the employees and the management team as some of the employees will resist change. The chart below illustrates several recommendations that EDC has to deal with.
References
Ferreira, E., Erasmus, A. & Groenewald, D. (2009). Administrative management. Lansdowne: Juta Academic.
Jackson, J. & Mathis, R. (2008). Human resource management. Mason, OH: Thomson.