Individually, research and write an analytical essay,using relevant human resource management (HRM) theory, empirical research evidence and other authoritative sources to examine and critically...

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Individually, research and write an analytical essay,using relevant human resource management (HRM) theory, empirical research evidence and other authoritative sources to examine and critically evaluate:- the multicultural and ethnic diverse make-up of the Australian workforce
- the HRM challenges and potential benefits a multi-cultural and ethnically diverse workforce creates
- the HR practices organisations need to adopt if they are to manage a multi-cultural and ethnically diverse workforce in a strategic and productive manner, whilst also meeting the needs of their employees


Microsoft Word - MMH230 Assignment 1 2019.docx Deakin'sBachelorofCommerceandMBAareinternationallyEPASaccredited. DeakinBusinessSchoolisaccreditedbyAACSB. MMH230FundamentalsofHumanResourceManagement T32019 AssessmentOne DUE: Monday13January,2020,11.59pmAEST. WordLimit: 3000words(+/-10%);wordlimitexcludesreferencelistandanyappendices Value: 40%offinalgrade. AssessmentTask TopicStatement: Victoria’sEqualOpportunityandHumanRightsCommission2019report,documenteda90% increaseinracialdiscriminationcomplaintsin2017-2018.Intheworkplace,suchracial discriminationcanhavesignificantimplicationsforindividuals,organisationsandHR practitioners. Task: Individually,researchandwriteananalyticalessay,usingrelevanthumanresourcemanagement (HRM)theory,empiricalresearchevidenceandotherauthoritativesourcestoexamineand criticallyevaluate: - themulticulturalandethnicdiversemake-upoftheAustralianworkforce - theHRMchallengesandpotentialbenefitsamulti-culturalandethnicallydiverse workforcecreates - theHRpracticesorganisationsneedtoadoptiftheyaretomanageamulti-culturaland ethnicallydiverseworkforceinastrategicandproductivemanner,whilstalsomeetingthe needsoftheiremployees. Page2of5 Presentation: Aprofessional-lookingdocumentbuildscredibility. Youressayshouldbepresentedinareader-friendlyway,sopleaseensureit: o Hasatitlepage o iswritteninessayformat o isin12ptfont o is1.5spacedwith2cmmarginsoneachside o hasnumberedpages o usescorrectin-textreferencing(Harvardsystem),and o includes a reference listwhich is correctly formatted (Harvard system) and begins on a newpage. LearningOutcomeDetails UnitLearningOutcome(ULO) GraduateLearningOutcome(GLO) ULO1:YourabilitytoidentifyandexplainSHRMframeworks,theories, concepts,andprocesses,andthebroaderlegalcontextwithinwhich SHRMisperformed,asisappropriatetotheessaytopic. GLO1:Discipline-specific knowledgeandcapabilities GLO3:Digitalliteracy GLO4:Criticalthinking ULO3:Yourabilitytocollect,integrateandcriticallyanalysetheoretical andempiricalinformationusingstandardresearchtechniquesand produceaclearandlogicallywrittendiscussionaroundspecificSHRM issues/scenarios,asisappropriatetotheessaytopic. AssessmentFeedback: Studentswhosubmittheirworkbytheduedatewillreceivetheirmarksandfeedbackon CloudDeakinwithin15workingdays. Page3of5 SubmissionInstructions Youmustkeepabackupcopyofeveryassignmentyousubmit,until themarkedassignmenthas beenreturnedtoyou. In theunlikelyevent thatoneofyourassignments ismisplaced,youwill needtosubmityourbackupcopy. Anyworkyousubmitmaybecheckedbyelectronicorothermeansforthepurposesofdetecting collusionand/orplagiarism. When you are required to submit an assignment through your CloudDeakin unit site,you will receiveanemailtoyourDeakinemailaddressconfirmingthatithasbeensubmitted.Youshould checkthatyoucanseeyourassignmentintheSubmissionsviewoftheAssignmentdropboxfolder afterupload,andcheckfor,andkeep,theemailreceiptforthesubmission. Notes • Penalties for late submission: The followingmarkingpenaltieswill apply if yousubmitan assessment task after the due datewithout an approved extension: 5%will be deducted fromavailablemarksforeachdayuptofivedays,andworkthatissubmittedmorethanfive daysafter theduedatewillnotbemarked.Youwill receive0% for the task. 'Day'means workingday for paper submissions and calendar day for electronic submissions. TheUnit Chairmayrefusetoaccepta latesubmissionwhere it isunreasonableor impracticableto assessthetaskaftertheduedate. • Formore information about academicmisconduct, special consideration, extensions, and assessment feedback, please refer to the documentYour rights and responsibilities as a student inthisUnit in the first foldernext totheUnitGuideof theResourcesarea in the CloudDeakinunitsite. • Building evidence of your experiences, skills and knowledge (Portfolio) - Building a portfolio that evidences your skills, knowledge and experience will provide you with a valuable tool tohelpyouprepare for interviewsand to showcase topotentialemployers. Thereareanumberof tools thatyoucanusetobuildaportfolio. Youareprovidedwith cloudspacethroughOneDrive,orthroughthePortfoliotoolintheCloudUnitSite,butyou can use any storage repository system that you like. Remember that a Portfolio is YOUR tool. You should be able to store your assessment work, reflections, achievements and artefactsinYOURPortfolio.Onceyouhavecompletedthisassessmentpiece,addittoyour personal Portfolio to use and showcase your learning later, when applying for jobs, or furtherstudies.Curateyourworkbyaddingmeaningfultagstoyourartefactsthatdescribe whattheartefactrepresents. Page4of5 PLAGIARISMANDOTHERACADEMICOFFENCES Plagiarismisthecopyingofanotherperson'sideasorexpressionsandpresentingthemasyourown withoutanexplicitindicationofthesourceofthematerial.Itincludescopyingwrittenworkssuch as books or journals, data or images thatmay be presented in tables, diagrams, designs, plans, photographs,film,music,formulae,websitesandcomputerprograms.Plagiarismalsoincludesthe useoftheworkoflecturersorotherstudentsasyourownwithoutacknowledgment. Intentiontocheatisirrelevantindeterminingwhetherplagiarismhasoccurred–ifyoupassoffthe workofothersasyourownwithoutacknowledgement,thenyouhaveoffended,whetheryouknew you were doing it or not. Even the ‘George Harrison defence’ is irrelevant in determining if plagiarismhasoccurred.George’sexplanationfor“MySweetLord”soundinglike“He’sSoFine”as recordedbytheChiffonsin1962was“Ididnotknowinglycopyanother’swork–itwasjustinmy headsothatIassumeditwasoriginal”.Georgestillplagiarised. The University regards plagiarism as an extremely serious academic offence. The penalties associated with plagiarism may be severe and extend to cancelling all marks for the specific assessment item or for the entire unit or even exclusion from your course. These penalties are detailedinPart2ofRegulation4.1(1)StudentDiscipline. It is importanttorealise,however,that it iscertainlynotanoffencetousetheworkofothers in yourwork.Onthecontrary-awell-constructedessayorreportshouldnormallyrefertoandbuild on the work of others for positioning, supporting and strengthening your work and advancing knowledge.Plagiarismoccurswhenduerecognitionandacknowledgementoftheworkofothersis notprovided.Therefore,wheneveryouareusinganotherperson'sresearchor ideas(whetherby direct quotation or by paraphrasing) youmust appropriately cite the source. If you are ever in doubtaboutthemostappropriateformofreferencing,youshouldconsultyourlecturerorStudent Life. Unauthorisedcollaboration isasimilaroffence.Unauthorisedcollaboration involvesworkingwith otherswiththeintentionofdeceivingexaminersaboutwhoactuallycompletedthework.Ifthere hasbeenanycollaborationinpreparingindividualassessmentitems,thismustbedisclosed.Inthe case of group project work, lecturers provide guidelines on what level of collaboration is appropriateandhowtheworkofeachparticipantintheprojectistobeassessed.Ifyouhaveany doubtaboutwhatconstitutesauthorisedandunauthorisedcollaborationyoushouldconsultyour lecturer. Thislinkprovidesusefulfurtherinformationabouttheseissues: http://www.deakin.edu.au/students/study-support/referencing/summarising-paraphrasing- quoting Page5of5 ACADEMICSKILLS–UNDERSTANDINGACADEMICREQUIREMENTS Writingstylerequirements Writtenassessmenttaskscanvaryfromunittounitandevenwithinoneunit.Itisimportantthat youunderstandwhatisrequiredofaparticularwritingstyletomaximiseyourchancesofacademic success.ExamplesofwritingstylesusedforassessmentintheFacultyofBusinessandLawinclude assignments, essays, case studies and reports. The following link to the Student Life website provides instruction on all of these different writing styles: http://www.deakin.edu.au/about- deakin/administrative-divisions/student-life Referencingrequirements Referencinginvolvesacknowledgingoriginalsourcesofinformationwhenproducingwrittenwork. By referencingcorrectly,younotonlygiveweight toanyargumentsor statementsmade inyour work,butalsoavoidplagiarism. TheStudentLifewebsiteprovidesacomprehensiveguideon‘HowtoReferenceYourWriting’. Researchskills The Library website provides a virtual tutorial on referencing and helpful resource guides: http://www.deakin.edu.au/library/help/library-resource-guides.php
mmh230-assignment-1-20191-apmblfcb.pdf
Answered Same DayJan 11, 2021MMH230Deakin University

Answer To: Individually, research and write an analytical essay,using relevant human resource management (HRM)...

Dilpreet answered on Jan 12 2021
155 Votes
MAKING UP A MULTICULTURAL AND ETHNICALLY DIVERSE AUSTRALIAN WORKFORCE
Table of Contents
Introduction    3
Making Up the Multicultural Workforce    3
Human Resource Management Theories    4
Cognitive Diversity Hypothesis    5
Similarity Attraction Paradigm    5
Social Cognitive Theory    5
5D Model of Geert Hofstede    6
Challenges Created by Diverse Workforce for HRM    7
Benefits of Culturally Diverse Workforce for Organisations    8
Essential HR Practices to Manage Diverse Workforce    9
Conclusion    10
References    11
Introduction
In today’s organisational as well as business, environment multicultural as well as ethnically diverse workforce is prevalent. Human resources in organisations are from different cultural and racial backgrounds and have different viewpoints based on the differences in their ethnical values. Multicultural and ethnically diverse workforce helps to enrich the organisation and at the same time is very challenging to be managed by the human resource department. It is the need of the period to ensure that effective and efficient human resource practices are being adopted by organisations based on relevant human resource theories. This shall help the organisation to overcome the challenges of racial discrimination and cultural biases to maintain an ethnically sound culture in the organisation. This essay shall highlight the human resource management theories, which the human resource department of an organisation must focus on in order to implement practices in the favour of the organisation as well as the employees. The essay shall also shed light on the challenges and benefits of managing a culturally and ethnically diverse workforce within a multicultural and ethnically diverse organisational environment. Several practices have been highlighted here that an organisation must adopt to manage multicultural workforce in productive and strategic manner.
Making Up the Multicultural Workforce
The Australian labour force or the Australian workforce is comprised of men and women from different cultural backgrounds and ethnicities. Despite of knowing the challenges of hiring multicultural workforce organisations prefer to hire employees who have different cultural values. Particularly in the context of Australia, most of the well-known and well-established organisations make up the workforce by knowing the individuals and valuing their cultural and the knowledge they have based on their values. Human resource management of the Australian organisations is of the belief that for making up an ethnically diverse workforce, the employees of the organisation must be valued as individuals. Moreover, the organisation is able to come over several stereotypes diversity is being cultivated into organisational environment (Lloyd-Jones & Worley, 2018). Making up a multicultural workforce is extremely important to ensure that the organisation is competent enough in the industry by fuelling up innovation through diversity.
Making up of the cultural workforce in order to create a diverse work culture might seem to be a easy task but in reality it requires lot of sincere efforts, efficient human resource practices and a sound knowledge of the human resource theories. While recruiting employees within an organisation HR department must focus on the selection and hiring of people who are from different mindsets and cultures. In addition, it must be ensured by the HR department they are able to cultivate the diversity of thoughts though culturally diverse workforce to face the challenges of the globally changing business environment (Byrd & Scott, 2018). Not only do people from different races should be hired but foreign cultures must also be given equal importance while conducting the process of employee recruitment. The human resource department of Australian organisation hires multicultural workforces with an aim to create intercultural competencies within the organisation.
For making up a multicultural workplace environment, the human resource department of organisations focuses mainly on the technical competencies of the workforce. They also closely observe the personal competencies of the candidates they may hire to fill in the available positions within the organisation. Organisations mostly prefer to hire candidates who are culturally flexible and have high level of tolerance towards ambiguity and their team members. Here the personal work experience has a significant role to play. While developing a multicultural workforce, human resource department of the organisation also takes into consideration the social and strategic competencies of the candidates before they are hired to work for the organisation. The expectations of the organisation from the employees are that they must have a positive attitude towards their peers and communication channels (Piselli, 2017). The employees of the organisation must follow the lines of respect set by the management of the organisation and should avoid making uninformed judgments.
Human Resource Management Theories
Several human resource management theories have come up, which have helped the senior management of the organisation to focus on the deployment and management of the multicultural and ethnically diverse workforce. For organisations to flourish in their business it is important for the management to focus on the optimisation of human resource policies, procedures and practices while focusing on the needs of its employees at the same time. Some of the most relevant human resource theories and models helping to manage the culturally diverse workforce are as discussed below:
Cognitive Diversity Hypothesis
Cognitive diversity within an organisation can be defined as the differences among the members of an organisation based on their experiences, perspectives and area of expertise. Many of the researchers have reflected that diversity in an organisation has relation to the group performance of the teams. Team members tend to cooperate with other members of the team who are of the same demographics as they are. This hypothesis has come up with a conclusion that all through homogenous cultural groups may perform better than heterogeneous cultural groups in the initial phase; however, in the end it is the...
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