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Diversity in the Workplace and the Opposites of the Advantages

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Human resource management is a complex task and diversity makes it even more complex (Nelarine, 2002). As this study will explain, there are various ethical and legal issues that are tied to human resources management. The study mainly focuses on the hospitality industry as both a reference point and a special object of study. Further, a case study on Cityside Financial Services has been conducted to derive a real-life experience on ethical and legal issues in talent management. Diversity in the workplace means the presence of differences of characters that for the staff (Nelarine, 2002).

There are various advantages of these differences both at a personal level and at the institutional level. Some of the major advantages are as follows: Diversity promotes flexibility, in an organization’ s part, in undertakings such as marketing and innovation (Nelarine, 2002). For example, having people with different levels of experience and from different disciplines provides options when the organization requires representation beyond its market boundaries and/or introduction of a new procedure (Nelarine, 2002). Similarly, a delegation of different problems and consultations are made internally and therefore the company becomes self-sustaining.

This makes human resource management simpler a task especially when different employees mobilize themselves and complement each other (Burke & Cooper, 2005). Diversity promotes creativity among individual employees (Nelarine, 2002). Arguably, a group of employees who have the same values and have similar abilities will certainly continue doing similar things. On the other hand, diversity promotes mutual competition (Nelarine, 2002) in a fight for recognition and becoming different. Some human resource managers have resorted to promoting diversity as a strategy to attract creativity and innovativeness that, at a point, may reduce costs and money besides being a score for a human resource management team (Burke & Cooper, 2005).

The resource management definitely seeks to derive a workforce that solves various solutions and seals every problematic loophole. Similarly, the overall performance of the management depends on the kind of workforce developed.

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