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Workforce Diversity Paper

1042 Words5 Pages

Introduction to the Topic Group Consensus Based upon the governing of the group charter and the consensus reached in the group discussion the topics of orientation Training and workforce diversity.
Orientation
A new hire’s first formal introduction to a company or organization is generally through the orientation process. Orientation is an organization’s way of “introducing a worker to a new job and acclimating him or her to a whole new culture” (Satterlee, 2013, p. 199). When an organization has a well-developed orientation for new employees, they are shaping the individual’s perception regarding the position, organization, and the people within, in a positive way. According to Awan, (2013) “it has been found that …show more content…

This is why orientation along with training is such a crucial job and responsibility of the organization. “Training is a process that is intended to equip employees with specific skills and increase the quality of performance. Training is also an essential process in improving productivity and providing the best services” (p. 200). (Satterlee, 2013, p. 200).
Workforce Diversity
Understanding the diverse nature of employees and respecting their differences in a positive way will ultimately benefit an organization. Arokiasamy (2013) states, “diverse work teams bring high value to organizations and respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity” (p. 61). Diversity is important to organizations that innovate, but the culture of an organization determines whether minority members of the community can thrive (Nelson, 2014, p 94).
Biblical …show more content…

The orientation process is “not just introducing a worker to a new job. It’s acclimating him or her to a whole new culture” (Satterlee, 2013, p.199). Aspects of orientation that are commonplace for managers include introductions to employees, tours of the working area, and provision of policy manuals. Author Michael D. Watkins (2009) expands in saying, “Three steps to onboarding new employees include: helping them to adapt to new cultures, connecting them to the right people to form relationships, and aligning expectations in every direction.” Finding ways to go the extra mile in connecting the new employee to individual staff and ensuring a comfort level to the work setting is quite important to the effective on-boarding process. Watkins (2009) focuses on three things in onboarding beyond orientation: How are we going to help this person adapt to the new culture, how are we going to connect them to the right people and form the right relationships, and how are we going to be sure we align expectations in every direction so that they are set-up for success. These basics help catapult a new hire on a trajectory of

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