The-Accountant-Mar-Apr-2018

More documents

Recommendations

Info

WORK PLACE 30 MARCH - APRIL 2018
WORK PLACE By Zipporah Nyachwaya DIVERSITY Strong Pillar To performance Diversity in the workplace means recognizing and valuing the differences that make each person unique. The concept goes beyond including employees of various racial and ethnic backgrounds. It means recognizing the characteristics that make a person unique, such as age, ethnicity, educational level and family background among others. Diversity is different from equal employment opportunities and affirmative action. Equal opportunities ensure that employment decisions such as hiring, promotion, pay etc are made without regard to legally protected attributes such as an employee’s race, colour, religion, sex or national origin. Affirmative action programmes seek to remedy past discriminations by taking proactive steps based on race or gender and prevent current or future discriminations. However both focus on legally protected attributes where diversity and inclusion broaden the scope beyond legally protected attributes to include a much larger and wide ranging pool of individual differences. Corporations place more emphasis on affirmative action and equal employment opportunity programmes just to comply with national legal policy requirements. Meeting legal requirements has opened doors for minority, gender, disabled and regional balancing dimensions. This happens when organizations accept employees from different backgrounds and perspectives just to avoid legal consequences and do not practice diversity and inclusion. Giving people equal opportunities to be employed in an organization is not enough; the treatment they receive is crucial to employees themselves and the benefits spill over to the performance of the corporation. This is where the concept of diversity comes in to ensure that an organization works with a diverse workforce. The concept also lays emphasis on acceptance and respect. It means that each individual is unique and recognizes individual differences. This can be along the dimensions of race, ethnicity, gender, sexual orientation, social economic status, age, physical abilities, religious belief, political belief or other ideologies. It is about understanding each other and moving beyond simple tolerance and celebrating the rich dimensions of diversity contained within each individual. Inclusion of diverse individuals fosters a rich exchange of new ideas among employees and helps organizations leverage the unique character of their workforce. Understanding diversity includes not only ways of being but also ways of knowing, and recognizing that personal, cultural and institutionalized discrimination creates and sustains privileges for some while creating and sustaining disadvantages for others. For a wider composition of the workforce to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Furthermore emphasis s should be on perceptions ranging from how employees perceive others. Those perceptions affect interactions among the workforce in organizations hence the genesis of differences among employees like discrimination, employees bonding more with co-workers of similar races and ethnicities than with those who are different to some degree. Diversity management is process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued so that all can reach their potential and maximize their contribution to an organization’s strategic goals and objective. The concept also lays emphasis MARCH - APRIL 2018 31
Page 1 and 2: LEARN • EXPLORE • SHARE MARCH -
Page 3 and 4: TABLE OF CONTENTS 18 COVER STORY Ca
Page 5 and 6: EDITORIAL Dear Reader, Our cover st
Page 7 and 8: Financial Reporting and Assurance t
Page 9 and 10: Financial Reporting and Assurance t
Page 11 and 12: ECONOMY profits to low or no-tax lo
Page 13 and 14: MANAGEMENT The fraud risk managemen
Page 15 and 16: MAKE 2018 THE YEAR OF ACADEMIC EXCE
Page 17 and 18: COVER STORY resources since June 20
Page 19 and 20: Go places. Become an ICAEW Chartere
Page 21 and 22: COVER STORY Moody’s Investors Ser
Page 23 and 24: Public policy national elections tr
Page 25 and 26: FINANCE AND INVESTMENT (a) Obligati
Page 27 and 28: Available to let CPA CENTRE 50% Let
Page 29 and 30: Finance and investment Notwithstand
Page 31: THE CPA CENTRE HOTEL Set in a seren
Page 35 and 36: WORK PLACE • Ensure that all comp
Page 37 and 38: WORK PLACE What is Blue Ocean Strat
Page 39 and 40: INFORMATION TECHNOLOGY smart such a
Page 41 and 42: OPINION numerous challenges. It is
Page 43 and 44: Society marked containers so that i
Page 45 and 46: Society prime minister said one tim
Page 47 and 48: INSPIRATION How Steve Jobs made the
Page 49 and 50: HEALTH The barber shop revival has
Page 51 and 52: ENVIRONMENT the grass clippings mix
Page 53 and 54: HEALTH According to UNICEF, Pneumon
Page 55 and 56: HEALTH Community-acquired pneumonia
Page 57 and 58: TID BITS Former Vodacom Executive N
Page 59 and 60: MEMORABLE QUOTES “When we write t
Page 61 and 62: INSTITUTE NEWS PICTORIAL New KCA Bo
Page 63 and 64: claims, preparing the working file
Page 65 and 66: TRAVEL to swim in. Its altitude off
Page 67 and 68: TRAVEL itself, there are boats and
Page 69 and 70: PEN OFF I was speaking to an accoun
Page 71 and 72: THE 2 ND EAST AFRICAN CONGRESS OF A

The-Accountant-Mar-Apr-2018

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?