Home Volumul 1 MANAGING HUMAN TALENT. WORKFORCE DIVERSITY VS. INDIVIDUAL DIFFERENCES. CHALLENGES OF THE WORKFORCE MOTIVATION AND RETENTION

MANAGING HUMAN TALENT. WORKFORCE DIVERSITY VS. INDIVIDUAL DIFFERENCES. CHALLENGES OF THE WORKFORCE MOTIVATION AND RETENTION


Monica Boldea, Ionuţ Drăgoi
The West University of Timisoara, Faculty of Economics and Business Administration,
Romania, This e-mail address is being protected from spambots. You need JavaScript enabled to view it , This e-mail address is being protected from spambots. You need JavaScript enabled to view it
Abstract
Each day presents a new set of challenges and risks to companies operating in this age of
both a global economy and of multiculturalism, i.e. a fast-changing marketplace. Global
competition and escalating economic pressures make the business environment both
dynamic and difficult, especially given the workforce diversity which has to be managed so
as to achieve the highest levels of task performance and job satisfaction; managers must be
prepared to respect alternative cultures and value diversity. Based on this background our
paper has as starting point the consideration that organizations are seeking out methods to
refine their operations in order to navigate often-difficult economic terrain effectively,
analyzing the organizations’ ability to being responsive to changing market conditions,
competitive threats, and new market opportunities, therefore focusing on an organization’s
creative and innovative ability, highlighting the people component of a business process, as
with so much emphasis on automation, it’s easy to overlook the human element, an
oversight which – in most cases – hinders efficient business process management.
Considering that processes don’t do work, but people do, our research highlights the fact
that a “want to motivate” attitude by the employee can be encouraged, even if past
managerial efforts have rather concentrated on “how to motivate” the employee, trying to
shed some light on how BPM with a hint of the Six Sigma method offers a clearer path to
an increasing number of organizations hoping to best the challenges they have to face, this
often translating into workforce motivation and retention, by creating positive work
environments in which the cultural and demographic diversity of members helps to create
competitive advantage.
Key words: competitive advantage, task performance, job satisfaction, employee
motivation, cultural diversity, business process management

Citeste articolul