Diversity Management and Employee Engagement in Australia

The overview and aspects related to the business are changing with a rapid speed. The piece of study shown below relates to the literature review of the commonly found journals and articles. There are various areas related to the business that are identified on a wide landscape. The common areas for performing the business are identified as the employee engagement, encouraging leadership over management, agility related to the working, management of governance and transparency & integration of specific teams and processing. From these various topics, the topic which got selected for the discussion is identified as the employee engagement, because it is considered as the most tough and current topic. So, to identify the basic aspects related to the organization, this topic has been selected. The literature review defined below mainly cover these below topics: –

• The introduction section provides the general introduction about the literature review.
• There are three different sets of articles which are helpful in defining separate studies for the processing.
• The conclusion section helps in summarizing the whole literature review. The suitable recommendations are also provided for the literature review to face the circumstances.

The first article is related to the diversity management in Australia and engagement of employee in it. It is essential to engage the employees in the right direction and to make them suitable for the organization. The article was published by the University of Wollongong in the year 2009, by Pat Skalsky and Grace McCarthy.

According to the authors, the major purpose of article is to define the blend of diversity in the organization and suitable arrangement of the employees in a correct manner.  This article is considered as the connecting link between the diversity and management. According to the author, the diversity can be defined in the form of different caste, creed, religion and different living habits. It becomes difficult for an organization to manage the employees of different castes. In that scenario, the management is identified as the most suitable method to increase involvement of the employee in diversity too. The organizers from an economic committee development identifies some controversies in the scenario. These officers have some contradictory views about the employee management (Rodrigo, 2017). According to them, the top managers are not looking forward for the diversity management in the deep sense. In this article, short survey is also depicted in the tabular form which is helpful in showing most specific ways related to the diversity in the employee engagement. Through this article, the author also wants to define that to manage diversity and employee in coordinated way, it is essential to look forward some definite concepts.

The above set of research work completely depends upon the deductive type of research procedure. In this research work, suitable diagrams and tabular structure related to the survey is defined in a definite mode. The tabular structure for the completion of  the process is shown below. This table helpful in depicting the small survey on a definite basis. The deductive research procedure will be helpful in making aspects easier and more comfortable. By this, the research work may also become more defined and focused (Riffkin & Harter, 2016).

Employee Engagement and Organizational Performance

Question Save Time On Research and Writing Hire a Pro to Write You a 100% Plagiarism-Free Paper. Get My Paper	Response
Any idea about the diversity of the organization?	Only a few managers have some idea about the  diversity related to the organization.
Any approach from the key performance indicators?	The definite set of information will be delivered by key performance indicators in a framed manner.
What is the thinking of managers about responsibility?	All managers think that the responsibility is identified on an individual basis.
Issues of  diversity related to the team.	It should be solved by the specific and concerned managers related to the organization.

By observing the above set of information the suitable results are obtained in the right direction and in a suitable manner.

In this article, there are some specific strength and weakness which are identified. The strength in the article helps in promoting the future way outs and weakness of the article is identified for making some improvements. The major strength of the article is that it is capable in defining major perspectives related to the diversity and employee engagement. But, weakness of the article is that there are less diagrams and descriptive aspects. Due to this, the organization suffers a lot (Skalsky & McCarthyq, 2009).

On the basis of the above set of literature review, it is identified that to increase the employee engagement in diversity, it is essential to look forward for more organized and well defined approaches. On the management level, it is also recommended that the managers have to look forward to the definite approach in right direction, so that the maximum employee engagement can be increased in the diversity too.

The second article is derived from the Harvard Business Review. The reason for selecting this article is that it is identified as the most specific and well prepared article for measuring the definite set of employee engagement. The literature review defined below is successful in mentioning the importance of employee engagement in improving the performance of the employees. Through this perspective, the various phases related to the employee engagement can be accumulated (School, 2013).

According to Harvard Business Review by acheivers, it is identified that the employee engagement creates a strong impact on the performance of the organization in a proper direction. The major purpose of this article is to define the different aspects related to the employee engagement in the organization. The methodology used in the article for researching the suitable matters is mainly deductive in nature. Due to this deductive nature, it could become easier to analyze and manage the employee engagement in the organization. The article defined for the employee engagement is full of different examples. In this, various surveys and calculative assessment are recognized at the corporate level which my help in providing the definite set of assistance to the complete processing. According to the author, the suitable set of employee engagements will directly increase the increment of the organization in the market. By this contribution, suitable facilities are also provided on the definite level (Kaliannan & Adjovu, 2015).

Impact of Corporate Culture on Employee Engagement

In this article Mike Recheim provided the definite set of information related to the shifting of strategy. The shifting strategy will be helpful in showing the employee engagement on a wide level and in a definite manner. The direct influence of the employee engagement at the level of performance is also highlighted through the help of this article. In this article, depth study related to the employee engagement is identified and on that basis, suitable results are derived. In short, the article is full of explanations and material defined in the article is also helpful in depicting the definite approach in the right way (Mehta, 2013).

The positive aspect related to the article is that it is quite presentable and clear in a complete sense. There are various figures and charts defined in the diagram, which may assist in disclosing the basic aspects related to the employee engagement. There are different methods and procedures that are highlighted on an initial level. This will also aid in generating the best possible results related to the current scenario. The weakness of the article is that  it is quite complicated and technical in nature. The leaders and managers with proper idea of the subject can understand the aspects related to the article.

On the basis of article researched, it is concluded that the importance of employee engagement matters a lot. Without employees engagement, it could not become possible to define major aspects related to the organization. The maximum involvement of the employee helps in providing suitable assistance in the right direction. The organizational values are also exposed on the wide landscape.

The authors of the research work is identified as Abhijit Siddhanta and Debalina Ghosh Roy. These both personalities are identified as the renowned name from Reliance Communications. The major aim of the author is to depict non-handling and engaged employee in the major aspects related to the employee engagement. The journal is successful in providing concepts in context to the influence of employee engagement. The three factors are defined at a wide level, which may help in managing the quality on an individual level. Three factors which are shown in the literature review are identified as the quality for training and learning, management through process and improvement in the bottom line. This section mainly covers purpose and research methodology, strength & weakness and a suitable set of conclusion (Graber, 2015).

The journal selected for the discussion is considered as the most identified and thoroughly generated journals. The purpose of the journal is to define the employee engagement and its involvement in the 21^ST Century. This Asian journal of research and management is purely based on the research work. The data is collected from the various sources. On the basis of these sources, the results are derived from the different aspects. The research methodology used in the research work is problem solving research. The major purpose of research work is to generate a definite set of approaches of the articles and on that basis, suitable results can be generated.

Conclusion

According to the author of the article, employee engagement in the corporate circle is considered. The corporate circle is identified as one of the most developing circle, which is helpful in managing the most basic approaches in relation to the employees in the accurate direction (Siddhanta, 2010). The author is also successful in defining the impact of corporate culture on the engagement of employees. There are various tools and services that are identified at the employee’s level, which are helpful in predicting employee engagement in the organization. In short, journal is successful in describing the basic criteria related to the organization on a wide landscape. During summarizing the concept, it can be understood that the employee engagement is successful in providing suitable support and management to the organization.

The strength of the article is the major contribution and transparent approach of the author in the definite direction. The author possesses a focused approach in the managed manner, which is helpful in defining the actual aspects related to the literature (McMullen, 2013). The various surveys and diagrammatic representation are also successful in defining the suitable approach in relation to the organization too. But, weakness of the literature is that the article is too long and descriptive to study. The long span of time is required for further and expanded study. Apart from this, the study is based on the single concept. The multiple concepts are not being identified at an initial level.

On the basis of assumptions of managers and the article provided, it can be concluded that the most promising aspects of the employee engagement are suitable for the contribution and management. So, to improve the most suitable support for the employees, it is essential to look forward for the new approaches and increase the employee engagement.

Conclusion

By identifying the concept in the articles defined above, it is quite clear that the employee engagement is the most important aspect which is to be managed on an organizational level. Whether the organization is small or big, public or private or in any form of structure, the employee engagement plays the most peculiar role. The engagement of the employee in a positive direction will be helpful in managing suitable set of uniformity in a correct manner. Apart from this, the articles and different sources from various approaches are also helpful in throwing some light on the concept related to the organization in a focused manner. The overall conclusion of this literature review seems that if the employee engagement is promoted and the appropriate plans are identified for the employee’s improvement, then the result will also be generated positively. It also recommended that to improve the employee engagement, it is essential to put forward some specific strategy in a definite way.

References

Graber, S. (2015, December 04). The Two Sides of Employee Engagement. Retrieved from https://hbr.org/2015/12/the-two-sides-of-employee-engagement

Kaliannan, M., & Adjovu, S. (2015, January). Effective Employee Engagement and Organizational Success: A Case Study. Procedia – Social and Behavioral Sciences, 172, 161-168. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877042815003870

McMullen, T. (2013, August). Eight Recommendations to Improve Employee Engagement. (23-30, Ed.) Journal of compensation and benefits. Retrieved from https://www.haygroup.com/downloads/us/jul%20aug%20-%20journal%20of%20compensation%20and%20benefits%20-%20mcmullen.pdf

Mehta, D. (2013). Employee Engagement: A Literature Review. Retrieved from https://www.management.ase.ro/reveconomia/2013-2/1.pdf

Riffkin, R., & Harter, J. (2016, March 21). Using Employee Engagement to Build a Diverse Workforce. Retrieved from https://www.gallup.com/opinion/gallup/190103/using-employee-engagement-build-diverse-workforce.aspx

Rodrigo. (2017, January 20). The Impact of Workforce Diversity on Employee Engagement: The Case of Company X. The WritePass Journal. Retrieved from https://writepass.com/journal/2017/01/the-impact-of-workforce-diversity-on-employee-engagement-the-case-of-company-x/

School, H. B. (2013). The Impact of Employee Engagement on Performance. HBR. Retrieved from https://hbr.org/resources/pdfs/comm/achievers/hbr_achievers_report_sep13.pdf

Siddhanta, A. (2010). Employee engagement Engaging the 21st century workforce. Asian journal of management research, 170-190. Retrieved from https://www.ipublishing.co.in/ajmrvol1no1/sped12011/AJMRSP1015.pdf

Skalsky, P., & McCarthyq, G. (2009). Diversity Management in Australia and its Impact on Employee Engagement. University of Wollongong. Retrieved from https://ro.uow.edu.au/cgi/viewcontent.cgi?article=1024&context=gsbpapers.