哈佛论文格式范文
篇一：哈佛格式范文
Diversity and global manager
Introduction
In today’s hyper-complex marketplace, every organization confronts the challenge on how to take the most advantage of the international trends to promote the overall efficiency and effect of businesses and maximize profitability. In fact, diversity has become an overwhelmingly important trend that attracts global attention, especially the human resource diversity. Generally speaking, it is a crucially important fact on organizational performance that weather the employees at all levels are well-trained, dedicated and loyal at their works. The first section demonstrates the key benefits and drawbacks of diversity, which are important for the decision-making of all companies.In the second section, the traits of global managers and their significance are
discussed, which are professional background, profound management experiences, global insights and extraordinary leadership. In the last part, the link between diversity and global managers is analyzed from two aspects, and several recommendations are proposed accordingly.
Diversity
Diversity can be seen everywhere and the processes of most operations have a close relationship with diversity. From the very beginning, materials and manufacturing devices are outsourced from foreign regions to make commodity, advanced technology and inventions are bought to production in many ways, then, multinational workforce take their works in teams and solve problems together, in addition, attentions are paid to specific cultures to attract consumers in different countries and promotions are designed in accordance with habits of the target consumers of different nationalities.
Diversity is so significant in resent days that any company can do nothing but come up with great ideas to manage diversity and take the most use of the trend. Diversity management emerges as a result of the rapid process of globalization, especially in the human resource sector such
as age, religion, race, gender, culture and specialty, consequently, it is not appropriate to implement a fix managing code in today’s world. It is believed that diversity can promote organizational performance as well as contribute to high efficiency.
Positive aspects
There are many sound reasons for creating a more diverse employee profile (Causon, 2008). The most obvious ones are presented as follows.
Gathering diverse insights
It is common for any company to confront many problems arising from manufacturing, promotion, recruitment and management, which may hinder the company from gain market opportunities (Samad, 2001). Although most challenges are solved by managers and superior officials, the decisive and tough ones need the insights and ideas that come from diverse workforce at all levels. Firstly, from a regional perspective, workers from the western country come up with creative ideas while east country workers come up with relative rational solutions. Secondly, with previous colorful life experiences, some workers can relate certain problems to their real-life experience and bring
reactive force
insights to teams. For example, it is well known that a technology named brainstorm is widely used by managers to tackle certain time-consuming problems, one of the vital elements to gain best results is diverse wor
kforce with various specialties. Therefore, workforce diversity in a team makes communication with each other, exchanging perspectives and refining ideas possible.
Making full use of various abilities
Cox and Blake (1991) view diversity as    a businessimperative and highlight that firms should understand how they valuediversity to establish    a competitive edge over their competitors, Therefore, by setting up jobs properly and developing workers in response to the changing nature of work, a company can make the most of workforce diversity and enhance its competitive strength (Stolarski and Tilebein, 2009). Generally speaking, tasks that has to carry out in a prescribed way to an approved standard can be distributed to workers who are serious-minded and responsible, however, workers who are reactive and creative are in charge of new undertakings outside the worker’s formal duties according to the situations. For instance, if a worker who once was a painter
hopes to find a job in a shoes manufacturing company, he can still have a try in the designing apartment although his previous experience seems uelated to shoes manufacturing. Radically high efficiency can be achieved as long as jobs are divided into specific sections according to the abilities of workforce with precise job description and responsibility.
Preparing for global competition
Workforce diversity is a significant advantage for any company whose aim is making brands work arou
nd ss-cultural management become crucial if organizationsare to understand how to serve and retain a customer base that is much more diverse and demanding than in the past (Bergesen and Sonnett,2001). Firstly, the first-hand experience and latest information gathered from diverse workers, whose values and thoughts resemble the target consumers’in the same region, only by gather adequate information about customers’needs and wants can a company create customer loyalty and strength customer base. Then, the acquaintance of local conditions and personal relationship that workforce diversity provides are especially useful in the strategic design for a new product promotion. Thirdly, customers in a

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