英国谢菲尔德代写作业:人力资源

2019-09-22 23:49

这种方法的测试基于员工的归属感和受尊重感，但应该继续在工作场所的其他变量上进行测试。正在评估目标方法是否有益的公司，应该区分这些计划对管理层和员工的影响。例如，它应该看看管理层是否觉得与员工的联系更紧密，他们是否对员工更信任，以及他们对员工的偏见/刻板印象是否更少。在其他方面他们应该员工是否感到更多的支持,如果他们有更好的日常交流,如果他们给他们的工作环境更高的评级,如果他们更强烈认同公司价值观,如果这样做会增加他们达到更高级别的职位的机会。我认为，还需要对AIM方法进行长期研究，以确定这些积极影响是否会持续，以及在几年后，它是否会导致少数族裔和非少数族裔处于平等的竞争环境。在不同的工作环境中研究这种方法也很重要。AIM方法在学校、医院、企业企业、小企业等领域可能会产生不同的结果。AIM方法在员工数量较少的情况下可能比员工数量较多的情况下工作得更好，反之亦然。了解哪些公司最适合采用这种方法是非常有用的。总之，全方位的多元文化主义似乎比色盲和多元文化主义更好。这是一种更好的方法，它让所有员工都感到被包括在内，并对业务结果产生积极影响。尽管如此，研究人员应该继续在不同的个体、不同的环境和不同的方法中测试AIM方法。
英国谢菲尔德代写作业:人力资源
This approach has been tested on a basis on how employees feel included and respected but should continue to be tested on other variables in the workplace. Companies that are evaluating if their AIM approach is beneficial should  differentiate between the effects the initiatives have on management and on employees. For example, It should look to see if management feels more connected to their employees, if they have more trust toward their employees, and if they have less bias/stereotypes toward their employees. On the other aspect they should look to see if the employees feel more supported, if they have better day to day interactions, if they give their work environment a higher rating, if they identify more strongly with the companies values, and if it actually increases their chances of reaching higher level positions. I believe a long term study of the AIM approach is also needed to see if these positive effects persist and if after a couple of years it leads to minorities and non minorities being at a level playing field.It is also important to research this approach in different work settings. The AIM approach may have different outcomes in a school, hospital, corporate business, small business, etc. The AIM approach may work better when there is a small number of employees versus a large number or vice versa. It would be extremely useful to know which companies would be best suited for this approach.In conclusion, all-inclusive multiculturalism seems to be a better approach than colorblind and multiculturalism. It is a better approach in the way that it makes all employees feel included and has positive effects with business outcomes. Though, researchers should continue to test the AIM approach with different individuals, in different settings, and with different methods.

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