Studia Universitatis Vasile Goldis Arad, Seria Stiinte Economice (Jan 2011)
MANAGING HUMAN TALENT. WORKFORCE DIVERSITY VS. INDIVIDUAL DIFFERENCES. CHALLENGES OF THE WORKFORCE MOTIVATION AND RETENTION
Abstract
Each day presents a new set of challenges and risks to companies operating in this age ofboth a global economy and of multiculturalism, i.e. a fast-changing marketplace. Globalcompetition and escalating economic pressures make the business environment bothdynamic and difficult, especially given the workforce diversity which has to be managed soas to achieve the highest levels of task performance and job satisfaction; managers must beprepared to respect alternative cultures and value diversity. Based on this background ourpaper has as starting point the consideration that organizations are seeking out methods torefine 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’screative and innovative ability, highlighting the people component of a business process, aswith so much emphasis on automation, it’s easy to overlook the human element, anoversight which – in most cases – hinders efficient business process management.Considering that processes don’t do work, but people do, our research highlights the factthat a “want to motivate” attitude by the employee can be encouraged, even if pastmanagerial efforts have rather concentrated on “how to motivate” the employee, trying toshed some light on how BPM with a hint of the Six Sigma method offers a clearer path toan increasing number of organizations hoping to best the challenges they have to face, thisoften translating into workforce motivation and retention, by creating positive workenvironments in which the cultural and demographic diversity of members helps to createcompetitive advantage.
