The Organisational Domain

The Organisational Domain Definition: The organisations chosen field of action, the part of the environment which they choose to be vital to their company, so if that part changes, they must react. It is the area which the organisation will sell its products and services, in a way their niche (even though it may not be that small). It is said that there is ten different sectors which make up the environment for an organisation, each of which affect different organisations in different ways. These are shown below; Industry Raw Materials Human Resources Financial Resources Market Technology Economic Conditions Government Sociocultural International A good way to remember these is to make an anagram, such as ‘FISH M’ TIGER’  diagram which shows these off quite well is the following; The above sectors are known as the Task Environments and General Environments, depending on how that certain sector affects the organisation in question. Task Environments These are sectors which an organisation will interact with directly and therefore have a direct impact on the company itself. This includes the sectors; Industry Raw Materials Market Sectors Human Resource International Sectors General Environment These are sectors which an organisation will interact with indirectly, not directly every day, but it will indirectly influence the firm. The sectors which are included are the following; Government Sociocultural Economic Conditions Technology Financial Resources Sector More on This Subject To delve in deeper to this topic we recommend the following articles from MyHRMBook.com; An Organisation’s Environment and the Uncertainty this Brings The Culture Created due to an Organisation’s Environment The Resources Available due to an Organisation’s Environment We also suggest...

Diversity

Diversity Definition: The understanding that every individual is unique and we must take into account everyone to build a society that is diverse and at its richest. There are two main approaches when looking at diversity in organisations; Equal Opportunities Approach and Managing Diversity Approach. These mean ‘treat everyone the same’ and ‘treat everyone differently’ respectively. We have the two methods because people either want to be exactly the same when working, or they have to be treated differently so that they both get the most out of their workplace. We often see that people are treated differently in organisations and this is because doing this allows people to get what they need, assisting in their work and therefore making them more effective. All employees are different, so surely treating them the same wont get the best out of all of them? Equal Opportunities Definition: Focuses on promoting the sameness of treatment so that inequalities don’t exist. A ‘rights-based’ perspective (Webb, 1997). Diversity Management Definition: A central principle in managing diversity is that individual differences should be both recognised and valued as a source competitive advantage’ (Foster and Harris, 2005: 5) Why Care About Diversity? Not only is diversity in organisations important because the government has brought in so many legislations, but it is also important because organisations can use it to their advantage. If you operate in an equal way, or manage your diversity well, then you will be able to get a competitive advantage, which not only will make your product/service better, but it could also lead to getting better staff as people will feel better about working for...