Diversity Management in Czech Republic as an Answer to Demographic Changes
Abstract
Purpose – The main objective of the following article is to present issues associated with managing diversity in the context of demographic changes. The aim of this paper is to offer concrete suggestions on how organizations can overcome demographic changes and tap the business potential of diversity management.
Design/Methodology/Approach – The authors’ approach is based on the literature, statistic data and authors’ own research. The empirical part was developed on the basis of survey research titled “Diversity Management in the V4 Countries as an Answer to Demographic Changes”. The research was quantitative, implemented through the computer-assisted personal interviewing (CAPI) technique on a group of 101 respondents. The research study was conducted in 2016–2017.
Findings – According to the research, knowledge and practice of diversity management is not very widespread in the Czech Republic. The research has shown that according to the opinion of the respondents from organisations, they recognize differences in motivation factors for specific groups of employees. The majority of respondents see the values and benefits of different groups of employees, as well as their specific needs. The majority of respondents know that specific groups can be the objects of various types of discrimination.
Practical implications – Changes taking place on the labour market and globalization – and in particular the demographic changes in the Czech Republic – have evoked a necessity of searching for new strategies of management. Contemporary human resources management strategies should take into account social and demographic changes and the influence of those changes on customer purchase behaviour and requirement. Therefore, knowledge of diversity management and practical applications should be reflected in strategies of organizations. Results of the study provide general guidelines for determining the direction of how important diversity management should be in organizations.
Originality/value – The research concerns diversity management in the Czech Republic with respect to demographic changes.
Keywords
Full Text:
PDFReferences
Anrdovicova, J., Florek, I., Gross-Gołacka, E., Laki, I., Markova, J., Sitek, M., Sitek, P., Slavicek, J., Uhlerova, M. (2017). Diversity Management in the V4 Countries as an Answer for Demographic Changes. Final Report, WSGE, Józefów.
Egan, M.L., Bendick, M. (2008). Combining Multicultural Management and Diversity into One Course on Cultural Competence. Academy of Management Learning and Education, vol. 7, no. 3, pp. 387–393.
Eger, L. (2012). Diversity Management. Comparison, the Best Practices of Visegrad Countries, Nava, Plzeň.
Elexowa, G. (2011). Human Resources Development under the Conditions of the Global Crisis. E+M Ekonomie a Management, vol. 14, no. 3, pp. 46–55.
European Commission, (2017). European Semester Thematic Factsheet Active Labour Market. Retrieved November 22, 2017 from: https://ec.europa.eu/info/sites/info/files/file_import/european-semester_thematic-factsheet_active-labour-market-policies_en.pdf
European Commission. 2015. Demography Report – 2015 edition. Retrieved November 22, 2017 from: http:/ec.europa.eu/Eurostat
Gross-Gołacka, E. (2018). Zarządzanie różnorodnością. W kierunku zróżnicowanych zasobów ludzkich w organizacji, Difin, Warszawa.
Gross-Gołacka, E. (2016). Rola koncepcji zarządzania różnorodnością w doskonaleniu organizacji. Problemy Jakości, nr 4.
https://www.czso.cz [access: 22.11.2017].
http://cfoworld.cz/trendy/prumerny-cesky-manazer-se-narodil-v-roce-1962-a-letos-oslavi-padesatku-1494 [access: 28.05.2017].
Marková, J. (2017). Zaměstnanost v ČR v rámciprogramovéhoobdobí 2014-2020 a strategie Evropa 2020 In: J. Dušek a kol. Nezaměstnanost a determinanty trhupráce v podmínkáchmoderníchevropských ekonomik, Vysokáškola evropských a regionálních studií, České Budějovice, pp. 12–25.
Loden, M., Rosener, J.B. (1991). Workforce America! Managing Employee Diversity as a Vital Resource, Business One Irwin. Illinois
Mor Barak, M.E. (2011). Managing Diversity. Toward a Globally Inclusive Workplace, Sage Publications, Thousand Oaks. CA
OECD data. Retrieved May 29, 2017 from: https://data.oecd.org/entrepreneur/enterprises-by-business-size.htm
Özbilgin, M.F., Tatli, A. (2008). Global Diversity Management: An Evidence-Based Approach, Palgrave Macmillan, Basingstoke–New York.
Rakowska A. (2014). Różnorodność zasobów ludzkich – stan badań i wyzwania, Prace naukowe Uniwersytetu Ekonomicznego we Wrocławiu nr 349, UE, Wrocław, pp. 351–360.
Rakowska, A., Sitko-Lutek, A. (2015). Zarządzanie zróżnicowanym zasobami ludzkimi a koncepcja i modele. In: A. Jaki, M. Kowalik (Eds.), Współczesne oblicza i dylematy restrukturyzacji, UE, Kraków, pp. 41–53.
The Share of Women in Top Management, (2014). Deloitte Corporate Governance Centrum. Retrieved May 28, 2017 from: https://www2.deloitte.com/cz/cs/pages/about-deloitte/articles/cze-zeny-ve-vedeni-firem-zdravitnictvi-farmacie-pojistovnictvi.html
Thomas, R.R. Jr. (1991). Beyond Race and Gender. Unleashing the Power of Your Total Work Force by Managing Diversity, AMACOM, New York.
Thomas, R.R. Jr. (1999). Building a House for Diversity, AMACOM, New York.
DOI: http://dx.doi.org/10.17951/ijsr.2017.0.6.23
Date of publication: 2018-04-25 11:09:14
Date of submission: 2018-01-10 20:27:14
Statistics
Indicators
Refbacks
- There are currently no refbacks.
Copyright (c) 2018 Elwira Gross-Gołacka
![Creative Commons License](http://i.creativecommons.org/l/by/4.0/88x31.png)
This work is licensed under a Creative Commons Attribution 4.0 International License.