Organizational Management
Student Name
Course
Date
2
Question 1: Strategies to Avoid Discrimination
Establishing a fair and inclusive work environment is a critical responsibility of the
organizational managers. It is, therefore, paramount for managers to ensure that employees will
not be subjected to discrimination during the designing of employee motivation and development
programs. Discrimination hampers individual growth and negatively affects team dynamics and
general organizational success. To deter discrimination in the workplace, managers can implement
numerous discriminatory practices as a proactive measure to encourage equal opportunities,
respect, and fair treatment of all employees regardless of race and ethnicity.
The first strategy to avoid discrimination in employee development programs is the
implementation of clear and objective programs to support employee motivation and personal
development. The programs should be guided by objective factors, including performance, skills,
experience, and potential, while diminishing bias and subjectivity in the selection phase and
promoting employee equality. The second way is to perform regular employee performance
reviews, identify areas needing improvement and offer constructive feedback to develop an
acceptable level field and eradicate potential biases.
According to Mayhew (n.d), managers should be on the frontline to empower employees
by creating an atmosphere accommodating their participation and input. The organization's
manager should ensure that employees are actively involved in developing and implementing
programs to recognize better individual interests, preferences, and possible areas for development.
Implementing such an inclusive approach encourages employees to customize the programs in a
way that will work for them and aligns with their unique talents and needs, thus eradicating
discrimination.
3
Moreover, managers should focus on providing employees with diverse development and
training opportunities that cater to the unique needs of the employees. Exposing employees to
diverse workshops and programs and offering the necessary resources to support them will go a
long way in fostering growth opportunities and eradicating discrimination based on individual
attributes and abilities (Mandelbaum et al., 2023). In addition, the manager should actively address
and monitor biases by regularly assessing the outcomes of the development programs to gain
insights into underlying patterns of discrimination. If deficiencies are identified, managers should
take an active role in implementing correctional measures, such as implementing a more just
system that exposes employees to equal opportunities.
In summary, managers have the ultimate role in creating employee development programs
free from discrimination by relying on inclusive and proactive measures for guidance. Achieving
this responsibility requires managers to implement transparent training and development
programs, conduct regular performance appraisals, engage employees in decision-making, provide
diverse training and development opportunities, and support them with the necessary resources to
shape them into competent professionals. Implementing the highlighted measures above will not
only lead to the employees' personal growth. Still, it will also act as a threshold to foster
productivity, teamwork, and general organizational success.
Question 2: Elements to Develop Effective Programs
Designing functional development programs is vital for corporations to cultivate employee
productivity, engagement, and general performance. Managers can use several elements to
encourage employees to attain their full potential and accomplish the desired organizational goals.
The first step is to set clear goals and objectives which align with employee goals and the
company's strategic objectives. Doing this will place employees in a better position to understand
4
their role in contributing to the general success of the organization. More so, providing clarity in
what the company is doing will create a sense of direction and purpose, thus encouraging
employees to continue striving for excellence (Kundu and Lata, 2017). The second element is for
the manager to personalize organizational development plans ensuring that employees' unique
weaknesses, interests, and strengths are recognized. The manager can attain this by offering
customized coaching, training, and mentorship opportunities to ensure that all employee's needs
are addressed and that they will feel supported and valued, ultimately surging job commitment and
satisfaction.
Another crucial element is to foster an environment that will provide employees with
learning opportunities, including online courses, webinars, and internal-knowledge sharing
podiums to increase the ability of the employees to acquire new knowledge and skills. It will also
indicate an organizational willingness to invest in employee growth and offer them diverse
opportunities to grow individually and advance their careers (Akhmetshin et al., 2018).
Additionally, providing timely feedback and recognizing excellence are key elements to
understanding employee performance, identifying weak areas needing improvement, and key
resources to surge their ability to attain the set goals. Managers should also emphasize minor
accomplishments and implement timeless motivational strategies to keep employees motivated all
year round, reinforce positive behavior by implementing fair disciplinary policies, and enhance
motivation.
Lastly, managers can foster longevity in employee commitment and motivation by
providing transparent career pathing opportunities. This can be sustainably accomplished by
identifying possible career trajectories for employees to pursue, catering avenues for promotion,
and offering diverse professional opportunities. Employees are likely to stay motivated in the long
5
term when they are provided with adequate opportunities that will enable them to stay motivated
and committed to their work. In summary, effective implementation of development programs is
important in enabling organizations to strengthen employee productivity, engagement, and general
success. It also plays a central role in instilling a positive work environment that supports and
nurtures employee motivation, growth and propel the organization towards success.
6
References
Akhmetshin, E. M., Morozov, I., Pavlyuk, A. V., Yumashev, A., Yumasheva, N., & Gubarkov,
S. (2018). Motivation of personnel in an innovative business climate.
Kundu, S. C., & Lata, K. (2017). Effects of supportive work environment on employee retention:
Mediating role of organizational engagement. International Journal of Organizational
Analysis.
Mandelbaum, A., Dzubay, S., Chaiken, S. R., Doshi, U., Katlaps, I., & Caughey, A. B. (2023).
Preventing Eviction During Pregnancy: A Cost-Effectiveness Analysis of a Theoretical
Safety-Net Program. American Journal of Obstetrics and Gynecology.
Mayhew, R. (n.d.). Workplace Programs That Reduce Racism and Discrimination. Small
Business - Chron.com. https://smallbusiness.chron.com/workplace-programs-reduceracism-discrimination-11533.html