Maori Culture for Human Resource Management - myassignmenthelp

Question: Discuss about theMaori Culture for Human Resource Management. Answer: When the recruiter has to choose only two candidates for the job in an IT service organization out of the given four candidates, then the recruiter must recruit the candidate who belongs to the maori group and the other person should be the Indian candidate. The management should recruit these two candidates as, the candidate from maori subculture group, is unfortunately is seen as a backward class in the land of New Zealand and they are deprived of many modern facilities and social securities (Te Huia Liu, 2012). In this case, it is seen that the maori candidate has below average qualification due to various oppressions and lack of opportunities, but he or she has a enthusiasm to succeed in life and this kind of passion can force the candidate to do something beyond the expectation, to prove what they are capable of. On the other hand, the Indian candidate also needs to be recruited as he has all the necessary qualifications to get selected but he has work experience only in his ow n country (Orange, 2015). In this situation the organization has already chosen the maori candidate despite his lack of needed qualification to give him a chance to showcase his or her skills but for choosing the second candidate, they had to keep it in mind that they should not compromise with qualification (Sorrenson, 2013). Thus the Indian candidate becomes the automatic choice. The Indian candidate might not be accustomed with the way of working in New Zealand, but having relevant work experience and needed academic qualifications, it would not be a problem for him to get accustomed to the way of working in a different nation. According to the regulations led out by Human Rights Commission, there are some specified acts while recruiting candidates for work purpose, which can be categorized as discrimination in the recruitment process. In this case, it can be said that the recruitment process should not be biased on the ethnicity of the candidate, thus the Human Rights commission would entertain no racial discrimination. Another act that is forbidden by the Human Right Commission is, religious discrimination. It can be said that, the recruiters must keep in mind the recruitment process should not be biased on the religious beliefs of the candidate as doing so would violate the laws of discrimination that is set by the Human Rights Commission in New Zealand (Muriwai, Houkamau Sibley, 2015). In todays world in most of the organizations, multicultural background is common including various religious beliefs. Some people do some rituals those are important in their religious branch and some wear different types of hairstyles, some people keep beard, and organizations must respect these (Laudon Laudon, 2016). It is a matter of fact that, if organization restricts them from performing their religious acts the motivation level of the workers would suffer and showing any kinds of negative remarks in the recruitment process regarding these sensitive issues would be counted as religious discrimination. On the other hand if the recruiters discriminate the candidates according to their race are it in a direct way or indirect approach it would be definitely counted as racial discrimination in the process of recruitment and that is not at all tolerable (Muriwai, Houkamau Sibley, 2015). Whenever the recruiters select a candidate being biased on other criteria apart from the work experience and the academic qualification, it can be said that discrimination is present in the recruitment process. The best way to escape from the claims of discrimination in the recruiting process is by hiring candidates by very closely following the criteria developed by the management of the organization and maintaining uniformity in the process of the hiring (Laudon Laudon, 2016). Apart from that, the recruiters must provide a brief details regarding why the candidate did not get selected to avoid these kinds of unwanted allegations ethically. Treaty of Waitangi can be described as a blunt evidence of the partnership of the British rue and the Maori people of New Zealand. The treaty took place aiming a unity among the people, but in many cases, different interpretations and various breaching of the treaty caused some conflicts (Armstrong Taylor, 2014). After 1970, common people came to know about this act and the general efforts to respect the treaty and the principals of the treaty are seen expanding in a rapid manner (Muriwai, Houkamau Sibley, 2015). It is a matter of fact that, the treaty of Waitangi is an agreement that was made in the year if 1840, between the monarch of Britain and the Maori people of New Zealand. After this treaty, New Zealand became a colony of Britain and the Maori people became he subjects of the British Crown (Bennett Roughan, 2012). In some cases, British people and Maori people had different understanding of this treaty. According to this treaty, New Zealand became a nation having two diffe rent cultures, and those are Pakeha and Maori, but as New Zealand is a country having more than two cultures, the nation is widely known as a multicultural nation. The New Zealand Federation of Multicultural Council ensures the consciousness among the various ethnic communities of the aspirations, needs and the status of the Maori people. The Federation thinks that New Zealand is a multicultural country and in this country, Maori people must have a special social status as they are the people of the land and thus they must possess some special rights that are stated under the Treaty of Waitangi (Haar, Roche Taylor, 2012). It is seen that the diversity is present in the workplaces of New Zealand, and it is mandatory for each of the employees to be aware of these facts and they must try to work together. Each employee is expected to accept the diversities of the ethnicities in the workplace and show respect towards each ethnic group. Biculturalism of New Zealand is portrayed in vario us official statements are generally communicated in Maori language and in English language (Armstrong Taylor, 2014). The Institution of IT Professionals is a nonprofit incorporated organization in the land of New Zealand. The IITP promotes the education and higher level of professional practice among the IT professionals. Before 2012, IITP was popular as New Zealand Computer Society Inc. On the first day of work of the employees, managers should stress on the induction process for the new employees (Laudon Laudon, 2016). The aim of this induction training should be to let the new joiners to get accustomed with the work culture of the organization and to allow them to work with efficiency within a short span of time. The management of the organizations should be careful regarding the first day of work of the new joiners. The management should not overload the new employees with information and they should explain what are expected from them and what might be their responsibilities for a transparent way of working within the organization. The management should engage in using various techniques to allow the new employees to learn things within a short time (Armstrong Taylor, 2014). The next thing the management of the organizations should engage in explaining all the human resource policies of the organization to the new employees so that they do not have to face any serious issues in the workplace. The employees should be provided with a list of rules and regulations to maintain the desired office decorum. It is a matter of fact that maintaining the office decorum is a very important matter, thus the management should stress on providing them with full information regarding the office policies. Another thing is important for the management of the organization in the first day of some employees of the organization, and that is the management should collect necessary inputs from the new joiners at the end of their first day at work. These valuable inputs will allow the organization to act according to the desires of the employees, in order to keep them happy and loyal towards the organization (Armstrong Taylor, 2014). In this case, Google as an organization is setting the right example for all the business organization worldwide. Google provides a friendly ambience in the office premises for improving the confidence level and the loyalty of the employees towards the organization. Thus, to conclude, it can be said that for the new employees, the first day at work is a very important day of their career, and the organization should pay attention so that the new joiners do not face any troubles at work and the path of their career remains free of huddles. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bennett, M. J., Roughan, N. (2012). Rebus sic Stantibus and the Treaty of Waitangi. Haar, J. M., Roche, M., Taylor, D. (2012). Workfamily conflict and turnover intentions of indigenous employees: the importance of the whanau/family for Maori.The International Journal of Human Resource Management,23(12), 2546-2560. Laudon, K. C., Laudon, J. P. (2016).Management information system. Pearson Education India. Muriwai, E., Houkamau, C. A., Sibley, C. G. (2015). Culture as Cure? The Protective Function of M?ori Cultural Efficacy on Psychological Distress.New Zealand Journal of Psychology,44(2). Orange, C. (2015).The treaty of Waitangi. Bridget Williams Books. Sorrenson, M. P. K. (2013).Maori origins and migrations: The genesis of some Pakeha myths and legends. Auckland University Press. Te Huia, A., Liu, J. H. (2012). M?ori culture as a psychological asset for New Zealanders acculturation experiences abroad.International Journal of Intercultural Relations,36(1), 140-150.