Abstract
Ways to maximize benefits of an increasingly diverse workforce and client base is a continuing concern for organizational leadership. The current processes for managing diversity continues to be necessary but are not sufficient enough to result in effective outcomes in 21st century organizational environments. Diversity training remains the primary method used to facilitate behavior change. However, existing diversity training is perceived to have failed, calling for a new diversity leadership focus to improve diversity performance. This paper proposes application of the research supporting the self-efficacy construct to build diversity self-efficacy and bridge the gap between diversity training and diversity performance. Also this paper emphasizes that diversity in the work place goes beyond race and gender. Broadly defined, diversity may refer to any perceived difference among people: age, functional specialty, profession, sexual preference, geographic origin, life style, tenure with the organization, or position. It thus gives the evidence to the current situation of work diversity on Hertz Company as well as present thorough analysis of managing differences among members of the work force as well as seeks ways to create a working environment that enables each person to maximize his or her highest potential.
