How does the attraction selection attrition cycle impact the homogeneity of the work place?

Question

What will be an ideal response?

Answer 1

Key points pulled from text: Conventional HR practices tend to produce and perpetuate homogeneity in the workforce as a result of the A-S-A (attraction-selection-attrition) cycle (Groeneveld, 2011; Schneider, 1987; Schneider, Smith, & Paul, 2001). Typically, individuals are attracted to organizations that appear to have members with values similar to their own. In turn, organizations select new members that are similar to their existing members because their hiring continues to make everyone feel comfortable (García, Posthuma, & Colella, 2008). Recruiting practices often emphasize hiring people from sources that have historically been reliable and selecting candidates whose characteristics are similar to those employees that have been successful in the past. As a result, employees who do not fit in well with the dominant organizational culture eventually leave or are fired, creating a selective attrition process that supports and maintains a workforce that is homogeneous (Groeneveld, 2011; Schneider et al., 2001). In the long run, this trend is unhealthy for organizations in that it limits their talent pool, their long-term growth and renewal, and their ability to adapt to environmental changes and tap into new markets.