Organizational Diversity Management †Myassignmenthelp.com

Question - What is the importance of understanding and managing diversity in the workforce in order to improve an organisations performance? Answer - Introduction The meaning of organizational diversity is the different ways in which all the characteristics within a particular work unit vary from each other in terms of their sex, race, age, education, or even the functional background. Although diversity may occur in regards to any of their characteristics the main aim will be on the means of diversity which is related to its stability, their known features and also their demographic concepts. Hence to understand how these characteristics will shape the company its important to study the organizational behavior of that organization. A number organization speaks about the benefits of organizational diversity and they find it difficult to manage diversity in the proper manner.Therefore the advantage of having a diverse workplace helps in making higher quality decisions. The people who work in a more diverse workplace have different perspectives and opinions. These individuals often have more alternative ways and think in a more creative way when making decisions (Pollar et al (1994). The team members think of various solutions to solve these problems in different ways. Hence this study shows that these organizations result in making higher quality decisions. Therefore it is essential to have this kind of a diverse workforce which makes a huge difference on the company and also increases its creativity in decision making. When the demographic force and an increase in the business globalization combine then the management faces many cultural differences which are related to the corporate world. Diversity also gives birth to many approaches and old practices where there were long-standing problems. These changes in organizations often cause trouble for the individuals. Hence the people who have strong opinions regarding certain groups may find these changes in the demographics of the work force challenging because they hold a position that may not be able to maintain the groups that are removed from their work place and are a llowed to compete in order to achieve their positions. A company which has a diversity management workforce will have services that are appreciated by a larger area of customers. Many companies like PepsiCo were able to increase the percentage of minorities in many levels of the company which also included organizational management. These organizations experienced a very big growth and also gained high revenue from the result of the diversity efforts that were made by the products launched. Diffrenet organizations use different management strategies to make sure that it efficiently helps in the functioning of the organization. Hence a management system that removes the differences found in a multicultural workforce often brings a high level of productivity for the organizations as well as the individual. Therefore managing diversity can also be defined as the ongoing process that explores the different capabilities and talents which help in bringing about a diverse community and society that includes a clean atmosphere with no differences and also makes people experience a diverse and full potential environment which has a cultural context where every individual benefits from multiculturalism as the best way of managing diversity. In the initial stage the management followed a method called melting pot approach to differences in the workforce (King, Albert S (1995). It was this approach that would make little difference with the majority group but later was seen that th e employees did not set aside their beliefs, lifestyles and values when they come to work. Hence it is very essential to recognize these values and differences by learning the management practices that relate to different lifestyles and work styles included in the diverse group. Therefore diversity management also helps in creating a culture that supports all the employees who effectively manage the organization. By creating such a atmosphere it is important that the management should support the workplace strongly and its diversity as the companys aim and also include few different techniques in their business strategies. Therefore diversity management also provides an advantage in the flexibility and creativity areas which are the main key to competition of the organization and results in making a flexible and adaptable organization which is benefited by the customers. Hence a heterogeneous group has always helped in reaping better results and solutions that has a higher level of analyzing the strategies in a more critical way. This analysis plays a very important role when the company is facing major changes and self-examination to come up with more effective ways for operating the organization (Sippola, A.et al (2007). This type of effective management of diversity helps in developing a more well reputed company and will also have the ability to bring out the best talent from other organizations that are drowning and this also is timesaving in recruitment and lesser money is used in the turnover costs. The company plays its role of a public sector by showing the diversity of the company and also helps in the increasing demand to provide services to a wide number of customers. Hence these result in the establishment of very few resource managers who have seen the need to adapt these different management practices so that they can overcome the problems of this diversification which results in giving good results in the workplace. These theories aim at increa sing the representation of individuals that come from various cultural backgrounds in the organization (Goffee et al (1997). The main aim of this approach is to change the organizations culture by changing the demographic content of the workforce. The next approach is the sensitivity of diversification where it enables the organization to see the potential difficulties that are gathered by the individuals from various backgrounds and cultures in the workplace. Hence by diverse training these difficulties can be sorted out for the employees who aim at reducing discrimination and help in promoting communication collaboration. The third factor is known as cultural audit in which the difficulties that the employees of diverse backgrounds experience are identified and then the company is modified in its practices accordingly. The audit is performed by consultants that are from other organizations and who get data from surveys and groups and then identify the areas in which employees are from the higher group feel that they are not performing their best in the organization. The last approach aims at gaining the organizational results by focusing on diversity management as a means for attaining these ends. In this strategy the managers identify the link between diversity management objectives and the desired organizational outcomes. Therefore these choices are viewed in the concept of environmental factors such as the changing labor market composition, the global economy, shifting to a service economy, and the pressures of the government and the law. Hence by analyzing these approaches organization determine the specific benefits it expects to gain from its diversity management and how these are connected to its entire strategy in the area of business. Conclusion Therefore it can be concluded that there are many ways for implementing diversity management these emphasis the adapting forces to the workforce which is increasing in its diverse management and to finally gain a competitive advantage (PatrickH. A. (2010). Managing diversity can be divided into three main aspects these include the voluntary nature of the organization, the use of a broad definition of diversity and also at providing benefits to the company. Therefore by applying these diversity management techniques a company has many advantages in many areas such as problem solving, corporate image, and marketing. The challenge of management is to remove the harmful effects that come along with cultural differences as well as economic disadvantages (OzbilginM. et al (2008). Therefore, the main aim on for an organization which applies these management approaches aims at providing a good motivator for companies to reform its programs, but this does not neglect the moral and ethical mis sions in any aspect. Therefore to overcome these limitations, the organization management has to focus on increasing the profits of the company and also in making sure it is socially justified in all the aspects. References Goffee, Rob "Cultural Diversity InThe Complete MBA Companion.Pitman Publishing, 1997 King, Albert S. "Capacity for Empathy: Confronting Discrimination in Managing Multicultural Work Force DiversityBusiness Communication Quarterly.December 1995. OzbilginM.,TatliA.(2008).Global diversity management: An evidence-based approach.London, England:Palgrave PatrickH.A. (2010)Organization culture and its impact on diversity openness in the information technology organizational context Dimensions. Pollar, Odette and Rafael Gonzalez.Dynamic of Diversity: Strategic Programs for your Organization.CrispPublications,1994. Sippola, A. and Smale, A. 2007. The global integration of diversity management: A longitudinal case study. International Journal of Human Resource Management 18:11. The Special Issue of Global Diversity Management.