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The importance of managing diversity in the work place
inclusion of diversity in the workplace
The importance of managing diversity in the work place
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Diversity in the workplace is not a new idea or concept. From the late 1800’s to the early 1900’s the majority of people living in the United States were immigrants from other countries including Italy, Russia, and Ireland. Each of the members from these countries spoke different languages, came from different cultures, and had different customs and work ethics. Acceptance to them was fought for in the workplace in industries such as coal, steel, automobile manufacturing, and other labor forces. This type of struggle still continues today in the workplace from cultural differences, and language differences to racial and gender differences. This paper will examine the obstacles managers face when overcoming generational differences between generation X and Y as well as overcoming cultural and gender differences in the workplace.
Differences in Generation X and Generation Y
Although widely debated, the consensus is that the birth range for generation X and generation Y are from 1965 to 1980 and 1980 to 2000 respectively. According to Mhatre and Conger, “currently there are around 48 million individuals belonging to generation X, while generation Y is around 30 million” (Mahtre, K. and Conger, J., p. 73). These two generations differ in many ways. For instance, people in generation X prefer a more independent style of work. They do not like to be micromanaged and would rather be given the freedom to do their work and go home. Generation Y members, however seek guidance from their supervisors and would rather work in a team that includes structure, direction and collaboration.
People from Generation X tend to be very negative and pessimistic with their outlook on life and work. In contrast, generation Y members are ve...
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Conclusion
In an ever changing workplace, with more people becoming part of the organization with varying backgrounds, it is important that the leader be able to handle issues that are related to the diversity within. If the leader will follow the six steps mentioned above, he or she will be able to better manage the issues that come with working in a diverse workplace.
Works Cited
Bateman, T., and Snell, S. (2013). Management: Leading and Collaborating in a Competitive World, 10th Ed. New York, New York, McGraw-Hill.
Clawson, J.G. (2012). Level Three Leadership, 5th Ed. Upper Saddle River, NJ: Prentice Hall/Pearson.
Mhatre, Ketan H.; Conger, Jay A. Journal of Leadership Studies. Fall2011, Vol. 5 Issue 3, p72-76.
Mortazavi, Shahrnaz; Pedhiwala, Nisreen; Shafiro, Maggie; Hammer, Leslie. Community, Work & Family. May2009, Vol. 12 Issue 2, p251-273.
Since both authors can relate to both age groups, they have written this article to describe the reasons behind Gen Y’s characteristics and allow older generations a chance to understand their younger counterparts. The article is written not towards Gen Y but instead is written for their critics. Since the article allows readers inside the lives of Gen Y members, it is directed at people who do not already understand this generation and all it has to offer to the world. The authors’ knowledge of the criticisms that Gen Y faces allows them to portray their purpose to intended audiences. They do all of this while remaining mindful of older generations that work full time and live busy lives by breaking the article up with headings and subheadings that allow readers to read only sections at a
Diversity is the piece that makes the modern workforce so amazingly unique and challenging at the same time. Valuing diversity means creating a work environment that respects and includes differences, recognizing the unique contributions these differences can bring, and maximizing the potential of all employees and the company. In The Loudest Duck, the author describes what often happens when diverse individuals enter the modern diverse workplace. Liswood gives great examples, analogies and shares simple insights into the hardships of bringing people from diverse backgrounds together to accomplish goals. The main emphasis is put on recognizing that diversity strictly by statistics of different races and/or genders present is insufficient.
Pierce, Jon L. and John W. Newstrom (2011) 6th edition. Leaders and the Leadership Process.
Clawson, J.G. (2009). Level Three Leadership: Getting Below the Surface, Upper Saddle River, NJ: Prentice Hall. (p.85)
Diversity is a composite of racial, gender, ethnic, nation origin, cultural, attitudinal, social-economic, and personal differences. With the many legal implications and issues surrounding every aspect of the Human Resource function, the human Resource department must be prepared to resolve issues in a timely and cost efficient manner. With the saturation of laws surrounding personnel, nearly every decision made by the Human Resource Department has the potential for legal suits. Even if the Human Resource department has done everything that is required of them, it can still be costly to defend it. That is why supervisors, managers and workers must be trained on managing diversity in the workplace.
To be successful in managing diversity in the workplace first one must understand it from a personal perspective. To be able to derive knowledge and strength from one’s lineage and differences shows deep facets in character. These traits show brilliantly when dealing with individuals of many cultures and backgrounds in the workplace. A leader with this ability can handle everyone uniquely and ethically and is in tune with what differentiates one associate from the next. Once one has a firm grasp on who they are then and only then can one expect to have the aptitude to lead a diverse team.
By 2025, about 75% of the American workforce will be made up of Generation Y workers, said Emily Matchar, author of “Why Your Office Needs More Bratty Millennials.” Generation Y, also known as millennials, are those who were born within the years 1982 and 1999. Time management has become a persistent issue for people in the United States because of the lack of flexibility in the workforce. Work is taking over people’s lives. The current generation of workers tend not to demand because of the fear of unemployment; jobs are scarce these days. Generation Y workers have shown that they will not accept today’s hierarchical workplace, on the contrary, they will begin to change the workplace to their likings.
Merriam-Webster defines diversity as “the condition of having or being composed of differing elements; especially the inclusion of different types of people (as people of different races or cultures) in a group or organization” (Merriam-Webster, 2016). With diversity including many different elements, the concept of workplace diversity also covers a broad spectrum of topics, and continues to evolve as many companies look to expand globally. This subject has become increasingly important among managers over the last couple of decades, and has helped to reinforce other concepts such as affirmative action and equal opportunity employment. While most people believe that everyone should have the same opportunities available to them, and that we
The workforce of America is more diverse than it has ever been. White male upper class men no longer solely dominate companies. Women, people of color, and other minority groups are now rising in the ranks and demanding change. How can one know all the ways to manage such a diverse group of employees? Through a variety of ideas, experiments, and attempts, leaders across the nation are looking for solutions to this answer. Not only are people coming from different ethnicities, we are also experiencing a great influx of workers from nations all across the globe. To keep the level of job satisfaction high, workers must be able to feel comfortable in their workplace environment. It is almost impossible for a person to know everything about all cultures and be aware of what may or may not offend a person from a different ethnic group. What must be done is to teach cultural awareness and diversity training. Basically what I have discovered in reading the journal articles is that there is no one right way to run a company but there are definitely ‘better’ ways when it comes to cultural sensitivity in the workplace. As I continue my research, I am looking to find what some of the most effective ways to manage a culturally diverse workplace. Some of the issues that I am coming across are related to gender, race/ethnicity, communication patterns, and power struggles. I feel this subject is very relevant to our course because as we focus on management and human relations, we must take into account the humans that we are managing. Even if we just look at the diversity of our class we see how different our perspectives can be. To be an effective manager in this day and age, cultural diversity issues must be given serious consider...
Bateman, T.S., & Snell, S.A. (2011).Management: Leading and collaborating in a competitive world (9thed). New York, NY: McGraw-Hill Irwin.
In the workplace, it is common to encounter individuals of different cultures, ethnicities, and genders. This diversity can either lead to an introduction of new work methods, or it can lead to conflict between coworkers. In order to avoid conflict, and have all employees work as a cohesive team, managers must educate themselves, and their employees on the topic of cultural diversity. In order for your practices to be considered effective, you must not only respect and recognize an employee’s diversity, you must use their difference to benefit them.
Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses. It needs a certain numbers of policy and regulations to follow and adjust before businesses or organizations are actually considering diversity. Also, work diverse group come from people that has different ages, ethnicity, and sexual orientation working together to form a multicultural workplace. There are some
Joplin, J.W., & Daus, C.S.. (1997). Challenges of leading a diverse workforce. Academy of Management Executive,
Robbins (2013) recognizes that baby boomers have an enormous hard-working attitude with a definitive want to characterize themselves through their expert achievements. Baby Boomers, born between 1946 and 1964 value their achievement, ambition, loyalty to career and dislike to authority in competitive workplace (Robbins and Judge, 2017). Gen Xers, born between 1965 and 1977, who are independent-minded like work-life balance, team-oriented, loyalty to relationship and dislike of rules. The generation born between 1978 and later, known as Millennials value flexible hours, teamwork and collaborative culture, career development, loyalty to both self and relationships with employers and dislike the formality of regular meetings if there
There are many generations in society such as Traditionalist, Baby Boomer, Generation X, Y, and Z. Generation Z is the youngest generation in the list. However, in any work place, Generation Y, which is known as an Echo Boomers or Millenniums, is the youngest. No one knows how it emerged, but it began in 1998 and ended in 2006. The people in this era were born between 1977 and 1994, which is my generation. In the United States, there are seventy one million Generation Y-ers, which takes up the largest part of population. Unlike other generations, Generation Y has very outstanding abilities and environments to success. Those abilities and characteristics are efficient in business and companies. Also, Generation Y’s remarkable characteristics affect their social lives a lot. The Generation Y is very family centric, and able to catch up the trends. Their general cultures are pop-music, iPods, social websites, like Facebook and Twitter, and anything that relates to technology. In principle, Generation Y-ers are optimistic, social, and have high self-esteem. Those characteristics bring many pros and cons to hire them. Pros are general mostly, but cons are not true mostly because of misconceptions.