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Abstract on benefits of diversity in workplace
Abstract on benefits of diversity in workplace
How diversity affects individual behavior in the workplace
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Introduction
Roosevelt Thomas brings to my attention many different points on diversity and the specifics of its meaning in the text, “World class diversity management: A strategic approach.” Interpreting that meaning and understanding his explanation of the notion of diversity is something I would like to discuss in this composition. I will declare on the universal definition of diversity and one focused primarily on workforce (demographics). Beginning with initial definition of diversity, I will then move onto the goals and motives, continuing onto the work values and primary focus, and finishing up with managing diversity in the workplace as it is applicable to this discussion. I will compare the differences between these points and
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He further explains that the redefinition of diversity is to label managing diversity as applicable to workforce diversity and to label diversity management relevant to any diverse mixture (Thomas, 2010, p. 129). My initial elucidation of this supportive of why I feel that Thomas’s Quadrant 4 explanation of diversity enhances the concept of diversity. By placing both sides of the universal definition of diversity, Thomas is able to help people be able to distinguish the applicable definition to each situation. Simply put being in the workplace, applying the situations of diversity as managing diversity and outside of these situations, applying them as diversity management. Within a workplace, managing diversity correctly has a direct effect on the growth, balance, and success of an …show more content…
It mentions that if individuals treat each other as they wish to be treated (i.e. the Golden Rule), then there will be better solidity amongst the company. This applies a little differently with diversity and it depends on the person. From a managerial aspect, UCSF Human Resources implies that managers should acknowledge the importance of people’s differences and that they should be accepted as valuable (Managing Diversity in the Workplace, n.d.). Using diversity as an advantage as opposed to a disadvantage will enable companies to be able to expand their capabilities by utilizing each individual’s diverse
...ounds bring different talents and suggestions to problems. If the workplace is not diverse, problem-solving could be more challenging. Broader service range is also a benefit from diversity in the workplace. Having employees with diverse skills and experiences, such as speaking different languages and understanding other cultures, allows companies to provide services to customers all over the world.
Aspects of diversity are in concordance with age, cognitive means, cultural factors, disability and other significant determinants. In partners develop at least two definitions of diversity as it is any mixture of items characterized by differences and similarities. Another one is its reference to differences between individuals or any attributes that may lead to the perceptions that another person is different from self. Diversity is truly confounding, as numerous different ethnic and cultural organizations have afforded to the social, monetary aspects and cultural standards of our society. It’s just a matter of considering the brighter side of this matter. It is due to these contributions of the diverse society, people will be even more connected in our general objectives, and united
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.
Diversity has many definitions but only one true meaning. This concept Analysis is dedicated to exploring the broadened sense of diversity through active concepts with respect to term usage, and current literature research to support the understanding and relevance of the term itself.
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
Within an organization, diversity is considered a having a population of people that are of different races or cultures working collectively. From this collection of people, a variance of perspective is formed and talent is fostered in order to maximize performance. These great minds work
Schein in his book “Organizational Culture and Leadership” explains how different believes and behaviors start to be logical when we understand their cultures by stating “When we learn to see the world through cultural lenses, all kinds of things begin to make sense that initially were mysterious, frustrating, or seemingly stupid” (2010, p. 13). This kind of foresight should be the starting point in order to manage the tremendously growing diversity in the workforce nowadays. Leaders and administrators of both public and private organizations through their influence are responsible to promote and manage diversity in an ethical manner.
Traditionally, diversity refers to an assortment of races, ethnicities, genders, ages, disabilities and perhaps sexual orientations. A definition of diversity, however, should not be constrained by traditional categories such as these. Such a definition should also include categories such as religion, educational level, life experience, geographic location, socio-economic background, marital status and work experience. Indeed, each person employed by a company possesses unique qualities that encompass many factors.
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
According to Francois De La Rochefoucauld, “Virtue would go far if vanity did not keep it company.” In Rape of the Lock, Alexander Pope uses the epic form to satirize 18th century English high society. The protagonist, Belinda, represents women within her society through her focus on both beauty and piety. Rape of the Lock provides insight into the duality of beauty and chastity, and the struggle for women to encompass both ideals. These ideals, dictated by society, allowed women to fill their roles as a proper wife and mother. In order to achieve those roles, women adhered to appropriate ideals of beauty and virginity. Belinda fills the role of a traditional woman in 18th century society because she places equal value on beauty and religion. She prides herself on her appearance, yet also displays her religion. Her duality becomes evident in her toilette scene, where she readies herself for the day. Her toilette displays both materialistic goods and religious symbols, providing equal importance to both aspects of her identity. Pope uses Belinda as a symbol for women during the 18th century; she conforms to societal pressures by remaining both beautiful and chaste, a duality which creates a contradictory identity.
For the purpose of this paper, I will define what the term Diversity means, and then I will concentrate on the diversity as a result of geographic origin or ethnic diversity. I will look at how ethnic diversity is managed generally and then how my employer, deals with the diverse ethnic groups in its organization and what it needs to improve on.
Within an organization, there are always people that think and behave differently, all dependent on their personal values and cultures. Efficient managing of the human resources is an art, and it is hard to find a perfect solution/combination. It is important that management recognize and understand that people work differently. This is why it is important to have strong cultural foundations that also guides how employees are expected to behave and work. Thereby it should be easier for management to utilize the work force diversity to something meaningful.
Diversity issues will gain importance because of the effective interactions and communications between the people. Diversity is the reality of the business world. It can have negative and positive impact on the employee’s behaviour towards work and work results. This also depends on how the employees have understood it and grasps it.
people who are different from each other to diverse the company culture to find different viewpoints and ideas to gain Competitive advantage (Simmons, 1996). Organizations that are lacking diversification and which are also being exposed to the general approach of minimizing the discrimination and injustice will unfavorably affect both customer and employee while diminishing the relationships with both parties (Kundu, 2001). Peters et al. (1982) conveyed that OC should create a diverse body of employees, customers and stakeholders that are being valued and integrated in to all dimensions of the work where that particular company may learn from the people they serve, by listening internally and externally to them.
Diversity is all around us and how organizations deal with the notion of diversity can be complex and quite diverse. We know that being diverse in the workplace is important to the organization's success, should be recognized, accepted, and embraced. It’s how the organizations live up to what they believe in and must go above and beyond legal compliance and requirements to promoting diversity and inclusion. Otherwise, employees may view the organization's vision and policies as lip service and only be tolerant of diversity because the organization said so.