There are many factors that apply in the workforce and how people do their jobs. Compared to the past – when people were just thankful to have a job – and compared to the present day workforce, the changing environment in businesses have turned into a multitude of different personalities, generational differences, cross-cultural differences, along with a changing nature of technology. Diversity is an immense issue within the changing environment of business that brings both good experiences and bad experiences to the table. What is diversity; it is about empowering people and capitalizing on all the strengths each one has to make the organization effective, putting policies into place that turns diversity into an understanding, valuing assets …show more content…
The possibilities of having a healthy environment would be beneficial if you could remove such things as biases such as different nationalities, language barriers, religion, social status and even age to name a few, but that will never happen. Our world is expanding and we must expand too. To gain that healthy environment, you have to look at the problems that cause the turmoil and find ways to conquer them. The key to managing diversity effectively is beneficial for both the business and its employees. Bringing diverse cultural backgrounds into a business will bring in unique experiences and perceptions that can benefit companies by strengthening teams’ productivity and responsiveness to changing conditions (Ingram, 2017). An organization can possess employees with different strengths and weaknesses that come from their culture and individuality. When managed properly, employees gain personal growth both individually and as a team. By doing this, you make an impact of the workforce that is greater than the sum of its …show more content…
Facing different levels of conflict can be an underlying cause of the problems. They tend to lack open, flowing communications or using the wrong managerial structure. A large impact on communication is by circumventing a clear chain of command path.
Embracing organizational diversity helps prevent personality conflicts, personal trauma, and supervisor issues. It is the responsibility of the managers to learn what causes these issues or who or what keeps “fueling the fire” (Pirraglia, 2017). Without clear communications to an employee about the chain of command, it causes confusion for the employee who may feel they have to answer to multiple supervisors. With employee or team issues, the incorrect behavior of an employee can escalate into added problems. If you do not take immediate action, you can turn employees against each other. At times these actions can fail but it is up to a manger to find other ways to address the issues, some of which may be more aggressive. Workplace problems can damage an organization by changing the corporate culture that has been cultivated into a high performing
Generally when someone begins speaking about diversity in the workplace, thoughts of Affirmative Action, racial diversity, or even sexual equality are usually foremost in our thoughts. However, diversity in the workplace really is so much more than this, we must also consider aging workers, handicapped workers, those with alternative lifestyles, and even physical traits to name others (For the sake of simplification, throughout this paper these will usually be included in the term, minorities).
The diversity message and its tools must be properly presented to front line associates. A memo or mission statement on a corporate website, or a mandatory ‘Click and learn’ course regarding the companies diversity policy is simply just not enough. There must be an ongoing dialogue, education and encouragement for all employees to grow and thrive. Difference must be celebrated and recognized.
Diversity also encompasses acceptance and respect proving that each individual is unique. It provides a safe and nurturing environment for the employee and will help the organization prosper and succeed. Diversity provides an understanding of each other and helping one to move beyond simple tolerance of embracing and celebrating the dimensions of
This paper is aimed at providing a framework for discussion of diversity and how it pairs with demographic characteristics. It is divided into four parts. Part I represents diversity in the workforce, which reflects the rational of organizations and how they handle diversity in the occupations of their workers. Parts II characterize diversity and age, as it responds to the fact that older people have the skill set to keep them working well past retirement age. Part III denotes religion, where as more employers are beginning to recognize the need to allow employees to take time to pray. Part IV symbolizes the personality traits in diversity and how “different” is not always viewed as wrong but can be an incentive to other employees.
Workplace diversity is having different people of different cultures, different languages, nationalities, and races, all working in an organization. When there is workplace diversity people are able to handle different types of situations because they probably handled a certain problem before so many times from where they come from. Throughout the years businesses have adapted to having more diversity in the workplace because of the benefits it offers. Workplace diversity helps organizations be productive, it builds a strong economy, and brings greater innovation, and moreover it leads to an organization making a profit.
W.E.B. Du Bois wrote “Herein lies the tragedy of the age: not that men are poor, – all men know something of poverty; not that men are wicked, – who is good? not that men are ignorant – what is Truth? Nay, but that men know so little about men.” This quote perfectly embodies the United States of America, with all of the vicissitude contained within our country’s history. W.E.B. Du Bois describes the real “tragedy of the age” as the plain and simple issue of men (people) not fully understanding themselves or as an extension, other people.
However, diversity is defined as the state of being diverse; variety; a range of different things. Organizations have evolved and so has the meaning of diversity in the workplace.
This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:
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).
Living in a country where it was founded by immigrants, diversity is everywhere you go especially in the workplace. There are many types of diversity; ethnicity, gender, religion and age just to name a few. Working in a diverse organization it can give you a taste of the real world, and what you will deal with wherever you go. There is so much diversity in the world today so it is a benefit to experience it in the workplace as well. You are given the chance to learn so many things from different cultures, why wouldn't you want to work in a diverse organization?
In a world that has grown increasingly smaller due to mass media, world travel, and readily available information, the workplace has grown increasingly diverse in both gender and cultural aspects. Individuals no longer live and work within the confines of their geographic locations. At almost any position with any company the individual employee is a part of a larger world economy that harvests assets from the ends of the earth. Because of this, companies seek to capitalize on diversity to become more creative and flexible in their business models.
In the future diversity in the workplace may be required for companies that want to be competitive, because diverse ideas help create new solutions to help overcome obstacles. To take advantage of the synergy that diversity brings to the workplace, companies must develop long term goals and strategies. A long term strategy acknowledges differences and embraces them to encourage free thinking among employees. By incorporating diversity as an asset, companies can better prepare themselves to face the future. As their customers become more diverse, so should their workforce.
Diversity is a value that shows respect for the differences and similarities of age, sex, culture, ethnicity, beliefs and much more. Having a diverse organization, helps notice the value in other people and also how to teach respect to people that might not know how. The world is filled with different cultures and people that might believe in different things as you, but that doesn’t mean you need to treat them any different. It is imperative for people to grasp diversity because it’ll help people how to engage with others in a respectful yet a hospitable way.
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.
Support employees to engage with others effectively: giving certain amount of opportunities, such as diversity skills training, team gatherings, activities outside the working environment.