Importance of Workplace Diversity
Discuss about the Introduction of Management for Multiple Perspectives Approach.
Today in the modern era of modernization and globalization, diversity plays a major role in every organization either it is an MNC or any other business organizations. Diversity has become one of the major issue because it not only affect performance of the employees and the organization but also create an adverse impact on the image, goals and reputation of the company. In addition to this, the major problem faced by the organization is workplace diversity. It is not an easy task for any manager to control the workplace diversity in a most effective manner because it involves many challenges and hindrances (Eagly and Chin, 2010). However, it requires lots of efforts to manage workplace diversity. It is very important to manage work place diversity, managing employees, managers, and also activate several programs so that organization can be more involved into innovation. There are many reasons behind the major concerns related to work place diversity.
In general, diversity can be defined as distinctions and likenesses that is created among the representatives such as age, sex, gender, religion, social foundation, handicaps and sexual introduction. The main aim of the preparing this report is to examine the importance of diversity management and what are the challenges that has to be faced by the employees in the organization along with the recommendations that will helps to eradicate such issues in a most effective manner.
Generally, this report aims at discussing the importance of controlling and managing the workplace diversity. This can only be done by gaining the organizations objectives and mission in long term. Addition to this report, it also includes the value of diversity as a major topic to be taken on priority. The report also analyze what is the importance of work place diversity for the organization, managers and employees. And it can also be improved by applying some methods, procedures and ways that will help the environment and the workplace too. In addition to this, the report also analyze certain questions like what are the reasons behind considering diversity as an important tool for any organization to achieve success. Along with this question, it also includes the opportunities, challenges, and issues of the diversity faced by any firm (Griffin, 2013).
The main idea behind this report is to know the modernization and globalization issues related to any business organization. It also includes managers that aims at managing the work place diversity. However, today every managers are facing lots of difficulties in managing diversity.
In the recent scenario, diversity at the work place is very clear subject which must be understood by the managers in any organizations. The issue must be paid special attention because it do not only affect the performance of the individuals but also affect the overall success of the organization such as the growth strategy, firm’s objectives and goals, and other many policies as well. But once the managers are capable enough to manage the diversity issues at the work place then it will benefit a lot to the organizations as well as employees. Let us take an example, work place diversity aims at promoting innovations and minimize the issues related to organization in a very effective ways (Trompenaars and Hampden-Turner, 2011). Additionally, diversity at work place also creates an opportunity in creating an attractive and dynamic work markets that will boost the employees morale and uplifts the productivity as well. Similarly, it can also be examined that a leader must be elected who will lead the business in the global market and boost the business team because it will help to achieve the objectives of the organization (Kapoor and Solomon, 2011).
Challenges and Opportunities
Nevertheless, it is very important for the organizations to choose a wise leader who will work both as an external coach as well as internal sponsor. So, the organization needs global leaders who will be capable enough to manage the organizational, cultural, language and physical differences (Shultz and Adams, 2012). They will also be liable to pay attention on the quality aspects and coordination factors so that every team members will be equally responsible to work as a team. Additionally, diversity at the work place helps any business to maintain a strong relationships with both insiders, stake holders and outsiders. Apart from this, diversity at work place also helps to foster innovation along with creativity in any organizations (Shore, Randel, and Singh, 2011).
Diversity at workplace also enable to motivate employees and encourage them in order to generate more production and increase more profits. It also provides huge number of advantages to the organizations to increase the success. Similarly, it also create an opportunity for the organization such as the power of Anticipation. Power of Anticipation helps an organization to create competitive advantages in terms of modernization and globalization. It also provide aid in terms of innovation and creativity which helps an organization to use its resources in a most effective and efficient ways. At the same time, diversity at work place also help in unlocking the potential that exists inside the employees which they refuses to show (Schermerhorn, Davidson and McBarron, 2014).
There are several challenges and opportunities while measuring diversity at work place. Today, business is more complicated and difficult to understand because of its dynamic nature. Today in 21st century, business involves large number of complications while working in a diverse team in an organization. Likewise, if the diversity at the work place acts in a negative way then it will but obvious affect the performance of the organization and managers and also minimize the chances of success of the organization. The major challenges faced are mentioned below.
- Resistance to change
Change is one of the main issue for any managers in any organizations. For an example, there may exists some laborers or the employees that may refuse to accept the changes that take place in a firm. They may deny to transform themselves according the work environment. Similarly, they may avoid to accept the changes that even results in positive aspects. It simply means that all the changes regarding social changes, cultural changes and environmental changes may sometimes be accepted or may sometimes be denied as well. Generally these types of issues are faced by new managers because they fails to resist to change (Parry and Urwin, 2011).
- Communication
Communication has also become one of the critical issues in today’s era. Communication problems are also generally faced by new managers. Communication barriers includes problems in perception, cultures, languages and many more. Due to changes in language, culture and perception, communication gaps takes place and it affects directly to the managers, employees and the overall organization. Communication gaps can be reduced by creating and adopting several programs related to diversity such as cross cultural strategy. Cross culture strategy helps an organization to deal with the communication gaps in a more efficient manner (Barak, 2016).
Thus, it is very important to manage such issues in order to deal with the successful deal of the organization. To resolve such issues, proper procedure must be followed and executed along with the supervisors with a specific objectives and goals (Allen, and Eby, 2011).
Likewise, there are many opportunities involved in workplace diversity. It has a wide scope and a competitive advantages for the organizations in today’s generation. Work place diversity aims at creating many valuable and significant opportunities generally to new managers. The opportunities generated must be fully utilized so that all the issues mentioned above can easily be solved. Some of the opportunities are mentioned below.
Diversity at work place helps in the effective implementation and execution particularly for new managers. For instance, new managers will be motivated and encouraged to boost the morale of other team members in the organization which will help them to increase their productivity. Similarly, the performance of the company will be improved based on the individual basis. Additionally, it will also help managers to create new ideas for innovation that will create a competitive advantages for the company and also reduce the communication gaps. By getting involved in such a huge pool of ideas, the managers will be able to work more effectively and efficiently (Colquitt, Lepine, Wesson and Gellatly, 2011).
In addition to this, it also helps managers to increase employee satisfaction and develop a team work. It also aims at improving the leadership qualities along with the managerial skills that will help any organization to run successfully and achieve its desired goals and targets. Moreover, it will also give an opportunity to the managers to solve complex problems that takes place in different areas.
Conclusion
Thus, from the above report, it can be concluded that diversity at work place is a must paid attention factor for any organization because managing work place diversity is a complex task which requires lots of managerial skills and qualities. It also to achieve the company’s mission and vision along with the desired goals and objectives (Thomas, 2012) In addition to this, it can also be summarized that diversity at work place helps to create competitive advantages for the potential employees by providing plenty of resources available to them. It also increases the productivity and global marketability. Similarly the report also includes the issues related to diversity such as differences in ideas, culture, communication, and other many factors as well (Canda, and Furman 2010).
References
Allen, T.D. and Eby, L.T. eds., 2011. The Blackwell handbook of mentoring: A multiple perspectives approach. John Wiley & Sons.
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Canda, E.R. and Furman, L.D., 2010. Spiritual diversity in social work practice: The heart of helping. Oxford University Press.
Colquitt, J., Lepine, J.A., Wesson, M.J. and Gellatly, I.R., 2011. Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Irwin.
Eagly, A.H. and Chin, J.L., 2010. Diversity and leadership in a changing world. American psychologist, 65(3), p.216.
Griffin, R.W., 2013. Fundamentals of management. Cengage Learning.
Kapoor, C. and Solomon, N., 2011. Understanding and managing generational differences in the workplace. Worldwide Hospitality and Tourism Themes, 3(4), pp.308-318.
Parry, E. and Urwin, P., 2011. Generational differences in work values: A review of theory and evidence. International journal of management reviews, 13(1), pp.79-96.
Schermerhorn, J., Davidson and McBarron, E., 2014. Management: Foundations and Applications (2nd Asia-Pacific Edition). John Wiley & Sons.
Shore, L.M., Randel, and Singh, G., 2011. Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37(4), pp.1262-1289.
Shultz, K.S. and Adams, G.A., 2012. Aging and work in the 21st century. Psychology Press.
Thomas, K.M. ed., 2012. Diversity resistance in organizations. Psychology Press.
Trompenaars, F. and Hampden-Turner, C., 2011. Riding the waves of culture: Understanding diversity in global business. Nicholas Brealey Publishing.
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