Similarities between articles
Discuss about the Analysis Of Diversity In The Work Place.
The organizational behaviour is a factor that can be related with the behaviour and the interaction of the employees within the organization. The diversity that is present in the work place will help in getting a better understanding of the values and the differences that are present within the employees in the organization. The organizations needs to have a higher level of innovation within the work place so that the diversity within the work place can be increased. This study will be conducted with the help of three articles that are based on diversity within the work place and the major points of the articles will be summarized properly. Moreover, it will also consist of the similarities that are present within the articles along with the differences. After the articles have been analysed, it will help in providing the recommendations in a suitable manner so that the organizations can harness the diversity in the work place in a better way.
The authors of the three different articles have agreed and disagreed on various points. According to Sinha et al., 2016, the subject-matter of task conflict has been hotly debated by many scholars. In the perspective of the author, in recent era, task disagreement is highly observed in teams, specifically in those areas where few team members possesses high level of task disagreement while other team members perceive low level of task disagreement. This situation can also be termed as team conflict according to the opinion of the author. The author laid emphasis upon the concept of task conflicts and referred it as task disagreements in relation to ideas related to tasks and the methods implemented for the completion of task related goals.
According to the perspective of Guillaume et al., 2017, organizational goals can be achieved when there is organizational and work group diversity. The authors were of the opinion that, for the purpose of making the organization more innovative it is important that there must be organizational diversity. The authors emphasized on the fact that, workplace diversity has created positive impact upon the job performance and the working conditions of the employees to a large extent. The authors opined that according to recent researches, diversity in organizations has created positive and negative impact upon the employees.
According to Nathanael et al., 2012, emphasis has been laid upon the concept of overconfident decision-making. In this regard, it is noteworthy to mention here that the authors intended to highlight the importance of mediation and moderation and the role played by them in the process of decision making. According to the perspective of the authors various factors influence the process of overconfident decision-making. Firstly, the sense of power creates a strong link between power and overconfidence. Secondly, the connection between power and overconfidence is hampered while accessing power.
Differences between articles
In regard to the perspectives presented by the abovementioned authors there are certain points of similarities in which they agreed. It is worthwhile to refer here that the authors agreed on the fact organizational behavioural challenges can be overcome efficient collaboration in teams (Peretz, Levi & Fried, 2015). The authors emphasized on the part that in order to achieve organizational goals focus should be made on team work and employee satisfaction (Murphy, 2017). Any conflict of decision, employee dissatisfaction and the power of making decisions is closely related to organizational behaviour which needs to be taken into account (Jeong & Leblebici, 2017).
The authors examined the various effects of organizational behaviour and emphasized upon the importance of organizational settings (Guillaume et al., 2017). The authors agreed on the part that organizational behaviour is the study of individuals and their interaction within groups. The study of organizational behaviour is concerned with the maximization of resources from individual group members (Sinha et al., 2016). The authors agreed on the part that it is important to establish effective communication between employees. Therefore, emphasis has been laid on the fact that as a result of efficient communication between the employees in a workplace, organizational challenges can be addressed and the working conditions can be improved in the long run (Blader, Patil & Packer, 2017).
The authors emphasized on the importance of employee inclusion (Miranda & Chaddad, 2014). The authors considered various factors which contributed to employee motivation and employee retention (Miller, 2016). The authors were of the opinion that in order to achieve organizational goals emphasis has be made on employee hiring processes and measurable steps has to be taken for the purpose of retaining their employment in the organization (Belschak, Den Hartog & Kalshoven, 2015). The authors were of the opinion that, if more employees are hired in an organization, the workflow will be increased considerably and in the long run employee satisfaction can be achieved (Weick, 2017). If more and more employees are hired through effective recruitment process then organizational goals can be achieved to a large extent (Tran, 2017).
The authors agreed on the fact that in order to achieve organizational success there should be workplace diversity. In order to achieve workplace diversity it is important to implement various training programs including on-job training and off-job training (Hajro, Gibson & Pudelko, 2017). It is worthwhile to mention here that it is important to provide effective training facilities to the employees for the purpose of increasing their capabilities to learn more (Lambert, 2016). In the perspective of Nathanael et al., 2012, workplace diversity can be achieved if individuals efficiently interact with each other in teams. Therefore, as a result of such interaction the working capabilities improved to a large extent (Jansen, Otten & van der Zee, 2015).
Clarity in communication
Clarity in communication
The managers that are present within the organization needs to communicate in a proper manner irrespective of the cultural backgrounds to where the employees belong. This will result in increasing the level of productivity within the organization, as the level of communication will help in managing the employees in a better way. This will result in increasing the value of the employees within the work place as well. The goals of the organization needs to be communicated in a proper manner needs to be encouraged so that the employees can be able to achieve the goals within the organization
Inclusion of employees
The diversity in the work place can be increased by including more number of employees. Additionally, the managers that are present within the organization needs to involve the employees during the process of decision making so that it can result in making the decisions in an effective manner. This will also result in treating the employees in a fair manner, as they would feel a part of the organization as well. This will help in increasing their level of motivation within the organisation. Therefore, it is necessary for the organization to treat all the employees in a fair manner irrespective of their cultural background so that it can help in increasing the level of productivity.
Corporate governance
This is an important factor within the organisations, as it will result in managing the diversity in a proper manner. It will also result in harnessing the advantages that are present so that the outcome of the organization can be positive in nature. The managers need to oversee that employees are not discriminated within the work place so that it can help them in working in a proper manner. This can be done with the help of policies that will result in seeing that the diversity in the organization can be maintained in a proper manner. It will also help in treating the employees of different backgrounds in a fair manner so that they can work together in a team.
Training
The employees need to be trained in a proper manner with respect to diversity so that it can help in managing the work place in a proper way. The managers need to understand the difference that are present within the culture so that the training facilities can be provided accordingly. The training that will be provided to the employees will result in increasing the level of productivity as well among the employees.
Inclusion of employees
Conclusion
It can be concluded that the organizations need to use work place diversity within the organization without using the value of power in an extensive manner. The managers that are present within the work place has to be able to manage the organization so that the employees can be motivated to work in a proper manner.
References:
Belschak, F. D., Den Hartog, D. N., & Kalshoven, K. (2015). Leading Machiavellians: How to translate Machiavellians’ selfishness into pro-organizational behavior. Journal of Management, 41(7), 1934-1956.
Blader, S. L., Patil, S., & Packer, D. J. (2017). Organizational identification and workplace behavior: More than meets the eye. Research in Organizational Behavior.
Guillaume, Y. R., Dawson, J. F., Otaye?Ebede, L., Woods, S. A., & West, M. A. (2017). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.
Hajro, A., Gibson, C. B., & Pudelko, M. (2017). Knowledge exchange processes in multicultural teams: Linking organizational diversity climates to teams’ effectiveness. Academy of Management Journal, 60(1), 345-372.
Jansen, W. S., Otten, S., & van der Zee, K. I. (2015). Being part of diversity: The effects of an all-inclusive multicultural diversity approach on majority members’ perceived inclusion and support for organizational diversity efforts. Group Processes & Intergroup Relations, 18(6), 817-832.
Jeong, Y. C., & Leblebici, H. (2017). How professionalization and organizational diversity shape contemporary careers: Developing a typology and process model. Human Relations, 0018726718761552.
Lambert, J. (2016). Cultural diversity as a mechanism for innovation: Workplace diversity and the absorptive capacity framework. Journal of Organizational Culture, Communications and Conflict, 20(1), 68.
Lazaroiu, G. (2015). Work motivation and organizational behavior. Contemporary Readings in Law and Social Justice, 7(2), 66.
Miller, D. (2016). Article Commentary: Response to “Research on the Dark Side of Personality Traits in Entrepreneurship: Observations from an Organizational Behavior Perspective”. Entrepreneurship Theory and Practice, 40(1), 19-24.
Miranda, B. V., & Chaddad, F. R. (2014). Explaining organizational diversity in emerging industries: the role of capabilities. Journal on Chain and Network Science, 14(3), 171-188.
Murphy, H. (2017). Professional and Organizational Diversity: The Importance of Understanding Differences Among Subfields in the Nonprofit Sector. The Journal of Nonprofit Education and Leadership, 7(1).
Peretz, H., Levi, A., & Fried, Y. (2015). Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation. The International Journal of Human Resource Management, 26(6), 875-903.
Sinha, R., Janardhanan, N. S., Greer, L. L., Conlon, D. E., & Edwards, J. R. (2016). Skewed task conflicts in teams: What happens when a few members see more conflict than the rest?. Journal of Applied Psychology, 101(7), 1045.
Tran, B. (2017). Organizational Diversity: From Workforce Diversity to Workplace. Handbook of Research on Organizational Culture and Diversity in the Modern Workforce, 100.
Weick, K. E. (2017). Perspective construction in organizational behavior. Annual Review of Organizational Psychology and Organizational Behavior, 4, 1-17.
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