Maximizing and Capitalizing Workplace Diversity
Globalization is causing an interaction among people from the diverse background. They no longer live in an insular environment. They have become a part of worldwide economy competing within a global framework. In the current scenario maximizing and capitalization has become two of the important component in workplace diversity management (Wise & Velayutham, 2009). There is a high need where the managers and the supervisors need to recognize the way the workplace environment is changing. Managing diversity in the recent time managing diversity has become one of the impotent parts in an organization. The managers need to adopt themselves to the multicultural environment (Ang & Van Dyne, 2015).
Diversity is the uniqueness that every employee brings in the organization. At workplace valuing diversity has become one of the important components adding value to it. By maximizing the potential of individual employee, one can achieve long term goals. A multi-cultural environment at workplace will foster diversity that will help in developing a distinguished viewpoint personality, standards, and attitude (Crowe & Hogan, 2007). A positive element with multicultural organization is that the organization can get innovative ideas that will help in developing meeting the goals in an effective way. This structure allows the workplace to manage the conflict; Increases the chances of innovation and creativity. Cultural diversity is a way to acknowledge other people, their voices (French, 2015). It is through the effective cultural diversity that the organization can have an equal claim on the world. There is a high need where we need to consider each one as one human race. Studies have shown that the lack of consistency between races, sexes and cultures is due to distrust, stereotype attitude, and conversation and language problems (Laroche, 2012). Whilst when these troubles are not paid attention it might lead to incapability to support thoughts, the helplessness to gain accord on assessments, and failure to get united action. It is exceptionally significant that there is an extensive collection of diverse groups in the organization in today’s competitive scenario. It is important to have a diverse employee structure to create a practical setting and to persuade people to produce outside their limits and to become skilled at remarkable new culture they may not be familiar with previously. By realizing this one can achieve desired skills that allows in making clear about other belongings so as to go on about them with group they might be friends with. Diversity is therefore a positive thing not something to be afraid about (Egan & Bendick, 2008).
Diversity Management is defined as the procedure of planning, directing, organizing and applying the entire wide-ranging executive characteristic for increasing an organizational environment. This arrangement allows all the employees to manage in a diverse arrangement irrespective of their resemblance and differences. This has vigorously contributed to the competitive advantage an organization. Diversity stands for a variety of differences in individuals and the resemblance that subsist between them. Diversity emphasize upon three crucial problems concerning diversity management (Pieterse, Van Knippenberg & Van Dierendonck, 2013). Diversity is related to all people and do not only include certain range of dissimilarities. It includes the whole spectrum of personage differences that compose unique attitude. So diversity cannot be observed as only racial or religious differentiation but is an amalgamation of all differences. This concept of diversity describes differences amongst people and moreover their resemblance.
Valuing Diversity at Workplace
The process of managing diversity is required in order to understand two aspects that need to be managed at the same time. Managers are consequently asked to incorporate the combined amalgamation of similarities and differences between the organizations. Diversity encompasses four layers. Personality: It is described as the stable set of uniqueness that set up a person’s identity. At present there is a lot of dissimilar kind of personality character an individual is able to portray (Norris & Inglehart, 2009). These sorts of behavior possibly are a person’s action, performance, procedure and their outlook. Furthermore, the personality traits possibly are classified into positive personality trait and Negative trait. Internal dimensions: These dimensions are uniqueness that includes a strong control on people’s awareness, prospect and attitude towards others. Gender, sexual orientation, ethnicity, age, etc are the part of the internal dimensions. External dimensions: These dimensions are all those personality traits that have a certain amount of power or authority. Income, personal and recreational habits, religion, education, etc forms to be the part of the external dimensions (Hogan, 2012). Organizational dimensions: These dimensions are pertinent or important for the growth of the organization. They comprise features such as organization rank, Unit or allotment, work field, superiority, union association etc.
Cultural diversity requires awareness and is focused on creation of organizational changes that allow an organization to perform up to the maximum level of potential. Every country possesses a different type of culture that need to be handled in a significant way. In such a situation it is important for the leaders to exhibit an exemplary behavior while balancing the diversity at workplace leadership is defined as a social process in which a leader seek a voluntary participation from the rest of team in order to meet the goals(Thomas,2012). The changing attitude towards the workplace involves an efficient leadership who will help in managing the cultural diversity. Therefore it has become important for managing the organizational diversity by designating roles in order to meet the goals. Managing diversity in the business has become one of the important components and is considered as one of the important part in managing the organization. Increasing productivity in an organization has become one of the important parts. This is one of the major challenges with the leaders to organize the unique trait of every individual. One of the strategies adopted is to manage the diversity by offering the employees with a sense of belongingness. It enables workers to feel like home no matter where they are working. In the recent time the concept of team work has gained importance by assuring better results. A single person cannot perform multiple tasks hence he requires a team to outperform. Uniqueness in the team allows in delivering effective results and allows different perspective. This allow in delivering better results in a short time.
Diversity allows in learning and development and creates variety of opportunities. Employees being exposed to new cultures are able to outperform that help in managing intellectual reach out. It provides a clearer imminent of their position in the global market place. It is observed that the more ethnically diverse environment that allows the employees in contravention of the subconscious barriers and ethnocentrism. It allows the employees by encouraging them to understand the views of the other members. The diversity can massively reinforce a company’s relationship with some group of customers. Effective communication in a multi-diversity environment allows in managing the result. The Customer service department plays an important role in managing the inefficiency by developing relationship with the other employees.
Diversity Management and its Components
The Employee and their co-workers from a diverse background fetch some amount of exclusive perception plus knowledge throughout teamwork or group tasks. By fetching the diverse culture employees jointly can hugely promote the company by intensification the receptiveness and productivity of the team. Each diverse culture team has different strengths and weaknesses and thus in count to their individualism. The role of a diverse employee is to possess a unique strengths and weaknesses that help in managing the diverse working environment. It is the role of the leader to manage the unique trait in an effective way is administered properly and efficiently. A leader can influence the strengths and balance weaknesses of the employees to extremely impact the employees (Northouse, 2015). In the current scenario maximizing and capitalization has become two of the important component in workplace diversity management. This has become important to manage the cultural diversity in an effective way through planning and procedure. It is only possible if an individual is able to manage the various allied function in an effective way by aligning the task in a proper way. It is through the effective cultural diversity that the organization can have an equal claim on the world (Schein, 2010).
An efficient leader has a broader view point and looks at the company goal by guiding the day to-day operations. He is the one beyond the ordinary outlook and considers the operation of the company to manage the work. An ideal leader is aware of the importance of the task and places importance on the different views in the organization. This understanding allows all the employees to manage in a diverse arrangement irrespective of their resemblance and differences. This has vigorously contributed to the competitive advantage in an organization (Mujtaba, 2007). The leadership attitude attribute towards managing the difference in the organization. In the recent time the role of cultural diversity has gained importance and it has become relevant for the business enterprise to manage the cultural diversity to gain the competitive advantage. Ford Motor Company is one of the reputable companies incorporated on 6 June 1903. The automobile company is focused on developing and manufacturing of varieties of vehicles. They have added a considerable amount of uniqueness to their customers internationally without altering their product strategy irrespective of the country in which they operate. Cultural diversity is found at every level of the organization from the boardroom to the design studio to the plant to the engineering department. The level of diversity has helped in managing the organization in giving effective result. Hence it proves that a company using cultural diverse organizational structure is capable of giving improvised results (Mazur, 2010).
To conclude, Cultural diversity at workplace is only possible by instilling diversity practices within the organization. It begins with structure that creates benefits, and then is confirmed in the form of success stories of organizations that has facilitated diverse practices. The overall notion of cultural diversity is to help the organization in a significant way. The structure of the organization can be observed as a multicultural arrangement that will benefit when compared to the limited structures. Diversity as an extensive constituent is a complicated thing to be used and to understand since it has both negative and positive effects in an organization. In order to seek the results people need to dig deep to outline out what exactly the effect will be. . It is in the course of the successful cultural diversity that the organization can have an equal claim on the world.
References
Ang, S., & Van Dyne, L. (2015). Handbook of cultural intelligence. Routledge.
Crowe, D., & Hogan, M. (2007). Cultural diversity in the workplace.
Egan, M. L., & Bendick, M. (2008). Combining multicultural management and diversity into one course on cultural competence. Academy of Management Learning & Education, 7(3), 387-393.
French, R. (2015). Cross-cultural management in work organisations. Kogan Page Publishers.
Hogan, M. (2012). The four skills of cultural diversity competence. Cengage Learning.
Laroche, L. (2012). Managing cultural diversity in technical professions. Routledge.
Mazur, B. (2010). Cultural diversity in organisational theory and practice. Journal of Intercultural Management, 2(2), 5-15.
Mujtaba, B. (2007). Workforce diversity management: Challenges, competencies and strategies (pp. 207-229). Llumina Press.
Norris, P., & Inglehart, R. (2009). Cosmopolitan communications: Cultural diversity in a globalized world. Cambridge University Press.
Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications.
Pieterse, A. N., Van Knippenberg, D., & Van Dierendonck, D. (2013). Cultural diversity and team performance: The role of team member goal orientation. Academy of Management Journal, 56(3), 782-804.
Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.
Thomas, K. M. (Ed.). (2012). Diversity resistance in organizations. Psychology Press.
Wise, A., & Velayutham, S. (Eds.). (2009). Everyday multiculturalism. Springer.
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