Diversity behaviors and management’s role
Discuss about the Diversity Management for Journal of Business Ethics.
The concept of diversity management has gained significant importance in recent years following the time of globalization. Organizations operating in the international platform needs to consider and employ diversity management in an effective manner. Its chief concept is to uphold differences of individuals within the management. Instead of rejection and discrimination, it shows appreciation of diversity in terms of individuality, culture, religion, beliefs and customs, background, social background, sexual orientation, ethics and so on. It stresses on just and fair management policies and skills. It motivates employees to contribute towards organizational goals and objectives. Diversity management enhances productivity, benefits and morale.
- Considering the case scenario, Kasr Airlines need to focus on the diversity management. It is not sufficient to employ a single policy highlighting that organization must be respectful to individual differences. The scenario of the company shows that employees are intolerant with each other, communication is poor. Among working members belonging to different cultures, communication is scarce, often difficult to continue. Employees do no communicate between themselves apart from the requirement. Each department are confined to their own space. Discrimination practice is present in the workplace (Ashikali& Groeneveld, (2015).
- It is important to mention that diversity management is challenging to maintain. However, with proper strategies, the company can resolve its management issues. Employees come from different socioeconomic and cultural backgrounds. The organization needs to understand acknowledge the fact. As per the opinion of Harvey& Allard, (2015), organizational approach has the potential to influence or impact overall employee attitude and perspective regarding diversity. It is essential for the company to conduct and in-depth study about its management, the issues present in the system. Strategic planning is required accordingly. Kasr company needs to provide training and development sessions to its employees about diversity management and its benefits to achieve organizational objectives. The management needs to encourage employees to work together in various projects. Instead of criticising differences, employees should focus on the positive aspect and embrace diversity.
- The management needs to give respect and treat every working individual equally irrespective of individual differences. Considering the theory of similarity-attraction, people with similar interest, mind set tend to form better relationship and communicate. It is the responsibility of the managers and team leaders to manage diversity among different working members. The management should focus on creating work scope which encourage employees to communicate and interact with each other. For the purpose, the HR department needs to work in an effective manner. The HR should make effort to have information about employees to have clear understanding about employees. Cultural programs can be organized to provide opportunity to employees to have better understanding about each other. The case study shows that the company operates in 50 countries, each company branch possesses different work culture, environment. Considering the factor of communication, the company need to create scopes where employees belonging to different cultures come together, share and exchange respective views of each other to have better perspective about culture difference, enhancing similar opinion regarding company goals in the process.
- Diversity management is required in every organization irrespective of company size. The first and foremost factor which needs attention is proper planning for the purpose. The company should conduct an internal analysis, such as SWOT analysis. The context of the SWOT analysis shows that the company has the potential for experiencing its business goals. Quality is considered as the chief objective of the company. Kasr airlines is known for its product. The company operates on international platform and runs in 50 countries. The scenario shows that the company has been able to experience success to a significant extent. The weakness shows that it is unable to conduct diversity management. Relationship between different management groups, is poor. Employees are immersed in conducting respective assigned activities, however does not communicate with other employees or departments regarding the work. The concerning issue, in the airlines company such as Kasr airlines continuous interaction among employees and work departments are necessary. In terms of opportunity, the company possess the potential to improve diversity management, however it is essential to certain planed action for the purpose. Considering threat, there are several airlines company which are giving tough competition to the concerned company.
- It is necessary to mention that the company introducing change in the management is difficult as Kasr employees are resistance to change. Employees need to have the insight about necessity for the change process. The given scenario shows that employees are divided into 50 teams each with a supervisor. The company needs to conduct training and education sessions for supervisors to make them understand the importance of change. Hereafter, supervisors who shows interest would be assigned with the responsibility of conducting the change in respective teams. It is observed in the case study that work relationships across and within teams are unstable and incoherent.
- Effort is required to establish and strengthen work relationship. Encouraging team shuffle is a good strategy to increase familiarity with fellow work members. On the other aspect, staff members need to have proper instruction and guidance concerning work responsibility. It is important to mention that all employees need to have the sense of belonging to the company. Longitudinal and horizontal communication is important to fulfil company goals and objective in an effective manner. However, it would be difficult to achieve success if there is incoherence and lack of communication among the different work groups.
- 4. The change management would be time consuming as it would strive to change the work culture. The primary step is to assess the current management scenario of the company. Following the internal investigation, areas which require immediate attention, the management should deal with the concerned urgency. It is expected that the time taken for actualizing the change would require minimum 8 months. The key reason is, initiating change within thinking perspective and attitude is difficult. Management of every work culture need to work together to ensure their employees are showing considerate towards other.
- The Kasr airlines shows diversity management. However, the company needs to give considerable amount of emphasis on the concerned management to experience development and improvement. Like many organizations, the company fails to promote diverse workforce. Most working members of the company shows unwillingness to conform to the norm of diversity while some employees find it uncomfortable to socialize with employees belonging to different social and cultural background.
- In order to increase effectiveness of diversity management, the Kasr company need to consider certain steps.
2.1 Diversity behaviours and management’s role. The given scenario shows that management shows behaviour of discrimination. For instance, an individual with disability is considered unfit for the assigned work even if he/she possess more talent and skill than the follow employee without disability. Such discrimination behaviour limits the scope of opportunity for the disability individual, hindering overall potential of the organization. The management needs to acknowledge the individual’s talent instead of focusing on the weakness. In some instance, fellow employees show excessive sympathetic attitude, doubts the potential of the individual with disability. This in turn affects the individual’s confidence to perform assigned work. The company needs to change this discriminatory behaviour. Every individual should have equal treatment and respect irrespective of disability.
2.2 The company should make the effort to introduce and implement policy which would focus on the concept of inclusive workplace. This suggests that the company should be considerate towards diversity present throughout the company. The policy should have rules and regulations applicable for all working members despite difference in designation and work department.
- Management training should be provided to employees to encourage positive behaviour concerning ‘diversity behaviour’. According to the statement of Trittin&Schoeneborn, (2017), diversity behaviour refers to attitude, power sharing and communication. For example, employees should have mutual respect and appreciation. While decision making, every member taking part in the process should possess equal opportunity and scope shape up the decision concerning business. Despite having conflicts of opinion, emerging difference, employees need to have broad mind to understand and consider varied perspectives. It is essential to give importance to cooperation and communication to observe positive impact of diversity management.
- Relationship between employees with disabilities and management is necessary, it is critical to experience inclusive work environment and culture. The concerning issue is, in most case the relationship between the concerned two parties tends to be uncertain and poor. The Kasr company management needs to change its existing attitude.
- It should be said that employees need to work together as a single entity. The management needs to offer scope to employees to acquire knowledge about other culture, work system present, within the various branches of the company. The management needs to motivate employees to help and assist each other for the purpose. On the other aspect, the higher management officials of the company need to be broad minded and cooperate. They should take initiative to give guidance, instruction to subordinate and junior employees.
The human resource department is responsible for dealing and managing employee related issues. As per the statement of Benschopet al. (2015), the particular department acts as the communication bridge between the employees and higher officials of the company. The presented scenario of the case study shows that the company’s higher officials to not have much connection with subordinate and junior employees who are responsible for conducting different organizational functions and operations. Hence, the management needs to make effort to establish and strengthen work relationship between the two parties.
It is essential to construct a planned framework; this would be helpful for having a clear direction concerning the steps necessary for ensuring change in the management. For instance, the chief objective of the company should be to enhance diversity in the workplace, improvement of relationship among different working members belonging in different job position. Training and development sessions should be provided to employees who are required to go to another work place among 50 operating branches. For instance, Australian employee visiting China’s workplace should have fundamental knowledge of the latter’s work culture, lifestyle, mind set and such. Contact and communication should be encouraged across and in each subsidiary (Dreachslinet al. (2017).
Implementing an inclusive workplace policy
Discrimination due to cultural and social differences tend to occur frequently, this in turn affects the work relationship in a significant extent. It is important to note that employees want acknowledgement and recognition to conduct better performance in their respective work space. The management needs to consider this aspect. Appraisal should be provided to employees who show good performance without being biased. In other words, appraisals and rewards should be given on the basis on skill and performance irrespective of individual differences.
The management needs to consider top-down attitude. This suggests that top management is required to be conscious and careful while conducting certain actions. For example, It is necessary to be fair and just while determining potential of suitable candidates for hiring process. The higher management officials need to have increased knowledge and insight about the entire management process, legal and business aspects (Singal& Gerde, (2015). They are significantly responsible for giving direction, assessing and monitoring overall condition of the management. While making organizational plan, having an inclusive work environment, teamwork, resolution of work conflicts needs attention.
While making plan, giving importance on existing work culture, issues and conflicts among different employees and departments, incoherence among staffs’ high management officials require attention. Employees who are sociable should have the opportunity to make contacts and understand in detail about work diversity. The HR department should strive to establish communication among different groups of working individuals. Communication is considered an important tool for reducing negative professional attitude and creating positive contact with fellow individuals. While considering development initiatives, the company needs to conduct special programs for employees belonging to minority culture and language group (Klarsfeldet al. (2014). This approach would be helpful for the concerned people to be comfortable and adapt to varied workforce.
Reference list
Ashikali, T., & Groeneveld, S. (2015). Diversity management in public organizations and its effect on employees’ affective commitment: The role of transformational leadership and the inclusiveness of the organizational culture. Review of Public Personnel Administration, 35(2), 146-168.
Benschop, Y., Holgersson, C., Van den Brink, M., & Wahl, A. (2015). Future challenges for practices of diversity management in organizations. Handbook for Diversity in Organizations, Oxford University Press, Oxford, 553-574.
Dreachslin, J. L., Weech-Maldonado, R., Gail, J., Epané, J. P., & Wainio, J. A. (2017). Blueprint for sustainable change in diversity management and cultural competence: Lessons from the National Center for Healthcare Leadership diversity demonstration project. Journal of Healthcare Management, 62(3), 171-183.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases, and exercises. Pearson.
Klarsfeld, A., Booysen, L. A., Ng, E., Roper, I., & Tatli, A. (Eds.). (2014). 9.78 E+ 12: Country Perspectives on Diversity and Equal Treatment. Edward Elgar Publishing.
Singal, M., & Gerde, V. W. (2015). Is diversity management related to financial performance in family firms?. Family Business Review, 28(3), 243-259.
Trittin, H., & Schoeneborn, D. (2017). Diversity as polyphony: Reconceptualizing diversity Management from a communication-centered perspective. Journal of Business Ethics, 144(2), 305-322.
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