Understanding Organizational Drive for Diversity Research Paper

Pages: 11 (3185 words)  ·  Bibliography Sources: 5  ·  File: .docx  ·  Level: Master's  ·  Topic: Business - Management Theory  ·  Written: January 29, 2019

SAMPLE EXCERPT . . .
This might be the reason that most job seekers would love to accept job offers from organizations that have a diverse workforce. Employee retention is increased as there is no discrimination of any kind. Therefore, current employees are less likely to want to leave the organization. With increased retention, the organization will save on the costs associated with hiring and training new talent.

Challenges of Diversity in the Workplace

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Communication is the number one challenge of diversity. There are cultural, perceptual, and language barriers that have to be overcome when working with a diverse workforce. With different cultures being present within the organization one has to be mindful of how they express or explain something. This is because they can easily offend a colleague without them being aware. This challenge can result in employees not knowing how best to express an idea in the presence of diverse colleagues. There are also non-verbal cues that one has to be aware of. Different cultures have different meanings for non-verbal language and this can be hard for a person to interpret or understand (Ashikali & Groeneveld, 2015). Not all employees will be comfortable speaking up or raising an argument. This will mean that the idea an employee has that might be beneficial to the organization is not heard since they are not empowered to speak up or raise their voice. Employees from polite or deferential cultures are less likely to raise their voice in order to air their opinion and this might be misconstrued to mean that they are agreeable with what is being presented or suggested. Some cultures do not encourage juniors to speak up or share ideas. This will mean that some employees who are in junior roles will be uncomfortable to raise an issue or suggest an idea since they have been raised up to not speak or go against their seniors.

Research Paper on Understanding Organizational Drive for Diversity Assignment

Ethnic and cultural differences still come to play within organizations. It is a sad situation especially when an organization is embracing diversity but some employees still hold on to prejudices. There are still issues of ethnic differences within the organization. Some employees will hold prejudice against certain ethnics and this can stifle diversity. Discrimination can crop up and groups can form that discriminate against certain employees based on their ethnicity (Ashikali & Groeneveld, 2015). Cultural biases have also been reported and it is surprising that employees will not seem like they are doing anything wrong. There are some employees who will hold on their belief and they will not listen to a person who comes from a particular culture or religion. This makes it hard for teamwork to progress as these employees will want to run and push for their ideas without considering those of the other employees. There are instances where an organization can set aside space to be used as a prayer room for a particular religion and it can be misused by other employees who do not understand the significance of the room. This can be discouraging to the employees as they will not be comfortable working within the organization. Hatred is likely to crop up and employees will not be willing to respect or listen to each other.

Gender equality is a challenge for most organizations. It has been proven by numerous researchers that men are preferred over the women counterparts in the hiring process. This can be challenging for an organization that is determined to have a diverse workforce because it has to critically search for women in the hiring process. The policies of the organization might be encouraging diversity, but the hiring managers might still have some bias. Managerial positions mostly constitute of men and this trend is hard to overcome since there is a chance that the organization had been promoting men managers for longer periods and there is a shortage of female managers to be promoted to senior management roles.

Tools Required for Managing Diversity

An effective manager is aware that there are certain skills that are vital in creating a successful diverse workforce. Diversity is not about differences amongst groups, but differences among individuals. Each employee is unique and they do not represent or speak for any particular group. Therefore, no one should be allowed to use a particular employee as a representative of their group. Understanding the uniqueness that each employee brings to the organization ensures that leaders see past the differences and only focus on how the employee can beneficial to the organization. Managers should also be able to recognize their own cultural biases and prejudices. This ensures that a manager is able to determine how they can overcome these biases and prejudices. The most unfortunate thing about diversity is that there is no single recipe for success. The ability of the manager to understand what is best for the organization based on the dynamics of the workplace will bring about success. In order to create a diverse workforce, a manager should focus on personal awareness. This entails the manager and the employees being aware of their personal biases. In order to discover personal biases, it is vital that the organization has ongoing training regarding diversity. Ongoing training is vital as having a single day workshop or training is not enough to change people's behaviors. Fairness should not be confused with equality.

Managing diversity is more than equal employment opportunity. Initially, change will be slow, however, with continued efforts change will eventually lead to success. Change should be encouraged in all forums and employees should be encouraged to be more welcoming and interactive with other employees. While there is a possibility of social bonds been formed based on employees’ backgrounds, there is a need to have employees also forming social groups with employees from different cultures. During meetings, there should be an opportunity being given to all the meeting attendees to speak up and share their ideas. This way there will be inclusivity and people will start to respect the ideas being presented by others. Communication should be encouraged and employees can have projects that are linked to an employee from different backgrounds (Singal & Gerde, 2015). This way there will be a cohesive working environment. Policies should be implemented that encourage diversity and promote mentoring programs that offer employees access to information and opportunities. Planning and executing a diversity program is not easy. Therefore, there should be a clear path that is laid out. The plan should cover how the current employees will be introduced to diversity and how the organization is planning on making changes to its hiring process.

Analysis for Future Application

Diversity is going to be the top trend for future hiring processes. It will impact hiring processes because most employees are interested in working with an organization that has a diverse workplace. Diversity attracts top talent and if an organization want to compete in the future it should embrace diversity policies. As has been shown in the paper, diversity is beneficial to an organization and the top organization has embraced diversity in the workplace. Therefore, this will now become the base for gauging organizations. The future promises more inclusivity and increased training on diversity for employees. This is aimed at pushing the organization to be more inclusive and to embrace diversity not only in the junior levels but also at the top management levels. While there is a limited number of women and cultural top-level managers, there have been great inroads been made and organizations are more welcoming of these changes. The future will see more changes taking place at the top levels and there will be a culture of diversity within most organizations. An organization that will not support diversity will be seen as weak not only by the employees but also by customers and clients (Singal & Gerde, 2015). This will mean that it will struggle to attract customers and employees. The talent pool consists of people who have diverse backgrounds and if an organization is not willing to hire them then it will end up losing the required talent to push it to the next level. In order for an organization to compete globally, it needs to embrace diversity. This will allow the organization to interact with consumers from different backgrounds and cultures and have employees who are aware of these cultures. Ideas for reaching these consumers will be easily shared amongst the employees and there will be ease of implementation.

Conclusion

Diversity management should be embraced if an organization intends to compete in the global world of business. Businesses are no longer focused on local but global markets and this will require for the organization to have employees from different countries and backgrounds working together. Therefore, there is a need to effectively manage diversity within an organization. Training should not be a one-off thing, but a continuous thing to ensure that employees are aware and they… [END OF PREVIEW] . . . READ MORE

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