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Importance of diversity in organizations
Importance of diversity in organizations
Is organizational diversity an opportunity or a threat
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Recommended: Importance of diversity in organizations
Organizational Diversity in Art Museum Curating
Chapter One
Introduction
Within today’s public and private business sectors, organizational diversity is considered to be a vital attribute causing rapid growth in controversial debates. Many of the adversarial perspectives regarding organizational diversity have manifested in various organizations due to the implementation of laws, sanctions, programs and other initiatives designed and mandated to create a more equalized employment workforce. Some of the many antidiscrimination programs and governmental agencies have attempted to regulate policies related to discriminatory practices in a business organizational structure by incorporating more severe consequences for prejudicial acts and monitoring
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In modern business environments, diversity has become a fashionable area of interest for organizations in an area where more contemporary organizations proudly represent themselves through many media sources.
With many existing organizations choosing a more traditional approach, organizational diversity has been less than desirable in a large number of other organizations (Carr-Ruffino, 1996). The more antiquated philosophies of traditional business models perceive a diverse structure as a hindrance to the more socially accepted growth of the organizational task force This is a glance into one of the many ideals which helps one to better identify the root of most failures when such groups attempt to diversify organizations. Where are the curator positions for people of color within the museum industry?
Some companies claim to suffer a gross reduction in production as a result of a diverse workforce. Some opponents have said that diversification hampers their employees’ mutual delivery to the organization is there a correlation between lack of production and the lack of commonalities amongst this organization? These same organizations have failed in properly integrating diverse groups within their groups into a culturally diversified organization. Could this be attributed to passive resistance of the
Diversity in the retail marketplace is something that is significant to the company’s success. Retailers are comprised of people selling things to people. Thus, the people that do the selling must be a good representation of the people that are doing the buying. Companies that are well diversified in their hiring practices, as well as organizational goals, are well recognized by the public. Likewise, companies that are unjust in the functioning of their company will be viewed in a negative light, which could lead to decreased sales and company accountability. Taking this into consideration, observing the diversity profiles for two major retail companies can lead to a firm understanding behind their success and company values.
In my opinion, it is important for private and public organizations to adopt and implement programs and laws to overcome the challenges in a diverse work environment. One of the laws that organizations follow are Equal Employment Opportunity Act of 1972. Equal Employment Act of 1972 prohibits discrimination of employment on the basis of race, color, nation, origin, sex, religion, age, disability, political , beliefs , and marital status. Another law that
Institutions in the businesses sector are swarming in racial discrimination, much of which is covert and difficult to detect and prove. Racial discrimination excludes, marginalizes and exploits those citizens who are discriminated against, ceasing any opportunity for economic progress and development. Under certain regulations some businesses are required to diversify their workplace by hiring certain amounts of people of color, but in reality these small quotas do not do much for the overall condition of the people who are being discriminated against. Businesses that fail to take action on racial discrimination tend to have lower levels of productivity. This stems from employees not being interested in working hard, or because people with exceptional talents and skills choose to shy away from certain places of employment due to the fear of racial discrimination. Employees who feel wronged also tend to switch jobs, forcing the organization to spend more time and resources on hiring and training new employees, besides coping with the low productivity of a new employee. (Nayab)The effects of racial discrimination in the American work force could be identified with funded research on the topic. With ample data employers will be able to better understand the negative affects that racial discrimination have
Imagine pondering into a reconstruction of reality through only the visual sense. Without tasting, smelling, touching, or hearing, it may be hard to find oneself in an alternate universe through a piece of art work, which was the artist’s intended purpose. The eyes serve a much higher purpose than to view an object, the absorptions of electromagnetic waves allows for one to endeavor on a journey and enter a world of no limitation. During the 15th century, specifically the Early Renaissance, Flemish altarpieces swept Europe with their strong attention to details. Works of altarpieces were able to encompass significant details that the audience may typically only pay a cursory glance. The size of altarpieces was its most obvious feat but also its most important. Artists, such as Jan van Eyck, Melchior Broederlam, and Robert Campin, contributed to the vast growth of the Early Renaissance by enhancing visual effects with the use of pious symbols. Jan van Eyck embodied the “rebirth” later labeled as the Renaissance by employing his method of oils at such a level that he was once credited for being the inventor of oil painting. Although van Eyck, Broederlam, and Campin each contributed to the rise of the Early Renaissance, van Eyck’s altarpiece Adoration of the Mystic Lamb epitomized the artworks produced during this time period by vividly incorporating symbols to reconstruct the teachings of Christianity.
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
Diversity is what propels organizations to greatness. When organizations have a diverse membership, it fosters a sense of creativity, acceptance, and cultural competency. Altogether, diversity exists in the form of differences in age, sex, gender, race, ethnicity, value, religion, sexual orientation, backgrounds, experiences – essentially anything unique to individuals. Therefore, organizations that capitalize diversity enable those of various perspectives to bring forth new ideas and thoughts to the organizations. To further illustrate this idea, at the Robert Morris University Phonathon, diversity initiatives within the organization seek to not only attract a diverse workforce, but also attempt to improve communication among the diverse members of the organization.
This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:
The Metropolitan Museum of Art is one of the largest and finest art museums in the world. The museum’s collection consists of prehistory and present artifacts from every part of the globe. The Metropolitan Museum of Art is located at 5th Avenue and 82nd street in New York City. On Monday, November 5th, my brother and I took a trip to the Metropolitan Museum. It was a very long journey to get there.
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
Working in such an environment where diversity is what shows the people who they are and what they have done to make their product on the cutting edge of technology and performance will be an identity that one will be able to walk with your head held high knowing that they are the best. Works Cited Alvesson Mats & Berg Per Olof (1992). Corporate Culture and Organizational Symbolism. Berlin: Walter de Gruyter & Co.
In a world that has grown increasingly smaller due to mass media, world travel, and readily available information, the workplace has grown increasingly diverse in both gender and cultural aspects. Individuals no longer live and work within the confines of their geographic locations. At almost any position with any company the individual employee is a part of a larger world economy that harvests assets from the ends of the earth. Because of this, companies seek to capitalize on diversity to become more creative and flexible in their business models.
Various models have been in place over the past decades to understand how to manage diversity. The first paradigm is discrimination-and-fairness. This model explains that everyone should have access to fair and equal opportunities and are hired, based on compliance with the federal mandates (Ely & Thomas, 1996). Ely and Thomas (1996) mention “Organizations usually take one of two paths in managing diversity. In the name of equality and fairness, they encourage (and expect) women and people of color to blend in jobs that relate specifically to their backgrounds (p.) This promotes diversity, however, implies that all individuals are the same and should be treated equally. The second model is access-and-legitimacy. This paradigm is all about
In this essay, I argue that organizational diversity is pivotal to the success in the management and development of multinational enterprises. This essay will provide a general definition of workplace diversity; discuss the benefits and challenges of managing diverse workplaces, and presents effective strategies for managing diverse workforces. It would also assay the organizational diversity in Tesco Plc.
Diversity is all around us and how organizations deal with the notion of diversity can be complex and quite diverse. We know that being diverse in the workplace is important to the organization's success, should be recognized, accepted, and embraced. It’s how the organizations live up to what they believe in and must go above and beyond legal compliance and requirements to promoting diversity and inclusion. Otherwise, employees may view the organization's vision and policies as lip service and only be tolerant of diversity because the organization said so.
Diversity also gives many type of organizational culture inside the organization such as an employees can pursuing themselves into career position without being afraid with the gender, race, religion, nationality and other relevant factors that may relevant with the performance (Bryan, 1999). Besides, the diversity also brings the conve...