Preston and Armstrong (1991) described the synergistic process as one that allows a new culture to develop utilizing the “…best elements of individuals and their cultures” . Thus, one benefit of cultural diversity is the creation of distinctive organizational cultures featuring the key components of those comprising it. It appears that creative problem solving is also an important benefit of cultural diversity in organizations. According to proponents of the synergic approach, problem solving is enhanced when “organizations reflect the aspects of all members’ cultures in their strategy, structure, and process without violating the norms of a single culture” (Alder & Gundersen, 2008, p. 110). Thus, the cultural synergy model will become the norm rather than the exception if organizations are to prosper.
Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses.
In an organization with diversity, which, if any, areas of the workforce are being treated inappropriately? Has the organization impressed upon its leaders and managers the benefits that come from managing diversity appropriately? By using a survey that focuses on these questions you can ascertain where administration and management feel the organization presently is regarding diversity. Administrative and Management Commitment and Support Administrative and management support is critical for diversity change efforts. An important role for senior management is to provide leadership through development of a vision and goals for a diverse workplace (Lapid-Bogda, 1992).
He further explains that the redefinition of diversity is to label managing diversity as applicable to workforce diversity and to label diversity management relevant to any diverse mixture (Thomas, 2010, p. 129). My initial elucidation of this supportive of why I feel that Thomas’s Quadrant 4 explanation of diversity enhances the concept of diversity. By placing both sides of the universal definition of diversity, Thomas is able to help people be able to distinguish the applicable definition to each situation. Simply put being in the workplace, applying the situations of diversity as managing diversity and outside of these situations, applying them as diversity management. Within a workplace, managing diversity correctly has a direct effect on the growth, balance, and success of an
A study found that “a diverse workforce has a better quality solution to brainstorming tasks, displays more cooperative behavior relative to homogenous groups, and can raise organizational efficiency, effectiveness and profitability.” (Shen, 2009) Human resources’ role in diversity management is finding a way to implement a strategy to incorporate diversity into a corporation’s day-to-day activity. “Both HRM and diversity management are concerned with individual differences the development and well being of each and every ... ... middle of paper ... ...m-Line: The Metaphor Of "Managing Diversity." Journal Of Business Communication 40.1 (2003): 28-49. Business Source Premier. Web. 26 Nov. 2013.
By understanding how this diversity can affect their organization, leaders are taking steps to assure a conflict-free environment and are helping promote positive outcomes for the business, as well as its employees. “Diversity today is being viewed as a key means to strengthen the human capital of an organization and improve overall performance” (Bowes, 2007/2008). Studies have shown that diverse workforces can positively affect and strengthen the organization, but what can organizations do to assure this type of environment? What programs or tools do leaders need to implement when looking to improve their ability to manage this diversity? The main purpose of this research paper will be to explore what methods organizations and leaders can use to successfully manage increased cultural diversity within the workforce.
Introduction As a general statement diversity refers to the prevention of discrimination in conjunction with the improvement of equality. It’s about valuing differences and inclusion; this is the act of spanning such areas as ethnicity, age, race, culture, sexual orientation, physical disability and religious beliefs. In a global marketplace diversity is theorised as a corporation that employs a diverse workforce in that includes both genders, people of many generations and those from ethnically and racially diverse backgrounds. In daily vocation operations diversity is alleged to assist appreciate and understand the demographics of the marketplace it serves and in effect creates greater accomplishment in the marketplace. Employee satisfaction is significant to an organisations goal, so a company that supports diversity of its workplace not only gratifies workers but also increase productivity and work efficiency.
To gain a competitive advantage, organizations are learning that perspectives of diverse employee groups add value and creativity to organizations¡¦ strategic direction. The practice of embracing and leveraging differences for the benefit of the organization through the collaboration of cultures, ideas and experience is something most organizations strive to achieve in today¡¦s global marketplace. The Importance of Diversity Diversity is even more relevant due to the interconnectivity of global markets. The world no longer operates in silos, nor do businesses. To remain competitive, organizations must understand the preferences and needs of their diverse customer base, which may include ethnic and cultural groups that go beyond simply race and gender.
According to Vinesh Naidu 2014, Managing Diversity means acknowledging people’s differences and recognising the differences as valuable. It enhances good management practices by preventing discrimination and promoting inclusiveness….the focus of workplace diversity now lies on the
Introduction Human Resource Development (HRD) continues to go through the process of discovery and transformation. A debate has dominated the field of Human Resource Development about whether performance or learning is most important for the field. The performance view argues that the purpose of HRD is to improve organizational performance (Swanson & Arnold, 1996), whereas learning view contends that HRD should develop individuals who ultimately contribute to organizational prosperity. Nevertheless, all seem to agree that learning should be a vital component of HRD practice. The administration of the Human Resource Development component is important aspect of any organizational strategy.