Diversity In The Workplace: A Case Study
Table of Contents
1.0 Introduction 3
1.1 What is diversity? 3
1.2 What is diversity in the workforce? 3
2.0 Body- arguments for 4
Language diversity 4
Exchange ideas 5
Builds a competitive workforce 6
Problem solving 6
3.0 Body- arguments against 7
Disturbing environment 7
Discrimination 7
High cost 8
Resistance to change and competition 8
4.0 Recommendation 9
5.0 Conclusion 10
References 11
1.0 Introduction
1.1 What is diversity?
To begin with some people assume that the concept of diversity have a clear definition, but the term differs from author to author and from organizations to organizations, in some organizations diversity is focused in terms of race, gender or religion, while other organizations concept of …show more content…
diversity is upon sexual orientation, body image or social statues.
Diversity includes all characteristics and experiences that define each individual; it includes the entire range of primary dimensions of an individual including ethnicity, race, gender, age, disability, religion and sexual orientation. And also include the secondary dimension which is communication style, work style, organizational role, economic statues and geographic origin (Gore, 2000).
It’s a relational phenomenon that focuses on the similarities and differences between people and the way that these similarities and differences are perceived, interpreted and acted upon. These similarities and differences are based on the primary and secondary dimensions of diversity (tdci.co.za, n.d.).
1.2 What is diversity in the workforce?
Diversity in the workforce is a workforce in which it involves a wide mix of workers from racial and ethnic background of different genders and cultures (slideshare.net, 2011).
It’s the co-existence of employees from different socio-cultural backgrounds within a company; it requires an organizational culture whereby employees can continue with their career goals without being held back by gender, religion, nationality or any other factors that are irrelevant to the performance of the worker (Studymode.com, 2012).
Workplace diversity builds on the values of equal employment opportunity to include inherent differences such as gender and etc. it also refers to other ways in which people are different, such as life experience, socio-economic or educational background, personality, marital status, religious beliefs and family responsibilities. To manage, it involves recognizing the value of individual differences in the workplace to realize the full potential of all employees and help the department achieve its business goals (Karamanian & Applebee & Hills & Blackley, 2012).
2.0 Body- arguments for
As the world’s increasing globalization, it requires more interaction and communication among the employees from diverse cultures, beliefs, and backgrounds than ever before.
Many organizations purchases product from other countries so therefore they have to have diverse employees to communicate with and improve the supply chain. A culturally diverse workforce is a business advantage. In today’s global economy and multicultural society, enhancing and managing a culturally diverse workforce gives positive impacts to a company’s bottom line.
Language diversity
And thus the diversity in the workforce will help a company to expand into global markets from the benefits of language diversity in the workplace. Whereby for instants, when the organization has an Arabic worker who understands different languages from different countries such as Yemen, Saudi, UAE and etc. and know also the culture of those countries it will likely make it easier to communicate with representative from those countries thus increasing the reputation of the organization.
Plus the language diversity gives an advantage for the employees when they apply for jobs because for example when the company hires employees who are fluent in Arabic it can increase the company’s reputation in the Arabic communities.
With a diverse workforce group it helps employees to interact with customers from different cultures; in some cases some customers may not have the ability to speak English therefore with a language diversity it makes employees understand the multiple languages meaning that other employees can communicate with different types of customers from different culture (Aoun & Gibeily, n.d).
Another benefit from the diversity in the workforce is that it attract the professional employees internationally and also from other business parties, as well as attracting and retaining the top talent from around the world, and once an organization is flexible to apply diversification it can positions a company to make strong relationships with customers, clients and suppliers by involving to a bigger client base which increases the organizations corporate image (Macfarlane & Sinhuber & Khan, 2010).
Exchange ideas
With a multiple employees interacting with each other the creativity of the ideas will be better and the overall productivity will increase, because when different employees are in a workplace they all have different perspectives on handling issues
According to (McInnes, 1999) he stated that there are changing demographics in the workforce, whereby in today’s labor it’s no longer dominated by a homogenous group but from representing people from different backgrounds and life experiences. When the organization do not practice employment discrimination, and treat their employees and staff fairly regardless of race, gender or religion, most likely the potential employees and job seekers will be attracted as well as attracting the new and top talent workers and retain them because of high employee morale.
The fact that diversity bring individuals from various backgrounds work together but also brings those who possess important skills that stimulate organizational growth.
In a diverse environment where people can interact and share ideas, organizational growth and health are present. Being exposed to new ideas, cultures and perspectives can help individuals to reach out intellectually and gain a clearer view of their surroundings and their place in the world, the exchange of ideas creates an atmosphere of cultural acceptance that can lead to improvements in employee relations and innovation as well. And when the ideas are valued it gives positive and strong employee relations and strong strategic advantage. And the strategic advantage can be the motivation to make entrance into new markets and new customers that were previously inaccessible (Stahl & Maznevski & Voigt & Jonsen, 2009).
There are several researches conducted to show the effectiveness of diversity in teams which lead to greater results in decision making process. They approach to the issues with different ways of thinking, other views and perspectives, which creates a supportive environment, better team work and effective client service delivery. Organizations such as Toyota are adapting diversity, whereby they hire salespeople that speak various languages to serve their diverse client base, other organizations such as Coca-Cola use diversity to develop markets internationally such as Hispanic, Chinese or Arab communities to ensure retention of current market (Washington , 2008).
Builds a competitive workforce
Diversity does not only help employees to communicate better and being more productive, it also equips the managers with different kind of skills, whereby when an organization builds a small- scale version of the world in the workplace, the managers will likely have the ability to conduct businesses worldwide through the varied experience of their employees and having a wide reach of resources, because when diversity is built it brings professional skills from around the globe into the office as well as staff from different cultures who are fluent in many languages, contain a lot of knowledge and capable of understanding the international customers daily needs (Mom.gov.sg, n.d).
Problem solving
When having a diverse workforce, which consists of different types of age groups, education and experiences, the employees, will have the ability to brainstorm effectively, whereby brainstorming consists of individuals who come together and communicate easily with each other to have many ideas or opinions to come up with solutions for problems that are located in the organization, also it helps the organization in a way, whereby when an organization is facing changing of demands from the customers due to their needs, brainstorming will generate a pool of multiple solution and ideas (McLauren, 2009).
For example when a Malaysian customer changes his purchasing behavior, the diversity will take place, whereby if the organization have Malaysian workers they will understand the reasons of the changes and try to fix it by brainstorming it to other employees to increase the awareness of the changes and learn from it as well as having many ideas to solve the arising issue.
3.0 Body- arguments against
When it comes to diversity, the barriers can be external, as in discrimination, occupational practices, cost and workplace climates, and other disadvantage that surrounds the workplace environment.
Disturbing environment
The reasons why diversity in the workforce is not applied or established in some organizations because it might be a disorder or a weakness to teamwork, whereby if the worker is not comfortable with the other workers who have different social, political and economic backgrounds, it can surely lead to tension and stress in the workplace whereby the employee will not be able to solve the issues that needs teamwork such as brainstorming to create ideas, process of making a product or service and etc. which also lead to gossip and rumors and no trust within the organization (Green & López & Wysocki & Kepner, n.d).
Another reason is that when many ideas and opinions are expressed it can lead to arguments, and when arguments are unleashed, it increases the conflict with the workers as each has his own plan and when someone doesn’t agree or put an idea that didn’t get along with the previous idea most likely the workers will be upset and face conflict and arguments or in some cases the worker will ignore the idea of the other worker, which leads to make workers unproductive or not willing to work and causing negative dynamics such as ethnocentrism, stereotyping and culture clashes. And thus increasing the probability of the customer service problems because they can’t communicate with certain customers, as well as the performance of the company will suffer as workers will feel less valued, and it was said that workforce diversity increases the labor turnover and absenteeism which cost the company loads of money.
Discrimination
Discrimination can be a reason for not allowing diversity, because it happens when a worker treats another worker unfavorably due to his personal characteristics which are based upon factors such as race, gender and religion, when a worker is being discriminated, it affects his ability to perform his job well and it also affect the perception of equity and raises issues of lawsuit and leads to anger, intrusion and depression. Discrimination occur in ways such as promoting certain workers based on factors that are not even related to the performance or giving certain workers better and desirable tasks (Stacey & Lundberg-Love, 2012).
High cost
Diversity in the workforce increases the cost of diversity management, because when an organization have the ambition to effectively manage the diverse workforce and want to increase the job satisfaction, it experiences high cost of training and development, and those high costs comes from cost that are associated with sessions, programs and lectures provided to the workers to promote diversity in the workforce, plus these types of training are given to all levels of staff within the organization which makes it more harder and more expensive for the organization (Dike, 2013).
Resistance to change and competition
The fact that when diversity is within the organization there are always employees who will refuse to agree that the social and culture character of their workplace is changing, because some will say that “we always do it this way” and with that being said the employees will mentally “hush” their ideas.
And another issue is that diversity can cause competition among the employees, whereby if the employees do not want to accept other culture or not open, they will tend to be rivals or competitors instead of teamwork, which gives negative effect in the organization because instead of working as a team they work separately and in a way that are competing each other (Greenberg, 2004).
4.0 Recommendation
Relating to Maslow’s hierarchy of needs it’s known that the theory is concerned about motivating the employees, whereby the company should satisfy their needs and the needs are usually five, but in terms of diversity they are 2 and they are:
Social needs
It refers to the sense of belonging in the organization, the need to feel part of a group and the need for acceptance (Herrington, 1999), if a worker is feeling that he has colleagues that he can trust or can work together from any nationality he will be motivated to work in a productive way cause he knows that if anything is wrong with his work, his co-workers will be there and will correct him so that he doesn’t do the same mistake again, and this will not only build teams in the workplace but also reduce the conflict with one another and enhance better communication.
So in order to make employees work as teams, there should be learning sessions whereby the organization encourages and improves the employees to work with others of different backgrounds. And by introducing these types of interactions encourage the employees to learn more about communication styles and their own and those of their colleagues. Continue to develop better engagement and communication with our staff groups, also examine the employees ' attitudes and how they work with others.
Self-esteem needs
It talks about the respect that is given from other employees and the organization, the employees need to have the feeling that they are respected and valued in the organization in order to work together and produce high quality of work (Deepermind.com, 2014). And that can be done by treating workers fairly and respect the differences that makes the workers who they are, for instance there should not be a compulsory meeting that falls on a religious holiday and if the employees are unable to attend it will generate a feeling of being left out. And the organization should develop diversity training to employees at all levels to solve the issues with age, race and etc. Conduct learning sessions among groups, during which employees share with each other how their varying beliefs, cultures and traditions shape their professional and personal lives, reward the fulfillment of diversity goals, and inspire employees to express their ideas and opinions and feature a sense of equal value to all.
Source: http://artistryingames.com/exploring-relevance-importance-second-life/
5.0 Conclusion
To sum up the report, when it comes for an organization to establish diversity in the workforce there will be always conflicts between the workers, who have different backgrounds and sometimes the tiniest difference between two people can create the workplace conflict. And if conflicts can be measured and controlled, the creativity of ideas and performance can be increased.
Organizational success and competitiveness will depend on the ability to manage diversity in the workplace in an effective way. If not properly managed the organization will face issues regarding the reduction of the employees work performance and the separation of the employees as in the employees will work individually not in teams.
Managers need to know that everyone is different not the same. It 's not compulsory to like everyone, but it is necessary to respect them in the workplace in order to keep the momentum going in the organization.
References
Aoun & Gibeily, G. T., n.d. Managing Diversity in the Workplace. pp. P, 1-9.
Deepermind.com, 2014. Deepermind.com. [Online]
Available at: http://www.deepermind.com/20maslow.htm
[Accessed 7 august 2014].
Dike, P., 2013. The impact of workplace diversity on organisations. Degree Programme in International Business, pp. P, 18-19.
Gardenswartzrowe.com, n.d. Gardenswartzrowe.com. [Online]
Available at: http://www.gardenswartzrowe.com/about.html
[Accessed 7 august 2014].
Gore, A., 2000. Best practices in achieving workforce diversity. 1 ed. Washington, D.C: U.S. Dept. of Commerce.
Green & López & Wysocki & Kepner, K. M. ,. A. ,. K., n.d. Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. pp. P, 1-3.
Greenberg, J., 2004. multiculturaladvantage. [Online]
Available at: http://www.multiculturaladvantage.com/recruit/diversity/Diversity-in-the-Workplace-Benefits-Challenges-Solutions.asp
[Accessed 7 august 2014].
Herrington, A., 1999. Pateo.com. [Online]
Available at: http://www.pateo.com/art6pf.html
[Accessed 7 august 2014].
Karamanian & Applebee & Hills & Blackley, A. D. R. L., 2012. Workplace Diversity Strategy. pp. P, 7-21.
Macfarlane & Sinhuber & Khan, F. ,. D. ,. T., 2010. Diversity Briefing. pp. P, 9-15.
McInnes, R., 1999. diversityworld.com. [Online]
Available at: http://www.diversityworld.com/Diversity/workforce_diversity.htm
[Accessed 7 august
2014].
McLauren, D., 2009. Benefits of Workplace Diversity. pp. p,1-2.
Mom.gov.sg, n.d. MANAGING WORKPLACE DIVERSITY A toolkit for organisations. pp. P, 10-42.
slideshare.net, 2011. slideshare.net. [Online]
Available at: http://www.slideshare.net/kumudu737sjp/workforce-diversity
[Accessed 7 august 2014].
Stacey & Lundberg-Love, T. P., 2012. The Destructive Consequences Of Discrimination. In: M. Paludi, ed. Managing Diversity in Today 's Workplace. s.l.:Women and Career Management, p. n.d.
Stahl & Maznevski & Voigt & Jonsen, G. M. A. K., 2009. Unraveling the effects of cultural diversity in teams: A meta-analysis of research on multicultural work groups. Journal of International Business Studies, pp. P, 1-10.
Studymode.com, 2012. Studymode.com. [Online]
Available at: http://www.studymode.com/essays/Diversity-In-The-Workforce-Is-a-1050306.html
[Accessed 7 august 2014].
tdci.co.za, n.d. tdci.co.za. [Online]
Available at: http://www.tdci.co.za/index.php?page=library_defining_diversity
[Accessed 20 july 2014].
Washington , D. D., 2008. The Concept of Diversity. pp. P, 3-4.
1.0 Introduction 3
1.1 What is diversity? 3
1.2 What is diversity in the workforce? 3
2.0 Body- arguments for 4
Language diversity 4
Exchange ideas 5
Builds a competitive workforce 6
Problem solving 6
3.0 Body- arguments against 7
Disturbing environment 7
Discrimination 7
High cost 8
Resistance to change and competition 8
4.0 Recommendation 9
5.0 Conclusion 10
References 11
1.0 Introduction
1.1 What is diversity?
To begin with some people assume that the concept of diversity have a clear definition, but the term differs from author to author and from organizations to organizations, in some organizations diversity is focused in terms of race, gender or religion, while other organizations concept of …show more content…
diversity is upon sexual orientation, body image or social statues.
Diversity includes all characteristics and experiences that define each individual; it includes the entire range of primary dimensions of an individual including ethnicity, race, gender, age, disability, religion and sexual orientation. And also include the secondary dimension which is communication style, work style, organizational role, economic statues and geographic origin (Gore, 2000).
It’s a relational phenomenon that focuses on the similarities and differences between people and the way that these similarities and differences are perceived, interpreted and acted upon. These similarities and differences are based on the primary and secondary dimensions of diversity (tdci.co.za, n.d.).
1.2 What is diversity in the workforce?
Diversity in the workforce is a workforce in which it involves a wide mix of workers from racial and ethnic background of different genders and cultures (slideshare.net, 2011).
It’s the co-existence of employees from different socio-cultural backgrounds within a company; it requires an organizational culture whereby employees can continue with their career goals without being held back by gender, religion, nationality or any other factors that are irrelevant to the performance of the worker (Studymode.com, 2012).
Workplace diversity builds on the values of equal employment opportunity to include inherent differences such as gender and etc. it also refers to other ways in which people are different, such as life experience, socio-economic or educational background, personality, marital status, religious beliefs and family responsibilities. To manage, it involves recognizing the value of individual differences in the workplace to realize the full potential of all employees and help the department achieve its business goals (Karamanian & Applebee & Hills & Blackley, 2012).
2.0 Body- arguments for
As the world’s increasing globalization, it requires more interaction and communication among the employees from diverse cultures, beliefs, and backgrounds than ever before.
Many organizations purchases product from other countries so therefore they have to have diverse employees to communicate with and improve the supply chain. A culturally diverse workforce is a business advantage. In today’s global economy and multicultural society, enhancing and managing a culturally diverse workforce gives positive impacts to a company’s bottom line.
Language diversity
And thus the diversity in the workforce will help a company to expand into global markets from the benefits of language diversity in the workplace. Whereby for instants, when the organization has an Arabic worker who understands different languages from different countries such as Yemen, Saudi, UAE and etc. and know also the culture of those countries it will likely make it easier to communicate with representative from those countries thus increasing the reputation of the organization.
Plus the language diversity gives an advantage for the employees when they apply for jobs because for example when the company hires employees who are fluent in Arabic it can increase the company’s reputation in the Arabic communities.
With a diverse workforce group it helps employees to interact with customers from different cultures; in some cases some customers may not have the ability to speak English therefore with a language diversity it makes employees understand the multiple languages meaning that other employees can communicate with different types of customers from different culture (Aoun & Gibeily, n.d).
Another benefit from the diversity in the workforce is that it attract the professional employees internationally and also from other business parties, as well as attracting and retaining the top talent from around the world, and once an organization is flexible to apply diversification it can positions a company to make strong relationships with customers, clients and suppliers by involving to a bigger client base which increases the organizations corporate image (Macfarlane & Sinhuber & Khan, 2010).
Exchange ideas
With a multiple employees interacting with each other the creativity of the ideas will be better and the overall productivity will increase, because when different employees are in a workplace they all have different perspectives on handling issues
According to (McInnes, 1999) he stated that there are changing demographics in the workforce, whereby in today’s labor it’s no longer dominated by a homogenous group but from representing people from different backgrounds and life experiences. When the organization do not practice employment discrimination, and treat their employees and staff fairly regardless of race, gender or religion, most likely the potential employees and job seekers will be attracted as well as attracting the new and top talent workers and retain them because of high employee morale.
The fact that diversity bring individuals from various backgrounds work together but also brings those who possess important skills that stimulate organizational growth.
In a diverse environment where people can interact and share ideas, organizational growth and health are present. Being exposed to new ideas, cultures and perspectives can help individuals to reach out intellectually and gain a clearer view of their surroundings and their place in the world, the exchange of ideas creates an atmosphere of cultural acceptance that can lead to improvements in employee relations and innovation as well. And when the ideas are valued it gives positive and strong employee relations and strong strategic advantage. And the strategic advantage can be the motivation to make entrance into new markets and new customers that were previously inaccessible (Stahl & Maznevski & Voigt & Jonsen, 2009).
There are several researches conducted to show the effectiveness of diversity in teams which lead to greater results in decision making process. They approach to the issues with different ways of thinking, other views and perspectives, which creates a supportive environment, better team work and effective client service delivery. Organizations such as Toyota are adapting diversity, whereby they hire salespeople that speak various languages to serve their diverse client base, other organizations such as Coca-Cola use diversity to develop markets internationally such as Hispanic, Chinese or Arab communities to ensure retention of current market (Washington , 2008).
Builds a competitive workforce
Diversity does not only help employees to communicate better and being more productive, it also equips the managers with different kind of skills, whereby when an organization builds a small- scale version of the world in the workplace, the managers will likely have the ability to conduct businesses worldwide through the varied experience of their employees and having a wide reach of resources, because when diversity is built it brings professional skills from around the globe into the office as well as staff from different cultures who are fluent in many languages, contain a lot of knowledge and capable of understanding the international customers daily needs (Mom.gov.sg, n.d).
Problem solving
When having a diverse workforce, which consists of different types of age groups, education and experiences, the employees, will have the ability to brainstorm effectively, whereby brainstorming consists of individuals who come together and communicate easily with each other to have many ideas or opinions to come up with solutions for problems that are located in the organization, also it helps the organization in a way, whereby when an organization is facing changing of demands from the customers due to their needs, brainstorming will generate a pool of multiple solution and ideas (McLauren, 2009).
For example when a Malaysian customer changes his purchasing behavior, the diversity will take place, whereby if the organization have Malaysian workers they will understand the reasons of the changes and try to fix it by brainstorming it to other employees to increase the awareness of the changes and learn from it as well as having many ideas to solve the arising issue.
3.0 Body- arguments against
When it comes to diversity, the barriers can be external, as in discrimination, occupational practices, cost and workplace climates, and other disadvantage that surrounds the workplace environment.
Disturbing environment
The reasons why diversity in the workforce is not applied or established in some organizations because it might be a disorder or a weakness to teamwork, whereby if the worker is not comfortable with the other workers who have different social, political and economic backgrounds, it can surely lead to tension and stress in the workplace whereby the employee will not be able to solve the issues that needs teamwork such as brainstorming to create ideas, process of making a product or service and etc. which also lead to gossip and rumors and no trust within the organization (Green & López & Wysocki & Kepner, n.d).
Another reason is that when many ideas and opinions are expressed it can lead to arguments, and when arguments are unleashed, it increases the conflict with the workers as each has his own plan and when someone doesn’t agree or put an idea that didn’t get along with the previous idea most likely the workers will be upset and face conflict and arguments or in some cases the worker will ignore the idea of the other worker, which leads to make workers unproductive or not willing to work and causing negative dynamics such as ethnocentrism, stereotyping and culture clashes. And thus increasing the probability of the customer service problems because they can’t communicate with certain customers, as well as the performance of the company will suffer as workers will feel less valued, and it was said that workforce diversity increases the labor turnover and absenteeism which cost the company loads of money.
Discrimination
Discrimination can be a reason for not allowing diversity, because it happens when a worker treats another worker unfavorably due to his personal characteristics which are based upon factors such as race, gender and religion, when a worker is being discriminated, it affects his ability to perform his job well and it also affect the perception of equity and raises issues of lawsuit and leads to anger, intrusion and depression. Discrimination occur in ways such as promoting certain workers based on factors that are not even related to the performance or giving certain workers better and desirable tasks (Stacey & Lundberg-Love, 2012).
High cost
Diversity in the workforce increases the cost of diversity management, because when an organization have the ambition to effectively manage the diverse workforce and want to increase the job satisfaction, it experiences high cost of training and development, and those high costs comes from cost that are associated with sessions, programs and lectures provided to the workers to promote diversity in the workforce, plus these types of training are given to all levels of staff within the organization which makes it more harder and more expensive for the organization (Dike, 2013).
Resistance to change and competition
The fact that when diversity is within the organization there are always employees who will refuse to agree that the social and culture character of their workplace is changing, because some will say that “we always do it this way” and with that being said the employees will mentally “hush” their ideas.
And another issue is that diversity can cause competition among the employees, whereby if the employees do not want to accept other culture or not open, they will tend to be rivals or competitors instead of teamwork, which gives negative effect in the organization because instead of working as a team they work separately and in a way that are competing each other (Greenberg, 2004).
4.0 Recommendation
Relating to Maslow’s hierarchy of needs it’s known that the theory is concerned about motivating the employees, whereby the company should satisfy their needs and the needs are usually five, but in terms of diversity they are 2 and they are:
Social needs
It refers to the sense of belonging in the organization, the need to feel part of a group and the need for acceptance (Herrington, 1999), if a worker is feeling that he has colleagues that he can trust or can work together from any nationality he will be motivated to work in a productive way cause he knows that if anything is wrong with his work, his co-workers will be there and will correct him so that he doesn’t do the same mistake again, and this will not only build teams in the workplace but also reduce the conflict with one another and enhance better communication.
So in order to make employees work as teams, there should be learning sessions whereby the organization encourages and improves the employees to work with others of different backgrounds. And by introducing these types of interactions encourage the employees to learn more about communication styles and their own and those of their colleagues. Continue to develop better engagement and communication with our staff groups, also examine the employees ' attitudes and how they work with others.
Self-esteem needs
It talks about the respect that is given from other employees and the organization, the employees need to have the feeling that they are respected and valued in the organization in order to work together and produce high quality of work (Deepermind.com, 2014). And that can be done by treating workers fairly and respect the differences that makes the workers who they are, for instance there should not be a compulsory meeting that falls on a religious holiday and if the employees are unable to attend it will generate a feeling of being left out. And the organization should develop diversity training to employees at all levels to solve the issues with age, race and etc. Conduct learning sessions among groups, during which employees share with each other how their varying beliefs, cultures and traditions shape their professional and personal lives, reward the fulfillment of diversity goals, and inspire employees to express their ideas and opinions and feature a sense of equal value to all.
Source: http://artistryingames.com/exploring-relevance-importance-second-life/
5.0 Conclusion
To sum up the report, when it comes for an organization to establish diversity in the workforce there will be always conflicts between the workers, who have different backgrounds and sometimes the tiniest difference between two people can create the workplace conflict. And if conflicts can be measured and controlled, the creativity of ideas and performance can be increased.
Organizational success and competitiveness will depend on the ability to manage diversity in the workplace in an effective way. If not properly managed the organization will face issues regarding the reduction of the employees work performance and the separation of the employees as in the employees will work individually not in teams.
Managers need to know that everyone is different not the same. It 's not compulsory to like everyone, but it is necessary to respect them in the workplace in order to keep the momentum going in the organization.
References
Aoun & Gibeily, G. T., n.d. Managing Diversity in the Workplace. pp. P, 1-9.
Deepermind.com, 2014. Deepermind.com. [Online]
Available at: http://www.deepermind.com/20maslow.htm
[Accessed 7 august 2014].
Dike, P., 2013. The impact of workplace diversity on organisations. Degree Programme in International Business, pp. P, 18-19.
Gardenswartzrowe.com, n.d. Gardenswartzrowe.com. [Online]
Available at: http://www.gardenswartzrowe.com/about.html
[Accessed 7 august 2014].
Gore, A., 2000. Best practices in achieving workforce diversity. 1 ed. Washington, D.C: U.S. Dept. of Commerce.
Green & López & Wysocki & Kepner, K. M. ,. A. ,. K., n.d. Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. pp. P, 1-3.
Greenberg, J., 2004. multiculturaladvantage. [Online]
Available at: http://www.multiculturaladvantage.com/recruit/diversity/Diversity-in-the-Workplace-Benefits-Challenges-Solutions.asp
[Accessed 7 august 2014].
Herrington, A., 1999. Pateo.com. [Online]
Available at: http://www.pateo.com/art6pf.html
[Accessed 7 august 2014].
Karamanian & Applebee & Hills & Blackley, A. D. R. L., 2012. Workplace Diversity Strategy. pp. P, 7-21.
Macfarlane & Sinhuber & Khan, F. ,. D. ,. T., 2010. Diversity Briefing. pp. P, 9-15.
McInnes, R., 1999. diversityworld.com. [Online]
Available at: http://www.diversityworld.com/Diversity/workforce_diversity.htm
[Accessed 7 august
2014].
McLauren, D., 2009. Benefits of Workplace Diversity. pp. p,1-2.
Mom.gov.sg, n.d. MANAGING WORKPLACE DIVERSITY A toolkit for organisations. pp. P, 10-42.
slideshare.net, 2011. slideshare.net. [Online]
Available at: http://www.slideshare.net/kumudu737sjp/workforce-diversity
[Accessed 7 august 2014].
Stacey & Lundberg-Love, T. P., 2012. The Destructive Consequences Of Discrimination. In: M. Paludi, ed. Managing Diversity in Today 's Workplace. s.l.:Women and Career Management, p. n.d.
Stahl & Maznevski & Voigt & Jonsen, G. M. A. K., 2009. Unraveling the effects of cultural diversity in teams: A meta-analysis of research on multicultural work groups. Journal of International Business Studies, pp. P, 1-10.
Studymode.com, 2012. Studymode.com. [Online]
Available at: http://www.studymode.com/essays/Diversity-In-The-Workforce-Is-a-1050306.html
[Accessed 7 august 2014].
tdci.co.za, n.d. tdci.co.za. [Online]
Available at: http://www.tdci.co.za/index.php?page=library_defining_diversity
[Accessed 20 july 2014].
Washington , D. D., 2008. The Concept of Diversity. pp. P, 3-4.