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Diversity: Past, Present and Future
Diversity: What Does It Mean to You?
Introduction
Globalization and the multinational corporation are becoming commonplace.
Most countries have a multicultural makeup based on demographics. Organizations are facing a rapidly changing workforce composition as they attempt to standardize implementations of cross-border businesses. In order to obtain a competitive advantage, organizations need to deal with a multicultural workforce structure.
According to Unzueta’s theory, diversity is a resource that adds to firm performance. “It predicts higher performance from a diverse organization and view diversity as a business necessity”. [4] As a result, diversity is a concept celebrated by many organizations [4]. Yet, in spite of the amount of attention diversity receives, the concept is neither clearly defined nor well understood by the general public. [4]
Given diversity’s ambiguous meaning, people may interpret the concept of diversity in a manner consistent with their desire to preserve inequality along socially important dimensions, such as race. In our report, we will explore whether diversity is, in fact, a changeable concept capable of serving opposing social agendas.
Diversity: Definition
In simple terms, diversity can be defined as a point of reference. According to Coffey, “diversity is a term for valuing and promoting differences, similarities, and unique characteristics of groups and individuals in different areas in the world. It is the exploration of these differences in a safe, positive, and nurturing environment.” [1] In today’s world, we can all agree that everybody is unique and different as each has different characteristics and ideas. So, in general, it can be said that “diversity is no more than just tolerating differences”. [1]
Diversity: Past
Over 25 years ago, what we now dub
Diversity: Past, Present and Future
Diversity: What Does It Mean to You?
Introduction
Globalization and the multinational corporation are becoming commonplace.
Most countries have a multicultural makeup based on demographics. Organizations are facing a rapidly changing workforce composition as they attempt to standardize implementations of cross-border businesses. In order to obtain a competitive advantage, organizations need to deal with a multicultural workforce structure.
According to Unzueta’s theory, diversity is a resource that adds to firm performance. “It predicts higher performance from a diverse organization and view diversity as a business necessity”. [4] As a result, diversity is a concept celebrated by many organizations [4]. Yet, in spite of the amount of attention diversity receives, the concept is neither clearly defined nor well understood by the general public. [4]
Given diversity’s ambiguous meaning, people may interpret the concept of diversity in a manner consistent with their desire to preserve inequality along socially important dimensions, such as race. In our report, we will explore whether diversity is, in fact, a changeable concept capable of serving opposing social agendas.
Diversity: Definition
In simple terms, diversity can be defined as a point of reference. According to Coffey, “diversity is a term for valuing and promoting differences, similarities, and unique characteristics of groups and individuals in different areas in the world. It is the exploration of these differences in a safe, positive, and nurturing environment.” [1] In today’s world, we can all agree that everybody is unique and different as each has different characteristics and ideas. So, in general, it can be said that “diversity is no more than just tolerating differences”. [1]
Diversity: Past
Over 25 years ago, what we now dub
Bibliography: [1] Adiyaman Univeristy. "Diversity in Diversity Management." International Journal of Business and Social Science 3.19 (2012): 241-45. Business Connect. Web. 25 July 2012. [2] "Exploring What Is Diversity." Personal interview. 27 July 2013. [3] Jauhari, Hemang, and Shailendra Singh. "Perceived Diversity Climate And Employee 's Organizational Loyalty." Equality, Diversity and Inclusion 32.3 (2013): 262-76. Web. 23 July 2013. [4] Unzueta, Miguel M., Eric D. Knowles, and Geoffrey C. Ho. "Diversity Is What You Want It To Be: How Social-Dominace Motives Affect Construals of Diversity." Psychological Science 23.3 (2012): 303-09. Econlit. Web. 25 July 2013. [5] Visagie, Jan C. "Evolving Role and Nature of Workplace Leaders and Diversity: A Theoretical and Empirical Approach." Managing Global Transitions 8.4 (2010): 381-403. Bussiness Connect. Web. 23 July 2013. [6] Wiey-Little, Anise D. "Has Diversity Lost Its Authenticity in Corporate America." Insight Into Diversity. Business Source Complete, 12 Sept. 2010. Web. 23 July 2013.