Is accomodating workforce diversity a luxury or a necessity - Essay Example

May 15th Workforce Diversity The current workplace has people who are different in both form and manner and this may be caused by the interconnections that have been created due to globalization. The diversity that has been caused by these shifts has become a bigger challenge to employers because it has forced them to deal with people with varied views, working stipulations and cultural backgrounds. Even though many people perceive workplace diversity as wrong, it has become a necessity in the current working environments, and therefore, managers have the responsibility of embracing workplace diversity despite the various difficulties experienced when managing people with varied backgrounds.

An organization that has embraced diversity is able to experience a lot of innovation due to the presence of people from different cultures. In addition, with people from different backgrounds, there will be a variety of ideas because such people do not think and work similar to those people from the same region. The organization will have people thinking outside the box, and this will lead to a variety of inventions which will benefit the organization. Accommodation of diversification is necessary in the sense that the business will benefit in terms of having a pool of talent.

International Debate Education Association and Trapp contend that accommodation shows how people have moved from national stereotyping that causes conflict (p. 160). Moreover, with the presence of people from different backgrounds and cultures, the organization will take the world as being a shopping basket for the recruitment of employees. The organization, therefore, will not have to limit itself in recruiting people from a specific university, career path and even specific education background.

Therefore, employers will have to be daring, and risk employing an individual who is not known. The business may find a person who is talented or even gifted and he/she may deliver beyond the expected standard. According to Snell and Bohlander most companies find the idea of accommodating employees with individual needs is one of the powerful ways of attracting and retaining people of top caliber (p. 37). People with different skills will come to the business and use their experiences in the fields they are specialized in and be able to address the business from a different perspective.

An organization is not able to acquire an individual who is all round an over achiever and with the accommodation of diversity, the firm will probably be able to get employees who have skills and remarkable strengths in diverse fields. Although the business will succeed in having multiformity, people in the organization will feel confused an annoyed by the individual’s view or even background that is different from their own, and even feel threatened. Constructive arguments might arise and later turn into power struggles in the organization, and this will hinder the achievement of the desired goals.

It is, therefore, important for managers to create a workplace environment that is able to tolerate and understand people from the various cultures. A manager should, therefore, encourage their staff to be open-minded and be able to hear other alternative views given by other employees. In doing this, horizons will be opened up, and people will realize that with a variety of ideas put together will achieve more. Thus, in order to accommodate workplace diversity, the organization need to create an environment that is able to value and utilize contributions from people of different backgrounds with different perspectives.

Furthermore, in practicing diversity, the organization will be able to enhance people management as a strategy and one of the means used by organizations to attain desired objectives. Works Cited International Debate Education Association and Trapp Robert. The Debatabase Book: A Must-Have Guide for Successful Debate. New York: Idebate Press. 2009. Snell A. Scott and Bohlander W. George. Managing Human Resources. New York: Cengage Brain. 2012.