Ethnic Diversity at Workplace Introduction Historical overview of research related to the diverse population The meaning of ‘diverse’ is quite difficult to understand. For instance, the modern day human population often deciphers a distinct and inadequate construct of the socio-economic paradigm on the basis of race as well as ethnicity…
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Notably, the term ‘relational demography’ is often defined as the individual’s demographic similarity or dissimilarity observable in comparison to other members of the organization. It is in this context that the distribution of co-ethnic workers could have implications for the well-being of African American or Latino individuals. As stated by Kanter (1977), on the lower extreme of this distribution, one finds tokenism, a segregated work environment in which the minority group comprises less than 15% of the working group. These minority members would represent a “critical mass,” possibly reaching equal representation relative to the culturally dominant group (Henderson, 1998). The recent phenomenon depicts that the growing attention towards diverse population research has been increasing constantly and rapidly since the past few decades. However, guided by a philosophical and social point of view, insignificant number of diversity research focuses on the impacts of workplace racial as well as ethnic diversity at workplace. With the passing time, diversity concerns have deepened instead of fading away as intended with the implementation of anti-discriminatory policies and various other equal opportunity initiatives. Simultaneously, complexities have also increased by a significant extent in relation to diversity, especially within an enclosed and structured workplace setting. It is in this context that there are a few significant factors relating to ethnic diversity such as the biological sex concept, which is the only defining characteristic between a male and a female populace within the modern day workplace setting. Some feminist researchers recognized the essence of evaluating the distinction as well as historical and cultural features within women populaces in workplace setting categorizing them as a proportion of diverse population (Shore, Chung-Herrera, Dean, Ehrhart, Jung, Randel & Singh, 2009). Personal reflection There are many reasons behind choosing the diverse population at work place for performing this particular study. The underpinned philosophical context behind this study depicts that for the purpose of developing the public policy it is essential to recognize that workplace diversity is a critical variable to develop a stable, sound as well as progressive society. The significance of managing diverse workforce has been rapidly increasing since past few years owing to the diversification as well as the international expansion of the organizational boundaries. It is fundamentally due to this reason that a large variety of populace who differ in terms of gender, ethnicity, color and even race tends to be employed in a specific workplace setting. Simultaneously, with the increasing influence of globalization, customers groups are also emerging as widely diverse, which further increases the necessity of studying the issue of workplace diversity, especially in terms of ethnicity (Gandz, 2001). It is in this context that diversity at workplace is increasingly being considered as an essential factor which can assist to interpret into product as well as services which are effectively and efficiently provided by the organization. Consequently, many organizations have been realizing the need of providing better services to diverse customers
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“Ethnic Diversity at Workplace Research Paper Example | Topics and Well Written Essays - 2250 Words”, n.d. https://studentshare.org/education/1460753-ethnic-diversity-at-workplace.
The current concept on diversity widens the span and identifies diversity as an assortment of items typified by divergence and similarities. Several aspects such as increasing influx of immigrants, strategic alliances with firms in other countries, and the rising globalization of businesses are some of the factors creating diversity.
To avail them, all that is needed is adequate management of diversity. Benefits of Diversity in the Workplace The workplace has become increasingly diverse over the centuries. The tiny and delicate stem that had popped out of the seed of diversity at the time of the industrial revolution of the nineteenth century has now grown up into a tree.
The author states that handling a diverse workforce means that the organization has to engage in first acknowledging the worth of discrepancies in the manpower, fight discrimination and biases and encourage inclusiveness. Managers and superiors may have to face issues with compromising productivity in work or loss in manpower due to discrimination.
America today can be considered as the melting pot of the world. Ethnic minorities in America far outnumber those in most of other countries that have a mass majority of natives. With so many opportunities in America, a lot of people come here to start a new life with a college education, to start a business, or even to escape poverty or persecution of their native land.
This characteristic of workforce can be coinciding in a simple term i.e. cultural diversity. Ethnic diversity in the workforce includes difference in language, behavior, manner, and many other human characteristics (Barak, 2010, p.103). Though ethnical diversity can be found in domestic organizations of any country but it can be seen in major extent in multinational organizations where people of different countries works together and creates higher extent of ethnic diversity at the workplace.
The significance of adequate and efficient communication cannot be overemphasized because all aspects of an organization incorporate communication. Communication is necessary to create novel products, enhance efficiency, enhance quality, and satisfy customers (Picardi 2001, 12).
Equality of treatment and opportunity has been the official policy of some organizations for many years. In their standards of recruitment, training, and promotion, government agencies and human services organizations have been more effective as equal opportunity employers than the private business sector.
However, even more pressing is the process of recruitment and affirmative action (Korgen, 1999). As a minority and newly formed groups, biracial employees should be considered a qualified group for affirmative
The original intent was to ensure that qualified individuals from all groups of the society get a place equally in school admission and job vacancies. The action was supposed to break down the racial barriers that discriminated
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