Challenge of Leading a Diverse Workforce - Assignment Example

?Challenge of Leading a Diverse Workforce College Workforce diversity encompasses a wider range of variety differences among people in an organization, which includes difference in personality, age, gender, ethnic group and race etc. The perception of people towards others in a work environment affect their interaction and relation within an organization (Powell, 2004 p.15).The issue of the world increase in globalization necessitates fostering of interaction among employees and workers from different ethnic groups and beliefs. To date, people have been incorporated into a competitive economy all over the world with competition emanating from all continents of the world (Cross & White, 2004 p. 30). To this effect, both profitable organizations and NGOs require a diverse workforce to enhance creativity within the organization and be receptive to change. Diversity maximization in most companies, have become a significant role to play for the management to date. Researchers have reported that there is a higher prospect to a significant increase in adaptability to diversity in years to come (Noe, 2012 p. 34). For an organization to be rendered successful, it has to recognize the urgency of taking remedial action and be willing to put in a lot of effort in diversity management. In recent years, most organizations have consistently faced immense challenges in leading a diverse workforce. The human resource professional s in many companies has been confronted with a lot of setbacks which they have to address at workplace. Communication barriers among employees in an organization are one of the major challenges to diversity. Workers find it difficult to understand one another especially is they are from different countries of origin (Gordon & Whit, 2010 p.56). For instance, an employee from United Kingdom might find it difficult to interact with a fellow employee from Germany who doesn’t understand English properly. Teamwork between the two workers might be greatly affected due to difference in language understanding rendering collaboration difficult. Moreover; the general productivity of the organization will decrease in return caused by confusion and lack of morale (Booth & Robson, 2004 p.23). Resistance to change has been a major challenge to most organization by their employees. A large populace of employees has failed to accept the significant revolution of cultural composition at workplace. Resentment s has accompanied the idea of incorporating people from diverse background and races. Indirect racial discrimination has been evident in organization leading to a poor workers relation. Workers find it uncomfortable relating with their fellow employees from difference race. Others prefer the top management to be composed of individual from a certain race of preference regardless of their skills. For example, in an organization structure composed of many blacks, most workers will prefer their managers to be black for comfort ability (Brislin, 2008 p.45). These conflicts kill the idea of effective management strategy for the best interest of the entire firm. People have resorted to concealing new ideas as a result, which is an impediment to a company’s ‘progress. Religious segregation is another challenge that ought not to be overlooked. Many firms have failed to give freedom to their employees to freely express their cultural beliefs and practices. Subjecting Muslim women to wearing skirts which reach a particular length by management as a dress code portrays unfair treatment. Their norms require full cover of their body. They should be allowed to wear long attire in accordance with their beliefs and practice (Henderson, 1994 p. 21). It has proven to be difficult in implementing diversity at workplace. Advertisement made by organization in media can pose a negative impression to people from different races. Images depicting of only the whites in top management produce a negative impression to some black people who might perceive that the organization does not entertain diversity all. Making references to diversity are bound to lure people who value their ethnic identity highly (Orrick, 2008 p. 67). People have difference experiences and viewpoints as far as the equity of the organization toward its employees is concerned.Thier view points are mainly influenced by their membership in the groups which they get involved in. Each individual evaluation in relation to how she/he experiences fair treatment in an organization influences how committed the worker will be to the organization (Morgan& Vardy, 2006 p.11).The intensive evaluation also contributes to labor emotion and the period that a person is willing to stay working for a particular company. Minority groups perceive the level of equality differently as compared to the majority counterpart at workplace. The key objective of the diversity is to improve its functionality effectively within an organization .Employees need to be given incentives to feel comfortable within the workplace and also to be encouraged to contribute fully toward achieving the set goals of an institution (Hstn, 2004 p.9). Despite the challenges which are being experienced by most organizations to date, there recommendation which when put in place will foster the growth and success of diversity within an organization. Many writers have pointed out a variety of suggestions to be undertaken. Aligning cultural activities which have proven to be sensitive with the strategic goals of the organization is essential. People should be allowed to express themselves freely at workplace. This ensures that an individual’s identity is retained. In addition, teamwork being the best strategy will be enhanced due to openness to articulating ideas and peoples opinion (Dychtwald & Morison, 2006 p. 34). . The organization has to depict the aspects of diversity in top management and leadership positions. There is need for the management structure to be composed female manager to portray gender equality which encourages women to exercise their leadership skills without being stereotyped. Today, there has been an increase in number of women who participate at the executive level of the organization. More women are now getting employed as managers giving them a chance to be at the forefront. These chances also give them opportunities to equality making them feel they have the aptitudes as compared to their male counterparts. Both men and women have equal ability and capability to make sane decision in steering the organization to greater heights of success Companies should encourage and attract people from different races by incorporating people from diverse ethnic groups and races in the top management. Such strategic steps help shun the bad impression created by images of the executives depicted in advertisements thus locking out opportunities from potential customers (Thiederman, 2003 p. 54). For a manager to be considered effective, they should recognize the necessity for establishing an environment of diversity. Managers should be aware of the repercussions of discrimination.Futhermore, they should also be aware of how biased they can be and the effect to the organization. There is need to recognize that there is uniqueness in every individual and that he does not represent a particular group (Tucker & Verma, 2006 p. 45) The organization should encourage mentorship programs within the workplace. The older workers should offer experimental knowledge to the technical group comprised of the younger employees. Creating a foundation for learning across boundaries materializes diversity. People are able to exchanges ideas and come up with effective strategies for the progress of the organization (Fine, 1995 p. 56) Many cooperate bodies have succeeded through such recommendations and there is need to learn from them. Recognizing their actions in achieving the objective of diversity is a huge milestone. Organizations which have been regarded for high performance and consistence in excellence have indicated that there is need to devise effective strategies in an effort to diversify workforce. They point out ways of coming up with workable policies for accommodating people from different walks of lives Diverse workforce reflects a changing world and the need to stay relevant in marketplace. Team members which are diverse boost the reputation of the organization in teams of values. Tolerance and respect to individuals regardless of their orientations, ethnic groups create a competitive ground and increases work productivity (Orrick, 2008 p. 89) There is need for employees to be made feel appreciated by allowing them to express themselves freely without feeling restricted by companies’ regulations. Companies should create a conducive working environment to all employees though fostering free interaction and collaboration (Amieson & O'mara, 1991 p. 10.). Addressing of the challenges faced by employees should be made urgent to ensure that everyone is comfortable which will in turn capitalize on the urge to establishing a diverse workforce. Diversity is important to both associates and the cooperates. As pointed out earlier, upholding a high level of respect among individuals leads to a highly productive organisation.With difference in age, gender and race in a worplace, a culture of creativity. Nevertheless, diversity also boosts the positive image of an organization opening it up to potential opportunities in business Bibliography Amieson, D., & O'mara, J. (1991). Managing Workforce 2000: Gaining the Diversity Advantage. San Francisco, Jossey-Bass. Booth, N., Robson, C., & Welham, J. (2004). Tolley's Managing A Diverse Workforce. Croydon, Lexisnexis Uk. Http://Public.Eblib.Com/Eblpublic/Publicview.Do?Ptiid=534850. Ston, Mass, Harvard Business School Press. Brislin, R. W. (2008). Working With Cultural Differences: Dealing Effectively With Diversity In The Workplace. Westport, Conn, Praeger. Cross, E. Y., & White, M. B. (2004). The Diversity Factor: Capturing The Competitive Advantage Of A Changing Workforce. Chicago, Irwin Professional Pub. Dychtwald, K., Erickson, T. J., & Morison, R. (2006). Workforce Crisis: How To Beat The Coming Shortage Of Skills And Talent. Fine, M. G. (1995). Building Successful Multicultural Organizations: Challenges And Opportunities. 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Managing A Diverse Workforce: Learning Activities. Thousand Oaks, Calif, Sage Publications. Thiederman, S. B. (2003). Making Diversity Work: 7 Steps For Defeating Bias In The Workplace. Chicago, Dearborn. Read More