The Workplace Diversity - Coursework Example

Workplace Diversity Workplace diversity is one of the most desired aspects of the globalised world and this is because for the first time in modern history, people from across the world, have come to work together in different capacities and across borders. The result has been that there has developed the need to ensure that individuals understand one another and accept each other as they are since it is diversity, which has been determined as a necessary factor for the success of a business (Cox, 1991). Therefore, diversity in the workplace is essential for the creation of working relationships that are not only productive but also mirror the changing aspect of business where there is the need to develop an understanding of the needs and references of clients. One of the instances of great concern in the workplace is that of religious diversity since people from different backgrounds often work together in the same environment. A problem in most workplaces in the world is that they often employ those individuals who come from the same religious background so that if a Christian owns a business, people from this religion will be given preference over others. This should not be the case because despite the differences in religion, it should be recognized that people are still human beings who can interact with one another to ensure that the business achieves its goals (Harvey 2012, p.51). Moreover, because of religious diversity in the workplace, there is an increase in the possibility that an organization will be able to provide services for individuals across diverse religious background because the organization will have a better understanding of how to handle these individuals. In addition, religious diversity also leads to employees understanding one another so that the stereotypes about certain religions come to be dispelled as the truth concerning the various religions that individuals in the workplace practice are revealed (Mumby 1988, p.27). Because of the understanding brought about by religious diversity in the workplace, there is more harmony between individuals so that instead of concentrating on discriminating one another based on religion, they work together towards the achievement of the goals that the organization has set for itself. In this way, religion does not become an obstacle but a bridge that brings together people in the workplace to head towards a common organizational goal. In the modern world, those organizations that do not have religious diversity tend to be guided more by stereotypes rather than the realities concerning other religions. In a situation where members of one religion dominate an organization, one will find that it is extremely difficult for them to work in a multicultural environment because they do not have the skills necessary to interact with potential clients from other religions (Eisenberg, Goodall & Trethewey 2010, p.250). This is the reason why such organizations are rarely able to gain any significant level of success; considering that the world has become more globalised hence creating the need for people from different religions to work together in order to achieve common goals. An example of such a situation is where an organization that only employs Christians, wishes to expand its operations into a country that is majority Muslim. In such a situation, it is often quite difficult for the organization to become a success in the new environment because it does not have the necessary employee diversity to ensure that it is well advised about the customs and beliefs of the new society before it ventures into it. The result is that the organization’s goals in the new country might end up in failure because of the lack of religious diversity. In other situations in the workplace, some employees may discriminate against others because of their religion and this becomes counterproductive for the organization because the employees will not have the capacity to work together to achieve its goals (Tatli & Ozbilgin, 2009). The outcome is therefore negative because of lack of cooperation because of the religious discrimination that takes place within an organization. Another aspect of diversity in the workplace that should be put into consideration is that based on disability. The employment of people who are disabled has more often than not been a taboo in many organizations and this is as a result of the belief that they are not capable of performing their tasks to the desired outcomes. Moreover, there has developed the belief that disabled people will often need special treatment which many organizations believe is a waste of time and effort (Gossett & Kilker, 2006). This stereotype concerning the helplessness and lack of resourcefulness of disabled people is completely unfounded because in most circumstances, disabled people tend to be among the best performers in the organizations within which they are employed. It has become a legal requirement that the discriminations against disabled individuals in the workplace be brought to an end, and this move is highly commendable because new technology has been developed to ensure that they have a comfortable time in their work without necessarily needing the assistance of their fellow workers. Therefore, while disabled people may be a minority, they also have the right to be given equal opportunities in the workplace. This should not only be done out of pity, but because it is the best thing for the organization to do since such a move would not only serve the interests of the disabled individuals but also of the organization itself (Milliken, Morrison & Hewlin, 2003). The empowerment of disabled people in the society through their being given opportunities to prove themselves in the workplace is a desirable goal because it allows for all the individuals within it to be work towards its further development and reducing the high rates of dependency among disabled people. If an organization has an all-inclusive workforce that even caters for disabled people, it will be able to have the diversity of talent and viewpoints, which will enable the furtherance of its growth and the attainment of its objectives. A number of organizations in the developed world have taken measures to ensure that there is disability awareness in the workplace and with this awareness, they have created programs designed to help those people with disabilities to nurture their talents so that they can be a part of the productive workforce (Brownell, 2003). The attitudes and stereotypes about the recruitment of people with disabilities have gotten better over the past decade as more organizations become aware of the need to increase the diversity of their workforce through hiring people with disabilities. The awareness of the skills and abilities possessed by disabled people has played an active role in the promotion of their employability and this has allowed for the overcoming of stereotypes of disabled people being useless to the society and not worthy of being allowed into the workplace (Vaughn 2006, p.494). A consequence of the employment of disabled people is that it has created more diversity in the workplace because talent from all the major groups in the society can be exploited for the benefit of organizations as they strive to achieve their objectives. The discussion above has shown that among the instances of great concern in the workplace is that of religious diversity since people from different backgrounds often work together. Furthermore, another aspect of diversity in the workplace that should is that related to disability and the need to ensure that disabled people are given the same employment opportunities as the ones without disabilities. Workplace diversity has become extremely important in the increasingly globalised world since without it, organizations would not be able to function in a manner that is efficient and productive. Therefore, diversity helps to bring together people from different cultures and backgrounds to ensure that they are able to work together in a manner that is of mutual benefit for all of them. References Brownell, J. (2003). Developing Receiver-Centered Communication in Diverse Organizations. Listening Professional, 2(1), 5-25 Cox, T. (1991). The Multicultural Organization. Academy of Management Executive, 5(2), 34-47. Eisenberg, E.M., Goodall, H.L. & Trethewey A. (2010). Organizational Communication (6th ed.). St. Martins: Bedford. Gossett, L.M., & Kilker, J. (2006). My Job Sucks: Examining Counterinstitutional Web Sites as Locations for Organizational Member Voice, Dissent, and Resistance. Management Communication Quarterly 20(1): 63–90. Harvey, C.P. (2012). Understanding and Managing Diversity. New Jersey: Pearson Education, Inc. Milliken, F.J., Morrison, E.W. & Hewlin, P.F. (2003). An Exploratory Study of Employee Silence: Issues that Employees Dont Communicate Upward and Why. Journal of Management Studies 40(6), 1453–76. Mumby, D. (1988). Communication and Power in Organizations. New York: Ablex Publishing. pp. 1–210. Tatli, A. & Ozbilgin, M. (2009). Understanding Diversity Managers Role in Organizational Change: Towards a Conceptual Framework. Canadian Journal of Administrative Sciences 26, 244–58. Vaughn, B. (2006). High Impact Diversity Consulting. San Francisco, CA.: Diversity Training University International Publications Division. Read More