Organizational Behavior and Workforce Diversity - Example

ID Number: Behavior This case study highlights the issues of organizational behavior. The main focus of this case is on the issue of workforce diversity. It means discrimination the workforce based on age, sex, culture, background etc. Organization experiences various issues regarding these discriminations. Effects and results of these issues are presented in this case. If the diversity in the workplace is managed effectively then it creates a very positive impact in the organizational behavior of a company. The company needs to handle the oppositions related to the diversity in an effective way for so that it does not hamper its organizational behavior. Many people of organizations often get involved in cultural issuers that they fail to give respect to people of older age, other religion and sex. They treat them in an unfair way. Those employees tend to focus more on the difference rather than adjusting the difference. Introduction Organization behavior is the study of people who work together in a group. Implementation of effective organizational behavior helps the business the business to grow. This is a scientific approach which is applied to manage the workers. It helps to maximize the individual output of a group. But presently many issues are arising related to the organizational behavior which is hampering the growth of the organization. Organizational behavior sets up the culture of a company. It helps to understand the way that how employees interact with each other in the company. The issues related to the behavior of the employees create a huge impact on the organizational change. Workplace diversity is an important issue which is creating problems in the organizations. The issue is related with people. It focuses on the differences and the similarities of the people working in the organization. This diversity involves discrimination regarding gender, race, ethnic group, personality, age, cognitive style etc. The diversity affects the interaction and perception of the employee in the workplace. Often everyone in the organization is included in the concept of diversity. This issue creates complications and problems by creating problems in the organizational culture and its environment. If the diversity is implemented in a good way then it establishes a healthy organizational behavior. The diversity helps to learn many things from different people and creates unity among them. In the modern era of globalization diversity is a predominant factor. It is increasing day by day in the workplaces. The success of the organization depends largely on its ability to accept the diversity by realizing its benefits. Establishing a good organizational behavior is associated with handling of diversity issues, implementing and developing diversity plans etc. The challenges in the diversity of workplace create a bad impact on the behavior of the employees. Many employee of the organization refuses to accept the differences of culture. They only follow a particular way which they are following for a long time. New ideas from different employees are not accepted for the diversity issues. It leads to the rise of the behavioral problem among the employees which affects the organizational growth. Methods Research methodology is a framework that helps to determine results of a research study. The entire study is based on chosen research methods. On a broader context there are two research methods known as qualitative and quantitative methods. Quantitative research methods are all about gaining information and utilizing statistical tools to evaluate information. In many research studies, quantitative research is incorporated in order to outline specific results. Quantitative research is focused towards obtaining information from the market place and then analyzing it to meet research objectives. It can be stated that in critical research studies quantitative research method is the most unique way to obtain results. Market related information is essential when a research is conducted in context of any current issue (Tracy 34). This form of research helps an individual to generalize information for coming years. To be more precise quantitative research yields well structured results. The most common techniques of quantitative research are structured interviews, questionnaire survey, etc. On the contrary, qualitative research even proves to be an effective tool when the focus is on analyzing information or opinion provided by experts. Often there are some research studies which demand opinion from other experts or researchers. In this scenario more insights can be gained that can deliver best research results. On basis of this method previous research material can be accessed effectively (Tiddlier 144). Qualitative research is related to gaining information from journals, books, experts, magazines, websites, etc. There are no such statistical tools incorporated within this research framework. To some extent results obtained with the support of qualitative research cannot be generalized for wider set of population. The most common qualitative research techniques are accessing secondary sources of information, focus group study, unstructured interviews, etc. In this particular study qualitative research technique will be utilized (Silverman 132). The major reason behind choosing this particular technique is that the research topic is a generalized one. Organizational behavior issue can be predicted when opinions or views of other expert personnel is closely analyzed. Journals or articles shall reveal the most common issue which is related to organization behavior. Apart from methods there are two procedures for data collection known as primary data collection and secondary data collection techniques. Primary data collection is associated with gaining required information from market or through direct conversation with target audience (Salkind 98). The most convenient procedures of primary data collection are questionnaire survey, interviews, focus group study, etc. On the other hand, secondary data collection techniques are exploring previous research materials, books, journals, magazines, etc. For this particular study the most suitable way to acquire required information is by utilizing secondary sources of information. More data will be available in wide array of secondary sources. Analysis can be conducted efficiently through identifying different thoughts or views regarding organizational behavior (Kumar 105). Different academic journals would be accessed in order to outline the most common organizational issue. The entire research study will be based on the identified issue. Secondary sources of information provide a wider base of information that can be effectively explored. Results and Discussion In the concept of organizational behavior workforce diversity is an important factor. There are many dimensions of workforce diversity which affects organizational behavior. The diversities produce unique combinations of human profiles which are made up of similarities and differences. The dimensions influences and interacts with each other and they are displayed in many contexts of organizational behavior. The dominance and position each of these dimensions are very dynamic which often many complex issues related with the behavior of the employees. The socio demographic trait of the employee creates differences in their behaviors. The workforce diversity has a long association with multiethnic, multicultural and multiracial issues. In an organization a group of same culture has the tendency to communicate more with each other rather than communication with everyone (Chadha 79). This influences to from different groups in an organization which are characterized by different behaviors. As a result various problems arise and it becomes difficult to maintain a definite organizational behavior. On the other hand cultural unity also has a positive side. It increases the satisfaction level of the employees and reduces emotional conflicts. This helps to create a definite behavior for the employees. But with the increase of cultural diversity comparison and biasness can occur which acts as barriers in the behavior of the individuals within the company. With the heterogeneity of the organization and its management individuals of the group generate difference from other races based on different cultural discrimination. These creates an inter group conflicts which destroys the peace within the company. Presence of many sub cultural groups maximizes the chances of conflicts. This leads to the negative performance of the employees. Difficulties arise in the process of effective social intercourse. The high level of heterogeneity in cultural, communication, social contacts involves members of different races, genders and groups which help in maintaining flexible organizational behavior. It motivates the employee in achieving the organizational goals. The company which has huge differences in its workforce often creates negative effects in its organizational behavior. If the company’s work culture does not support or accept the differences in diversity then its negative effects are more encouraged. When employees join an organization coming from different countries and culture they face problems with communication. This language barrier creates internal and external impacts on organizational behavior. The employees have to work hard to overcome the language and the cultural issues. Some large organizations often hire diversity trainer or interpreter for helping the employees to overcome this issue of organizational behavior. When a firm becomes much diversified then it tends to change its nature and relationships. These changes are related with the organizational behavior of the company. The changes often cause negative relationship among the employees, stress among them, deteriorate the workplace moral (Champoux 96). Therefore providing training to the employees about diversity contributes a lot in the process and role of the organizational behavior. Many companies intentionally recruit diverse workforce for managing the human resource process in an effective way. But it the company become diverse without having strong strategic plan, it experiences a huge discrimination among managers, subordinates and employees. Discrimination is an unfair process. It highlights the negative traits of the individuals which creates crisis in maintain the organizational behavior. Many employees oppose the diversity in the workplace and reject many new ideas. The issues of diversity create fear among the employee which results in lower the growth of the organization. Many challenges arise for handling the diversity in the work place. Recruitment mainly on the basis of race will not solve the issues of organizational behavior on workforce diversity. The team building activities of an organization sometimes become more complicated when many people of different types combine together. Different cultural people mix together which influences many problems. The behavior of the employee gets affected by this. Sometimes they are not ready to accept the difference of their team members. It influences rivalry among them. It is very unhealthy for maintaining the organizational behavior. Persons of different cultural group communicate in various ways. So it becomes very often that employee misinterpret many communications which forms major behavioral issues in the organization. They form wrong assumptions about body language of many employees, fails to interact properly with everyone, misinterpret e mails etc. It becomes difficult for the employee to adopt different organizational behaviors as he had been raised in a different environment. Hiring such kinds of employee becomes a threat of the organization in maintaining its behavior. Even a single employee who is against this diversity can break the balance of the organizational behavior. If the management of the company is not very sure about its workforce diversity plan then it becomes a stumbling block in the behavior of the employee. The managers have to give a strong support for establishing diversified workforce. Diversity is a multicultural issue. It highlights the difference of age, religion, sex, power of the position, background etc. Failures to accept and recognize these differences create a strong discrimination against certain groups. In organizational behavior workforce diversity can damage morals of the employees. It can also cause harm in the working relationship of the individuals of the organization. The organizational behavior gets also affected in a positive way for the workforce diversity. A diverse staff can become beneficial for the company in maintaining good behavior by accepting the differences. A diversifies workforce brings many new ideas which helps the organization in various way for its growth. Therefore the company gives importance to its diversified workforce. It provides motivation to them (Griffin and Moorhead 116). A multicultural advantage is gained by this. The organization behavior focusing on diverse workforce allows the company to reach maximum people. This also helps the business to expand more by maintaining this type of organizational behavior. The workforce diversity issue helps in strengthening the organizational behavior by highlighting many facts about its employees. It helps to develop the effort for changing and improving the organizational behavior. The diversity helps to develop leadership quality among the employees. Formal and informal leadership can be established by maintaining good organizational behavior. Diversity in the workforce of an organization reduces lawsuits and increase many opportunities which influence the behavior of the employee. It helps in the active participation of the employee in different activities which promotes harmony in the workplace. Interaction of different types of employee in groups or networks helps them to develop new beneficial traits which contribute a lot in improving the organizational behavior of a company. This issue helps in explaining inclusive behavior of the employees and enhances their values. Relevant skills and knowledge of workforce diversity encourages individuals of the organization to display their attributes to established harmonious behavior in the workplace. Importance is given on different cultural and generational values by the members of the organizations. They learn to behave according to those issues. The employees become able to appreciate the needs of other employee by accepting their difference. Diversity in workforce develops the capacity of adopting different working style which creates flexibility in the organizational behavior. Sensitive and effective communication results from establishing equality in the diversified workforce. The vision of diversity management supports new employees to understand the value of the diversified workforce and influence them in behaving in a proper way in the company. This issue develops deep respect for cultural diversity. In the present world of globalization cultural diversity is a very important aspect in forming proper organizational behavior. It helps to understand various people coming from different cultural background. These provide opportunists to the individual of a company to known about each other culture and appreciate them. As a result strong organizational behavior is established within the company. This issue encourages different educational program where employees are trained to maintain desirable behavior, sensitive about different discriminatory topics etc. The companies often concentrate on creating programs which internalize the diversity of the culture within the organizational behavior (Luthans 61). For managing the workforce diversity certain skills are adopted by the manager of the company for establishing successful organizational behavior. They have to understand the discrimination and its effects. Prejudice and Cultural biases effects the organizational behavior of the company. These must be recognized by the employees of the company specially the managers and from rules according to that. Diversity is mainly the differences among the individuals rather than a group. Each employee is a unique individual who do not speak and represent particular group. The future growth of the organization depends a lot on its workforce diversity. Therefore effective organizational behavior helps in achieving future success of the company. Managing diversity is an important process for developing a proper behavior within the company which includes everyone. For creating successful diversified group of employees manager plays a vital role. They focus on the personal awareness of the employees and organize training sessions to change and improve the behaviors of individual employees for maintaining perfect employee behavior within the company. The important requirement associated with diversity is creating a safe place for the employee association and communication. Managers can implement policies like mentoring programs for proving opportunities and accessing information for improving organizational behavior. By this process the company gets feedback about its success and mistakes. The managers have the ability to evaluate the best possible way maintaining the employee behavior. They create the team comprising with different people who can understand and communicate well with each other. By this the organization experiences a less probability of facing problems related to the behavioral issues. Equal employment opportunities have a great impact on the behavior of the employees. Getting opportunities based on their work performance motivates them in performing their duties and responsibilities regarding the organization and maintaining a good behavior. This change is a slow process. The higher level people of the organization have to encourage this process for the behavioral development of the employees. Organizational behavior develops a unity in the workplace. The presence of diversified workforce many create various issues but it also helps in improving and establishing perfect organizational behavior (Knights and Willmott 78). Conclusion Diverse workforce is the reflection of the modern world and changing market scenario. The understanding of differences in values, personality and attitude of individuals helps in understanding the behavior of the employee in the organization. Sometimes the issues related to the situational factors or personality traits become more important in determining the organizational behavior. The issues of workforce diversity influence the behavior of the employees which affects their job satisfaction. Difficulties and issues inevitably arise with the organizational workforce diversity. The combination of different types of language, understanding, cultural, backgrounds, gender, age creates a huge impact on the organizational behavior. The diversified workforces often provide various tips to the managers for improving the organizational behavior. These issues make the employee flexible to adopt and learn the style of another employee. With the issues of cultural differences employee learns about various cultures. The management of the organization can take the advantage of this and develop the behavior of the organization in such a way that it enhances and implements the good qualities of different types of culture. For maintain a good organizational behavior equality is maintained among the diversified workforce for overcoming its problems. Different issues of workforce help to bring high value in the organizational behavior. By respecting individual differences the company will create a competitive edge which will increase the productivity of the workplace. This will motivate the employee in maintaining good relationship with each other despite of their differences. Organizations faces many issues are related to work force diversity. Communication problems, cultural differences, age gap, racial and gender discriminations are some of the major issues of organizational behavior. For overcoming the problems related to these issues the management should educate its employees but providing sufficient training, rules and regulations. Most of the companies are presently experiencing diversified workforce. Therefore it is a major issue in forming a proper organizational behavior which will motivate the employees. Works Cited Chadha, K.Narender. Organizational Behavior.New Delhi: Galgotia Publications. 2007. Print. Champoux, Joseph. Organizational Behavior: Integrating Individuals, Groups, and Organizations. New York: Routledge. 2010. Print. Griffin, Ricky and Moorhead, Gregory. Organizational Behavior: Managing People and Organizations. Mason: Cengage Learning. 2013. Print. Knights, David and Willmott, Hugh. Introducing Organizational Behaviour and Management. Mason: Cengage Learning. 2012. Print. Kumar, Ram. Research Methodology. New Delhi: APH Publishing. 2010. Print. Luthans, Fred. Organizational behaviour. New York: McGraw-Hill. 2005. Print. Salkind, Neil. Encyclopedia of Research Design. New Delhi: SAGE. 2010. Print. Silverman, David. Qualitative Research. London: SAGE. 2010. Print. Tiddlier, Charles. Foundations of mixed methods research. California: SAGE. 2009. Print. Tracy, Sarah. Qualitative Research Methods. UK: John Wiley & Sons. 2012. Print. Read More