Diversity as It Relates to the Workplace - Essay Example

 The concept of workplace diversity Paper Outline 1. Introduction 2. Diversity as it relates to the workplace 3. Contribution that a diverse workforce make to the effectiveness of the workplace 4. The different types of diversity programs available to organizations 5. The challenges faced when a workplace attempts to diversify its workforce 6. How a workplace overcome these challenges 7. Importance of this information with people who are working in organizations 8. References Introduction Today’s world has become a place of extraordinary population. A research which was conducted by Powell (2010) suggested that the world is composed of various ethnic and racial subgroups with different cultures. The concept of diversity in workplace relates to collection of individuals with different biographical characteristics such as age and race (Powell, 2010, 7). Pollit (2006) in his studies stated that diversity is concerned with embracing other’s differences. These biographical characteristics have an impact on people’s behavior and understanding in the workplace (Pollitt, 2006, 23). This essay explores the concept of diversity, the role it plays and some of the challenges involved in achieving a more diverse workforce. The essay also discusses the importance of this information with people who are working in organizations. Diversity as it relates to the workplace Few companies embrace the concept of diversity in their workplace. The problem of cultural diversity in the workplace has been in existence since time immemorial. Globalization has been the main factor that has enhanced this concept. There was a time when all an organization required to do was to get better i.e. during the 19th century. During the 20th century, the aspect of global competition as well as information technology radically changed the trend. An organization that pursues incremental enhancement of results through such measures as cost effectiveness and process reengineering is doomed to fail in the 21st century. In modern times, the main reason that can cause a business organization to collapse is not rival firms performing better but somebody somewhere doing things differently (DiTomaso, 2004, 5). In many firms, the pursuant of the status quo is so high that employees are discriminated and stereotyped and not given equal opportunities with their counterparts due to their background characteristics. Usually, discrimination and stereotype in the workforce is inhospitable to innovation. In order to induce innovation, measures should be taken to combat this problem (DiTomaso, 2004, 5). The desire to recognize diversity in the workplace is steered by women participation in formal and informal employment. In the past few decades, the number of Australian women participating in the workplace was relatively lower than men. Most employees believed that gender differences had an impact on job performance. Both men and women have different problem solving and analytical skills. Their level of motivation, as well as their learning ability, also differs. Thus, women were more suited to perform domestic works, which required fewer skills, whereas men were deemed to perform well in science, mathematics and engineering fields. In recent years, the number of women involved in meaningful employment has risen steadily. The emergence of women groups has been the driving force behind women participation in the workplace in Australia (Robbins, et.al. 2010, 44). With regards to age, different employers have mixed reactions. Order employees are perceived to have excellent judgment skills. Experienced workers are deemed to lean on quality. Their level of employment commitment and loyalty is also high. However, most employers believe that older employees do not embrace the concept of information technology perfectly as opposed to young ones. Other employees hold the view that, age has an adverse effect on employees’ productivity. They thus opt to hire young employees because they are vibrant and energetic (Robbins, et.al, 2010, 44). Race and ethnicity are two aspects that affect workplace in contemporary society. Most employees use race and ethnicity as a basis of selecting their employees. Most performance evaluation, promotion and job transfers are based on an employees’ race or ethnicity. Employers usually offer preferential treatment to employees belonging to their ethnic tribe or race (Robbins, et.al, 2010, 44). . Disability is another aspect that affects workforce participation in many countries. In the past few decades, people with disability were not given equal employment opportunities with others. With the growing use of computer technology, the barriers to job due to disability have been shattered (Robbins, et.al, 2010, 44). The different types of diversity programs available to organizations Organizational leaders are vested with the role of managing a dynamic and diverse workforce. The three different types of diversity programs available to organizations are liberal change, transformational change and radical change. Liberal change is concerned with encouraging competition among employees at workplaces. This concept recognizes the various traits among colleagues in the workplace. Thus, an individual is preferred for a given position because of his or her performance. In order for this concept to be effective, strict rules are created to discourage discrimination (Ozbilgin & Woodward, 2004, 68-72). Radical change is concerned with ensuring that a balance in the workforce is achieved. This type of diversity program also seeks to achieve an impartial distribution of benefits among workers. According to Ozbilgin & Woodward (2004), radical principle is more result oriented as opposed to liberal approach. The quota system is used in radical change principle to ensure that a balanced workforce is achieved. Many countries across the globe have introduced the quota system with a view of enhancing women representation in organizations (Ozbilgin & Woodward, 2004, 68-72). . Transformational change as a type of diversity program was coined by Cockburn in the late 1980s. This approach aims at meeting the equality goal as well as challenging the gendered hierarchical structures. According to Cockburn, an organization gains from having a varied range of workers, including those from marginalized areas of the world (Ozbilgin & Woodward, 2004, 68-72). What contribution does a diverse workforce make to the effectiveness of the workplace? Cooper (2004) in his studies suggested that grouping of individuals from various cultural backgrounds enhances employees’ performance. According to Cooper, diversity in the workplace enhances creative potential of employees. The idea of doing things differently lead to innovation which is key to business growth. This is because different individuals perform things differently from the customary. A diverse workforce provides an organization with expandable meanings such as myriad perspectives, groupthink and multiple interpretations. Research has demonstrated that, a diverse workforce is associated with a greater openness to new ideas, which in turn, increases organizational performance. Diverse groups usually have realistic interpretations with regards to problem solving Cooper, 2004, 37-38). Challenges faced when a workplace attempts to diversify its workforce One of the major challenge that a company faces in its attempt to diversify its workforce is power structure i.e. tendency by some members to dominate the group and get their own way. Normally, employees tend to cling on groups that have core beliefs and assumptions in place. Thus, power does not always depend on superiority. It could also be based on the level of technical expertise that employees have within the organization. Usually, serious conflicts develop due to disagreement over policy matters specifically, the actual goals of the group as well as the way these goals are achieved. Also, the growing confidence of organizational members together with conflicting aspirations for dominant and leadership positions often lead to hostility. Thus, organizational members disintegrate or splinter into different groups. Some members decide to leave the organization altogether (Cooper, 2004, 37-38). The case of Steven Jobs is a good example of how the power structure can affect an organization. Steven Jobs who is in his third life as Chief executive Officer of Apple computers was ousted in his first term due to the power structure. The company incurred immense costs in ousting him. Apple wondered for several years unable to build a forceful vision. This made the company lose its market share. Eventually, the company was forced to recall him. Following his reinstatement, he invented iPod which is earning huge sales for the company. Stereotype is another challenge that an organization faces in its attempt to diversify its workforce (Cooper, 2004, 1). The case of Erick Cantona, the Manchester United soccer star, is an example of how stereotype can affect an organization’s efforts to diversify its workforce. During his soccer days, French coaches held the view that blacks are very hot tempered. Thus, no French coach would include him in the national team due to this stereotype. Sir Alex Ferguson believed in him and disregarded the stereotype. He coached him to become one of the most prominent players. Under his reign, the team won many trophies. Another challenge that a company faces in its attempt to diversify its workforce is supervision of its diverse employees. Managing diversity is an art that requires one to acknowledge people’s differences. According to Golembiewski (1995), organizational leaders find it hard to deal with highly diverse groups. This is due to the problem of miscommunication within the group. Organizational managers find it hard to bring members together at the same time. Also, diverse groups are associated with motivational losses. Some members tend to let others perform duties while they relax (Golembiewski, 1995, 179). Importance of this information to people who are working in government organizations This information is beneficial for people who are working in government organizations. Organizational leaders should embrace the concept of diversity in their workplace. First, this information will enable organizational leaders to be acquainted with the dynamic workplace. Most managers find it challenging to manage diversity in their workplace. Thus, this information will enable them, to learn the necessary skills required in a diversified environment. This information will enable them to learn that all people are equal despite their demographic characteristics. Recognizing diversity enhance communication and understanding between managers and employees (Pollit, 2006, 23-24). This information is beneficial to employees because it will enhance cohesiveness among themselves. Cohesiveness refers to the degree to which members are attracted to one another. It is reflected in their desires to retain group membership and resist leaving. More cohesive groups are often more serious and more effective in achieving their goals since there is greater communication among members ,higher satisfaction, decreased tension and more pressure to conform. Through this information, members will be able to appreciate each other’s diversity. This will thus provide organizational members with prestige of belonging (Pollitt, 2006, 23-24). References Cooper, D.2004.Challenging Diversity: Rethinking Equality and the Value of Difference.Cambridge.Cambridge University Press. DiTomaso, N.2004.Diversity in the Workforce. West Yorkshire: Emerald Group Publishing. Golembiewski, R.T.1995.Managing Diversity in Organizations .Alabama: University of Alabama Press. Ozbilgin, M & Woodward, D.2004.Banking and Gender: Sex Equality in the Financial Services Sector in Britain and Turkey.London:B.Tauris. Pollitt, D.2006.Diversity in the Workforce. West Yorkshire: Emerald Group Publishing. Powell.G.N. 2010.Managing a Diverse Workforce: Learning Activities .Ed:3.London: SAGE. Robbins, S, et.al.2010.Organisational Behavior 6E.New Jersey: Pearson. Read More