Managing and Working with Diverse Teams - Assignment Example

Diversity has become important due to the role it plays in ensuring the ability to work cohesively in spite of the differences. When a diversity of the individual is respected, then his unique contributions stemming from his experiences and harnessing his full potential bode well for the organization. Since we now understand that diversity closely relates to "differences" among individuals and groups, does ignoring differences mean we have achieved diversity. No, it does not. Diversity is more about accepting differences and understanding it, and working with it rather than just ignoring it.

Treating people equally does not necessarily mean treating all people the same way. In real life that is unrealistic and impractical to do so. The true concept of diversity should allow us to understand that different people have different needs and responding to those needs helps to achieve the best results. It is about fairness and equality, but many people associate that "fairness" means "treating everyone the same." Diversity is about a mutual respect. If a co-worker in the office is "different" from others, still respecting him as an individual is a good practice of diversity.

Nevertheless, if he is unpleasant or rude to his co-workers, tolerating rebukes from him for the sake of diversity will only serve to bottle-up resentment and cause to aggravate and amplify problems. It should be addressed like any other workplace issue but carefully tackled to make sure no sensibilities are affected. Similarly, diverse workgroups create communication problems in the workplace where their native language can be different from the prevailing one. In these cases, normal communication notices, and emails may not be clear enough for them.

Misrepresentation and communication gaps may create problems. Therefore, communication policies must be customized to suit these people. Other means of communication need to be adopted to clarify the situation. Clear explanations and more simply worded documents may be necessary. In addition, the conversation needs to be kept as simple and less colloquial as possible to allow then to comprehend easily. Recognizing and responding to employees' diverse needs for work-life solutions that enable them to meet personal and business priorities.

Every person has his or her own motivational triggers. When companies move to a newer more cost-effective geographical location, they often tailor the Human Resource packages to reflect the prevailing society. This does not mean they are treating their employees there differently, but just that the diverse group requires different factors that will motivate them to perform to their potential.For example in Western societies, raising the voice signifies anger or irritability, while in Eastern societies, it is often a sign of excitement or recognition.

While authoritativeness is frowned upon in Western societies, their Eastern counterparts accept the manager's power and authority as a prevailing norm. While more input from the employees is appreciated in the Western societies and purely management-made organizational changes are met with resistance, the Eastern societies accept decisions and change more readily. After-work socialization is expected and popular in some locations while some cultures maintain a respectful distance from their peers.