Diversity at any organization refers to the opportunities provided to people of
ID: 374106 • Letter: D
Question
Diversity at any organization refers to the opportunities provided to people of different color, cast, creed, sex, race, culture, age or language. Diversity is a very crucial aspect at any organization, because it provides the organization a melting pot of innovative ideas and thoughts. It helps in bringing together a varied range of experiences. It helps the organization to understand different cultures in a better way and it ultimately benefits the firm. It helps the organization in truly going global, as you have better understanding of clients from different markets. Diversity ultimately leads to success.
It has become a necessity to bring in diverse crowd at the work place as it has far reaching effect on the economy and health of the company. Managers need to acquaint themselves with this changing dynamics. Stephen butler believes that diversity brings in a priceless economic advantage. Roosevelt (2001) is of the opinion that diversity allows the work place atmosphere to be more conducive and cohesive. Diverse work force is a true reflection of the world.
Recommendations for future research:
What I might have done in the research:
Explanation / Answer
Chapter One: Introduction
Diversity in organizations refers to the equality in employees and also opportunities are given without any kind of gender bias, culture, age, language, regional bias. In organizations diversity is very important because by working different kinds of people at one place helps to improve the company's fame by their different kinds of innovative thoughts. For example in united states a law was passed to encourage the diversity in workplace, corporate system encouraged the diversity in their workplaces and they made it mandatory.
In every organization diversity was an most important factor their success criteria. There some benefits like
Various experiences an thoughts-People come from different boundaries to work with different kinds of innovative thoughts and experience. Any issue was observed in organizations there will be alternative solutions to solve the issue.
Benefits for employees-Employees can be more benefited because by working with the different culture people they can know their cultures and can able to learn and follow by this they can developed personally.
Scheduled advantages-While the people coming from the different areas and regions have their own timings so that according to their time schedules can be prepared so that organization can work all the day.
Innovations-We can see the innovations by merging different talents. One person have one idea and other had some idea but my merging it will leads to innovate an great product for the organizations.
By diversity, organization can meet the different markets because clients will be increased in other demographics if their region person working in our organization. Diversity in organization always be benefited for their success by interacting different kinds of people at one place which leads to the organizational success.
Chapter Two: Review of the Literature
Business globalization necessitates more collaboration among individuals from different regions as they are now expected to be a part of a wide-reaching economy which are contended within a worldwide structure. Thus it has now become much more relevant and important for business administrator’s to acquaint itself with the matter of fact on how the place of work is evolving and growing.
Organizations are required to effectively manage diversity as it is considered to have the needed prospects to produce superior labor efficiency and economic benefits. Stephen Butler from Business-Higher Education Forum accepts it as a matter of fact that diversity is a priceless economical advantage and thus administering diversity effectively is the most crucial element for efficient employee administration in the workplace.
Administering diversity effectively and efficiently needs identifying the significance of dissimilarities, contending perceptions and encouraging comprehensiveness. Undesirable and destructive assertiveness and conducts can be obstacles to administrative diversity because they can damage functional correlations, self-confidence and job-related output efficiency.
As per Roosevelt (2001) administering diversity is a wide-ranging and inclusive process which involves creating a conclusive, conducive and cohesive work-related atmosphere that takes into consideration the requirements of each individuals in the organization which is considered to be very essential in forming a fruitful and productive diverse workforce.
Diverse labor force in an organization is considered to be a reflection of a fast-moving world and marketplace. Diverse work teams can help to convey an enormous worth to business thus valuing individual dissimilarities can be advantageous for the work place which can be attained by drafting a competitive control and growing work productivity.
Adequate and properly drafted guidelines, rules and regulations related to diversity administration can be attained through forming a sensible and practical work atmosphere where it can be made possible for everyone to access the available opportunities related to their growth and development in a much more fruitful, conducive and productive manner.
As it’s a matter of fact that majority of workplaces comprises of diverse values and principles thus its significant for business to learn to get itself acquainted with the complex and multifaceted business atmosphere by being fruitful, positive and effective as it is considered to be very vital and crucial while managing diversity it is important to provide a conducive and coherent business atmosphere for associates to interconnect and converse effectively and efficiently.
Group meetings and business conferences are occasions where every associate must pay attention and should get the opportunity to express their views and opinions in a much more fruitful and constructive manner as this can be considered to be much more beneficial for organizations to effectively and efficiently manage diversity in workforce.
Chapter Three: Methodology
My qualitative date includes that I worked at a supermarket chain as a floor assistant. Our supermarket was located in an Asian neighborhood and most of our customers and the employees were Asian. Our organization valued diversity and therefore had a policy to recruit and deploy the floor assistants from all types of cultural backgrounds. The company also had a clear focus on providing equal opportunities to the female candidates and nearly 40 percent of our workforce was comprised of the females who came from different cultural backgrounds. Great care was taken inside the organization to ensure that there was no discrimination of any type against the females.
The representation of the females in the organization was not limited at the lower levels inside the organizations but it extended to the managerial levels also. Many of the middle and senior level managers in the organizations were females. Once I had a chance to visit the corporate website where I found that there were many females in our executive team and also in the board of directors. The human resource policies in the organization also supported the diversity inside the organization and the managers paid special attention towards ensuring that nobody was discriminated based on their race or gender.
Question:
Summarize the paper and consider giving recommendations for future research, you may also state what you as a researcher may have done differently or may do for future research. 3-4 paragraphs!!