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HOSP2470 Organizational Behaviour
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HOSP2470 Organizational Behaviour
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Course Code: HOSP2470
University: Vancouver Community College
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Country: Canada
Question:
Discuss about the Organizational Behaviour. Managing diversity in the workplace is one of the key aspect of attaining creativity and innovation, which is the key of sustaining in the extreme uncertain global market.
Answer:
Main Theme
The fundamental aim of this journal article is to assess the significance of workforce diversity on improving the productivity of staffs. In the journal, the author has shaded light on the role of diversity in workplace in strengthening the interpersonal relationship among the staffs, which is the key of attaining a collaborative workforce. Guillaume et al., (2017) commented that workforce diversity is basically the resemblances along with variances among the employees in terms of their socio-cultural background, age, gender, race, religion along with sexual orientation. As different people holds different psychological characteristics, initiating diversity paved the way of attaining heterogeneous organization, which is very much needed for the sake of satisfying multiple base of customers. In the article, the author has made critical analysis regarding workforce diversity and its impact on strengthening the degree of productivity of the employees and thereby make them more competent towards challenging professional difficulties. According to Madsen & Nielsen (2017) in the contemporary business scenario, integrating diversity in in the workforce has become one of the biggest challenges among the management. Finally, the paper will also shade light on the role of workforce diversity in ensuring success and competitiveness and success of an organization.
Supporting Facts
Managing diversity in the workplace is one of the key aspect of attaining creativity and innovation, which is the key of sustaining in the extreme uncertain global market. This is one of the most valuable assets in an organization, which is the key of attaining competitive advantage. Ozgen, Nijkamp & Poot (2017) observed that this is the way of aligning all the employees irrespective of their background, gender and age within a single platform and thus ensuring a collaborative workforce. The fundamental aim of workplace diversity is to mix people, belonging from different race, age, culture and linguistic background and this enable them to work together. This is the way of attaining high level of productivity. As discussed by McCann, Sparks & Kohntopp (2017) employees from different background hold unique skill and level of expertise. Therefore, when they work together, they can introduce innovative solution to any critical problem and thus remove any kind of obstacles from the business process.
In addition to that, managing diversity in the workforce also results in increased creativity in the workforce, due to the fact that diversity enables an organization to be heterogeneous. Employees coming from different background can execute varied and brainstorming ideas, which is very much needed in terms of solving any kind of business related issue in a timely and cost effective manner (Bamel, Paul & Bamel, 2018). It is worthy to mention in this context that workforce diversity stimulates both creativity and innovation, which is one of the major ways of creating superior organizational culture. Such culture can pave the way for firms to face the global competition, which is increasing in a rapid manner. At the same time, Werth & Brownlow (2018) observed that multicultural organization holds the ability to grab attention of multiple base of customers, which is the key of dealing with globalization, which is increasing in a rapid manner. Diversity makes it easy for an organization to assess both the cultural and political as well as economic environment of foreign country and frame their business strategy accordingly to get a strong position in the nation.
Therefore, it is the prime responsibility of the employers to design a comprehensive organizational structure that can help in align all the employees in different hierarchies. Additionally, the employees must also implement strong diversity strategy in terms of designing strong organization. Practicing quality in recruitment and selection process is also a great way of attaining workforce diversity.
Special Terms
Diversity Management
Diversity management is the process of supporting and addressing the requirements from different background and thus make them more proficient towards satisfying organizational goals and objectives. This is the way of embracing different types of employees and align them in a single platform. Diversity management is the greatest way of fostering innovation in the workplace which is the key of sustaining in the volatile business environment. Additionally, Cletus et al., (2018) opined that diversity management is also a great way of keeping the staffs happy and productive.
Interpersonal Relationship
Workplace diversity is the most imperative way of amplifying interpersonal communication among the staffs. When employees from different background work together, they have to learn to speak in different language. This is the way, through which the staffs perceive the significance of business communication, which is the very much needed to attain a collaborative workforce. Riccucci (2018) highlighted the fact that Such cordial relationship among the staffs plays a major role in ensuring smooth functioning. This is the way, through which the higher authority of an organization can design a strong network of people, who can perform the internal functionality in a collaborative manner.
Heterogeneous workforce
This means that kind of workforce, which comprises of employees from different background. This is the way, through which productivity of a firm is being increased. With the assistance of heterogeneous workforce, multiple skill can be aligned in a single platform.
Liberalization
This is one of the major policies, which the organizations must implement to keep the staffs committed. This is the way of ensuring flexibility while dealing with the employees. Equality is a key factor of globalization, through which the staffs can avoid discriminating the staffs on the basis of race, gender and sexual orientation.
Diversified workforce
Diversified workforce means mixing up both generation X and generation Y employees, which is the key of grabbing attention if multiple base of customer.
Gender discrimination
This is the practice of discriminating staffs on the basis of their gender. Policies related to equality needs to be maintained in terms of offering the female employees with equal opportunity to promote their career.
Enhanced productivity
Productivity deals with the extent to which, an organization is running their internal functionality in an efficient manner.
Globalized market
Rapid development of globalization is acting as a driving force behind the firms to hire expatriate employees to operate business in multiple nations.
Creative ideas
Managing diversified workforce is the key of generating creating ideas ad align them in a comprehensive manner in order to get desired outcome.
Mergers and acquisitions
As the competition in the market is increasing in a rapid manner, the firms are aiming to marge their business. For the case of merger also, diversity management is highly required as two organizations hold employees from different employees.
Reflection
It is my opinion that, workforce diversity is the greatest way of making the staffs more efficient. Therefore, I perceived the fact that, it is the prime responsibility of the management of corporate entities to implement diversity strategy. This is the key of aligning the staffs from different background, within a single platform. I have gained insight regarding the fact that successful implementation of diversity strategy is the key of coordinating brainstorming ideas within the normal business process. This is the mode of dragging a large pool of ideas. Thus, it is my belief that workforce diversity is the fundamental factor of collecting wide range of skills and experience. This can allow the companies to satisfy the requirements of multiple base customers, which is the key of gaining global recognition.
Still, I think that, the management must be committed towards executing equal practices. Discrimination on the basis of race, gender, age and religious ideology must be avoided. As organization comprises of employees from different background, the HR department should provide training to staffs and thereby enable them to speak in certain language. This is the way, through which the employees can coordinate with each other and thus run the internal functionality of the firm in a collaborative manner.
References:
Bamel, U. K., Paul, H., & Bamel, N. (2018). Managing workplace diversity through organizational climate. In Flexibility in Resource Management, 9(2), pp. 87-9.
Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and Challenges of Workplace Diversity in Modern Day Organizations: A Critical Review. HOLISTICA–Journal of Business and Public Administration, 9(2), 35-52.
Guillaume, Y. R., Dawson, J. F., Otaye?Ebede, L., Woods, S. A., & West, M. A. (2017). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity? Journal of Organizational Behavior, 38(2), 276-303.
Madsen, M. B., & Nielsen, V. L. (2017). Does Gender Diversity in the Workplace Affect Job Satisfaction and Turnover Intentions? International Public Management Review, 1(18), 77-115.
McCann, J. T., Sparks, B. H., & Kohntopp, T. F. (2017). Leadership Integrity and Diversity in the Workplace. Research in Economics and Management, 2(5), 177-190.
Ozgen, C., Nijkamp, P., & Poot, J. (2017). The elusive effects of workplace diversity on innovation. Papers in Regional Science, 96, S29-S49.
Riccucci, N. (2018). Managing Diversity In Public Sector Workforces: Essentials Of Public Policy And Administration Series. Routledge.
Werth, S., & Brownlow, C. (Eds.). (2018). Work and identity: contemporary perspectives on workplace diversity. Springer.
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