Why Is Diversity in the Workplace of High Importance to the Organization - Literature review Example

Workplace diversity. Introduction Because of globalization, workforce is increasingly becoming diverse. This has led to increased interaction of people from different cultures, beliefs and cultural backgrounds than before. People are no longer working in a skewed market place but are part of a global economy participating in every aspect of economic development competitively. Because of globalization, diversity is a prerequisite for every organization for it to be competitive and innovative in ever changing and competitive market. This has become a vital tool for managers nowadays. According to Kelli et al (2000), managing diversity is a significant organizational challenge which managers much learn managerial skills needed in multicultural working environment. Every player in an organization should learn to appreciate multi cultural differences in colleagues and customers so that every one is treated with dignity and respect. According to Esty, et.al (1995), diversity is celebrating, understanding, accepting, valuing, and acknowledging diversity among people with respect to class, mental ability, ethnicity, gender, physical and, race, sexual orientation, spiritual practice, age and public assistance status. Society for human resource management (SHRM), argues that organizations should focus on diversity, ways and means of becoming diverse this is because diversity has the ability and potential offering greater yields and competitive advantage in an organization. On the other hand, Black Enterprise (2001), argues that managing and valuing diversity is an essential component of managing employees which can increase productivity in a given organization if managed well but also can spell disaster for an organization if mismanaged. Kelli et al (2000), argue that there are a number of ways in which diversity can increase the competitive advantage of an organization. This includes increased productivity this is because people in a diverse environment feel valued, respected and included in the organization. They further argue that people working in a diverse environment help in retention of business. This is because many companies they do business with pay a greater attention to demographics of companies, and many have taken a leading role in rejecting companies which are less diverse in nature. Esty, et al (1995) points out that an organization composed of diverse employee group provides an insight into the thoughts of a wider range of customers. Also, diversity gives an organization an opportunity to employ energetic and smart people from a wide pool of employees as compared to an organization which employ less diverse employees. When an organization employs a diverse workforce, its public image improves. This is because where there are people, there is communication. During this exchange of information, potential employees may discuss any given company, how they treat their employees, and employee composition of that organization. Kelli, et al (2000), argues that employees who work in a diverse environment have their moral increase due to increase ambient working environment. They further point out that creativity is heightened in settings where employees come from different background and different life dimensions. Because of dissenting views, which diverse workforce hold, decision making is improved because they have to reach a consensus before moving forward. Valuing and managing diversity is a crucial factor in managing people effectively, this may improve workforce productivity. According to Flagg (2002), organizations should learn how to manage diversity for their future business survival. According to Mitchell (2010), effective implementation of workplace diversity requires passionate approach and cooperation from management in confronting shortcomings which may occur, during diversity implementation process. Mitchell (2010), further argues that implementation of diversity programs in an organization requires many effective approaches. These approaches include: Recruiting diversity Koonce (2001) argues that mangers must be willing to change an organization if necessary. Mitchell (2010), on the other hand, points out that initial step in diversity implementation plan is recruiting individuals with varied social backgrounds and are ready to embrace diversity in the work place. This requires modification of the hiring process to cover diverse issues. This can be implemented in many ways, when posting job vacancy advertisement, clauses which require applicant to be aware of the diverse workplace and must be ready to work with people from diverse backgrounds must be included in the advertisement. Also, this can be done through asking diversity related questions during interviews. Finding out if the applicant is willing to work in a diverse environment, and gauging if he or she will be an integral part of diverse working environment is essential during the interview process. Mitchell (2010), further argues that rewriting mission statement of a given company to include diversity issues is particularly important. This is because, during the hiring process, the mission statement can be pointed as an example of what the company promotes. It is significant that company staff hired reflects the demography of that company. Keeping an open door policy Promoting a safe place for associates to communicate is another valuable tool in managing workplace diversity. According to Koonce (2001), organizing business meeting and social gathering where every member present is allowed to speak and listen is a good way of encouraging dialogue in an organization. Policies such as mentoring programmes should be implemented to allow access to information and opportunities. Also, necessary, constructive and critical feedback where people field questions, air their concerns about work related and diversity issues should be allowed Flagg (2002). This will aid in alleviating pressure, improves morale and decreases office tension. Training employees Koonce (2001), argues that organizations need to develop, maintain, and implement ongoing training because a one-day training session will not change people’s behaviors. Mitchell (2001), on the other hand, points out that investing in diversity program is of importance to any organization. This is because it allows employees to learn pertinent issues from experts. This can be done through paying for each employee to go through diversity training programmes, and organizing a cultural retreat for employees either at a nearby hotel or business resort depending on the ability of the company to finance these retreats. Such retreats help employees in knowing each other in an out of work setting allowing them to handle issues in a diverse environment. Improving conflict resolution According to Losyk (2006), managing diversity is about more than affirmative action and equal employment opportunity. Conflict will arise as a result of diversity in the workplace. According to Mitchell (2010), a plan that involves a number of steps to mend strained office relationships should be established. These steps can include; hearing the story of both sides together and drafting an agreement document outline how the conflict was resolved, encouraging employees to air their concerns when they arise and making every effort to come up with amicable decision which every person involved is happy about the decision after listening to both sides of the story. Diversity challenges. According to Kelli et al (2002), managing diversity involves recognizing the value of difference, promoting inclusiveness and combating discrimination. As with anything that requires changing established behavior and attitudes, achieving workplace diversity can be a challenge to companies. There are a number of challenges which occur in the work place. These include: Diversity management Esty, et al (1995) points out that diversity must be properly enforced and delegated for it to be effective. A department or a person in an organization should be given the duty to make sure that diversity policies are fully adhered to and followed by all. This is because, without delegating, the policy will not be effectively implemented. Implementation of diversity related policies. Negative attitudes towards diversity policies can hinder its implementation. According to Esty,et al( 1995), negative attitudes and behaviors in an organization can harm working relations and morale in an organization. Companies that invest a substantial amount of money and time in diversity are not guaranteed dynamic and diverse workplace. This is due to a negative attitude in implementation of these policies from those in authority and employees. Communication Communication is the exchange thought, information, and emotions between individuals or a group in an organization. Communication plays a pivotal role in balancing organizational and individual objectives Bayanci (1996). Every person and group communicates and reacts differently. Body language, e-mail, voice tone and gestures, are interpreted differently by employees from diverse backgrounds. Without proper communication in an organization, differences that exist between groups is not effectively solved. Diversity training helps in improving communication in an organization. Roosevelt (2001), argues that managing organizational change is a rigorous process for creating a working environment that encompasses every person in the organization. Personal awareness should be put into consideration when creating a diverse workforce. Conclusion The world is changing. This is reflected in the workforce diversity. Diversity in the workplace is of high importance to the organization this is because each an individual has a varied way of approaching problems and has different solutions to these problems. Diversity when handled properly, can bring competitive advantage and increases productivity in an organization. However, if diversity is not carefully handled, can harm working relations and costly litigation. Most work place setting nowadays consists of diverse cultures and backgrounds which a company must adapt in order to survive in the competitive market. References Black Enterprise. 2001, Managing a multicultural workforce. Black Enterprise Magazine (December). BOYACI, C.1996, “Turistik İşletmelerde Haberleşme Teknikleri”, Akdeniz Üniveritesi Basımevi, Antalya. Esty, Katharine, Richard Griffin, & Marcie Schorr-Hirsh.1995, Workplace diversity. A MA: managers guide to solving problems and turning diversity into a competitive advantage. Avon, Adams Media Corporation. Flagg, Alex. 2002, Managing diverse workgroups successfully. United Behavioral Health. Viewed on April 2012< http://www.ubhnet.com>. Koonce, Richard.2001, Redefining diversity: It’s not just the right thing to do; it also makes good business sense. Training and Development, December. Roosevelt Thomas, R. Jr. 2001, Elements of a successful “diversity” process. The American Institute for Managing Diversity. Viewed on April 2012, . Society for Human Resource Management. 1998, SHRM survey explores the best in diversity Practices. Fortune 500firms outpace the competition with greater commitment to diversity. The Society for Human Resource Management (SHRM).Viewed on April 2012, . Kelli A. Green, Mayra López, Allen Wysocki, & Karl Kepner.2000, Diversity in the Workplace: Benefits, challenges and the required managerial tools. University of Florida. Read More