Diversity Management in Organizations

This assignment delves into the crucial topic of diversity management within organizations. It examines various aspects, including the effects of attitudes and experiences of workplace fun on employee behaviors, particularly focusing on Generation Y in the hospitality industry. The role of social identity patterns in culturally diverse organizations is also analyzed, considering the influence of diversity climate. Furthermore, the assignment explores how organizational practices foster ethnic equality at work and investigates the impact of diversity training, ethnic discrimination, and organizational support on employee satisfaction and commitment. Real-world examples and research findings are used to shed light on these complex issues.

Running head: APPLIED BUSINESS RESEARCH
Applied Business Research
Name of the Student
Name of the University
Author’s Note

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Table of Contents
1. Introduction:................................................................................................................................2
1.1 Research scope:.........................................................................................................................2
1.2 Research aims and objectives:...................................................................................................3
1.3 Research questions:...................................................................................................................3
1.4 Rationale:...................................................................................................................................3
2. Literature Review:.......................................................................................................................4
2.1 Significance of the ethnic backgrounds of the employees:.......................................................4
2.2 Critical evaluation about the impact of ethnic backgrounds of the employees.........................5
2.3 Effective ways in maintaining organizational cultures:.............................................................7
2.4 Literature gap:............................................................................................................................8
3. Conclusion:..................................................................................................................................8
Reference List:...............................................................................................................................10

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Topic: Impact of Ethnic Background of the Employees in Organizational Culture
1. Introduction:
The culture of individual employees, their belief and trait leaves a major positive impact
on the overall work value of an organization. After the implementation of cultural diversity
within organization, the business managers intended to appoint employees from different
geographical and religious backgrounds. Business experts at that particular time have faced
innumerable difficulties in maintaining the image and reputation of organization. However, the
psychological beliefs and their culture among the people of different religion differ from each
other. As a result, employees were unable to maintain organizational productivity amidst that
much off cultural diversity. However, this specific study has focused to make an in-depth
evaluation about the Impact of Ethnic Background of the Employees in Organizational
Culture.
1.1 Research scope:
Numerous research scholars have showed their own point of view regarding the impact of
ethnic background of the employees in organizational culture. As per the opinion of King et al.
(2012), the concept of ethnic background implies a group of people belonging to different similar
religion, race and language. It is undeniable that cultural differences are among the people of
similar ethnic backgrounds as well. In this kind of situation, individual may have to face
difficulties in making collective decision among the people o same ethnic group as they belong
to different backgrounds. However, as per the point of view of some of the eminent scholars after
the implementation of this particular organizational culture in appointing employees from ethnic
backgrounds large number of skillful and competent employees get deprived for being the part of

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an organization (Miner, Settles & Brady, 2012). Therefore, the impact of ethnic background of
the employees in organizational culture is possessed with both positive and negative effects.
1.2 Research aims and objectives:
 To evaluate the impact of ethnic background of the employees in organizational culture
 To highlight the challenges that organizations have to face for hiring employees from
different religion and cultural backgrounds
 To provide major recommendations on how to maintain effective organizational culture at
the workplace by hiring people of various cultural backgrounds
1.3 Research questions:
 What is the impact of ethnic background of the employees in organizational culture
 What are the major challenges that organizations have to face for hiring employees from
different religion and cultural backgrounds
 What should be the major recommendations of maintaining effective organizational culture
at the workplace by hiring people of various cultural backgrounds
1.4 Rationale:
After identifying the research issue large number of researcher and practitioners have
showed their concern whether employees of ethnic backgrounds are able to maintain
organizational culture effectively or not. Numerous eminent researcher has raised their voice
regarding this issue in last five years (Belias & Koustelios, 2014). While discussing the impact of
ethnic background of the employees in organizational culture the scholars have showed their
both positive and negative approach. However, after evaluating the opinion of different scholars

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from various sources it has been observed that employees belonging to ethnic backgrounds are
having positive impact in maintaining organizational culture and discipline.
2. Literature Review:
Literature review is the argumentative way of discussion with the help of relevant
resources that can involve the opinion of some of the eminent scholars as well. The impact of
ethnic background of the employees in organizational culture is the current raise of concern
based on which large number of research scholars have provided different point of views on their
own way (Jehanzeb, Rasheed & Rasheed, 2013). This specific literature review has focused to
make an in-depth critical evaluation on the overall impact of ethnic background of the employees
in organizational culture.
2.1 Significance of the ethnic backgrounds of the employees:
Snaebjornsson & Edvardsson (2012) opined that a particular business organization would
be able to maintain image and reputation as well as culture only when employees would maintain
organizational discipline at the workplace. Creating a good rapport among the employees,
maintaining organizational beliefs, culture and values are the primary parts of following
organizational discipline. People belonging to similar ethnic group are very much flexible in
communicating with each other and sharing relevant information with each other. As per the
general concept, ethnic group signifies a specific group of people who are from similar race and
religion. As a result, their linguistic background is also similar. As per the point of view of Al-
Jenaibi (2017), ethnic group of people also belong to different cultural backgrounds and
attitudes.

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Therefore, they may have to face psychological barriers while taking any kind of
collective decision regarding the business services. People belonging to diverse culture and
attitude have to face barriers in providing good services to the organization due to psychological
gap. At the same time, the employees of different geographical backgrounds and attitudes get the
opportunities in exchanging their thoughts, beliefs and values. As differed by Kirkman et al.
(2013), employees coming from a similar ethnic group do not have to face communication
barrier among each other at the workplace. Exchanging relevant communication at the workplace
is highly important for every business organization. As a result, people having no
communication barrier create a healthy work environment. As a result, employees feel
comfortable in sharing their thoughts and ideas with each other. Podsiadlowski et al. (2013)
stated that business managers do not have to face any kind of difficulties in talking collective
business decision. Automatically, the productivity of the organization is increased due to co-
operative outlook that employees of similar race and religion shows towards each other.
2.2 Critical evaluation about the impact of ethnic backgrounds of the employees
As commented by Mamman, Kamoche and Bakuwa (2012) stated that the impact of
ethnic backgrounds of the employees has both positive and negative influence in enhancing the
performance level of business organization. In order to avoid unnecessary cultural barriers at the
workplace large number of business organizations had taken an initiative of appointing
employees from similar ethnic group so that they can make an effective communication with
each other at the workplace. However, after this specific implementation of business policies the
business experts have identified large number of negative impacts rather than its positive effects.

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Richard, Kirby and Chadwick (2013) stated that a business organization while recruiting
an individual employee should focus on the skill and level of competency of that particular
individual rather than focusing on cultural and religious backgrounds. If an individual employee
is competent, enough in fulfilling the needs and demands of the customers the business experts
do not have to face difficulties in developing the communication skill of that individual. On the
other hand, diverse culture gives the employees an opportunity to share their own point of view,
their ideas, thoughts, beliefs and cultures. As a result, an individual can develop the inward skill
after being accustomed with different people. As per the point of view of Sabharwa (2014), the
trend of multi-culture within business process has left a major influence in the mind of customers
as well. People belonging to different geographical backgrounds and attitudes are having
different needs and demands. Therefore, employees have to face innumerable difficulties in
fulfilling the demands of every single customer. However, if a particular business organization is
constituted with different cultural group of people customers of various cultural backgrounds
tend to show their interest in purchasing products and services.
At the same time, it is also undeniable that the people of multi cultural attributes leave
major negative impact on the organizational performance as well. Aldraehim et al. (2012) opined
that after appointing the employees from different religious backgrounds and attitudes the
business experts have to face communication barriers. If the employees cannot communicate
with the business managers effectively, they would never be able to share their challenges facing
at the workplace. This particular fact leaves as a major negative impact in enhancing the entire
performance level of the organization. The success of a specific business organization is highly
dependent on the performance of employees. However, employees belonging to similar culture

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and religious backgrounds can feel comfortable in sharing their ideas and thoughts. In addition,
the employees do not have to feel any kind of hesitation in creating an agile work environment.
2.3 Effective ways in maintaining organizational cultures:
Various scholars from different age group have provided opinions regarding the impact
of ethnic backgrounds of the employees. As emphasized by Hosoda, Nguyen and Stone-Romero
(2012), while maintaining cultural diversity at the workplace the business experts can implement
a training and development session for the employees in order to enhance their professional skill
as well as communication skill. Professional skill development is highly important for
maintaining organizational behavior. Employees at the workplace should have a professional
approach for dealing with the customers as well as with the internal stakeholders. In order to
develop professional skill the organizational managers should provide an effective training to the
employees so that employees like to treat every individual person with equal respect and dignity.
Hofhuis, van der Zee and Otten (2012) communication skill is one of the most significant
factors with the help of which the employees tend to share their point of views regarding the
business goal. In addition, for maintaining a good interpersonal communication business experts
would have to focus on developing the communication skill of employees so that they can make
an effective interaction. In this very specific study, the primary focus of the research is to
evaluate the impact of ethnic backgrounds of the employees in organizational performance. After
evaluating different opinion of numerous eminent scholars, it has been concluded that business
performance is highly dependent on the performance level of employees and their competency. It
is not necessary for an employee in belonging to the similar group of religion, custom and race.
Similarly, the importance of similarity in culture, ethnicity and beliefs is also undeniable.

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Sabharwal (2014) stated that employee having competency and skill should get the scope of
being a part of an organization.
2.4 Literature gap:
The entire study has focused to make an in-depth analysis over the impact of ethnic
backgrounds of the employees. The point of view of different eminent scholars has been
involved over here. However, this specific study has not focused to evaluate the theoretical
frameworks throughout the entire discussion. Some of the relevant theories are there that can
help in enhancing the organizational culture and discipline. The study could have focused in
discussing the motivational theories as well for increasing the performance level of employees.
3. Conclusion:
After evaluating the entire study about the impact of ethnic background of the employees
in organizational culture, it can be concluded that ethnic backgrounds of employees can easily be
accustomed with each other due to their same religious backgrounds. Due to the use of similar
language the employees do not have to face any kind of linguistic barrier at the workplace while
communicating to each other. Various conspicuous scholars have also taken part in the literature
review in order to express their point of view about the impact of ethnic background of the
employees in organizational culture. It is undeniable that some of the scholars have also
highlighted the positive impact of diverse culture at the workplace. As per the opinion of those
group of people an individual employees should be recruited as per the skill and competency
instead of observing their religious and geographical backgrounds.

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On the other hand, it is also undeniable that those kinds of people who are having
different cultural and religious backgrounds cannot expose themselves within the workplace
effectively. The psychological barrier among the employees creates a major hindrance in taking
any kind of collective decision. The business managers have to face innumerable difficulties in
forming business strategies and policies. While collecting feedback from the employees
regarding new business strategy and policy organizational managers have to face innumerable
difficulties due to innumerable number of suggestions. However, instead of having large number
of negative aspects it is undeniable that ethnic background of the employees leaves major
positive effect in organizational culture. The employees do not have to face any kind of
communication barriers while interacting with each other. As a result, the workplace can become
agile due to the created environment of the employees.

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Reference List:
Aldraehim, M. S., Edwards, S. L., Watson, J. A., & Chan, T. (2012). Cultural impact on e-
service use in Saudi Arabia: The role of nepotism. International Journal for Infonomics
(IJI),5(3/4), 655-662.
Al-Jenaibi, B. (2017). The scope and impact of workplace diversity in the United Arab
Emirates–A preliminary study.Geografia-Malaysian Journal of Society and Space, 8(1).
Belias, D., & Koustelios, A. (2014). Organizational culture and job satisfaction: A
review. International Review of Management and Marketing, 4(2), 132.
Gin Choi, Y., Kwon, J., & Kim, W. (2013). Effects of attitudes vs experience of workplace fun
on employee behaviors: Focused on Generation Y in the hospitality
industry.International Journal of Contemporary Hospitality Management,25(3), 410-427.
Hofhuis, J., van der Zee, K. I., & Otten, S. (2012). Social identity patterns in culturally diverse
organizations: The role of diversity climate. Journal of Applied Social Psychology, 42(4),
964-989.
Hosoda, M., Nguyen, L. T., & Stone-Romero, E. F. (2012). The effect of Hispanic accents on
employment decisions. Journal of Managerial Psychology, 27(4), 347-364.
Janssens, M., & Zanoni, P. (2014). Alternative diversity management: Organizational practices
fostering ethnic equality at work. Scandinavian Journal of Management, 30(3), 317-331.

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Jehanzeb, K., Rasheed, A., & Rasheed, M. F. (2013). Organizational commitment and turnover
intentions: Impact of employee’s training in private sector of Saudi Arabia.International
Journal of Business and Management, 8(8), 79.
King, E. B., Dawson, J. F., Kravitz, D. A., & Gulick, L. (2012). A multilevel study of the
relationships between diversity training, ethnic discrimination and satisfaction in
organizations. Journal of Organizational Behavior, 33(1), 5-20.
Kirkman, B. L., Cordery, J. L., Mathieu, J., Rosen, B., & Kukenberger, M. (2013). Global
organizational communities of practice: The effects of nationality diversity,
psychological safety, and media richness on community performance. Human
Relations, 66(3), 333-362.
Mamman, A., Kamoche, K., & Bakuwa, R. (2012). Diversity, organizational commitment and
organizational citizenship behavior: An organizing framework. Human Resource
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Miner, K. N., Settles, I. H., PRATT‐HYATT, J. S., & Brady, C. C. (2012). Experiencing
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support. Journal of Applied Social Psychology, 42(2), 340-372.
Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C., & Van Der Zee, K. (2013).
Managing a culturally diverse workforce: Diversity perspectives in
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Richard, O. C., Kirby, S. L., & Chadwick, K. (2013). The impact of racial and gender diversity
in management on financial performance: How participative strategy making features can

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unleash a diversity advantage. The International Journal of Human Resource
Management, 24(13), 2571-2582.
Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further
performance. Public Personnel Management, 43(2), 197-217.
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