Managing Diversity: Importance, Challenges, and Rational Goal Theory

MANAGING DIVERSITY
BETWEEN EMPLOYEES &
CHALLENGES FACED
RATIONAL GOAL
THEORY, ITS
CHARACTERISTICS
& CRITICISMS
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Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
IMPORTANCE OF MANAGING DIVERSITY AMONG STAFF...............................................4
1) INCREASED EXPOSURE TO DIFFERENT KINDS OF PEOPLE...............................4
2) CONFLICT RESOLUTION & REDUCTION.................................................................4
3) JOB PROMOTION & EMPLOYEE DEVELOPMENT..................................................5
4) IMPROVEMENT IN BUSINESS REPUTATION..........................................................5
5) MUTUAL RESPECT AMONG EMPLOYEES...............................................................5
CHALLENGES FACED BY SAINSBURY IN MANAGING DIVERSITY AMONG THE
STAFF:............................................................................................................................................5
1. COMMUNICATION GAP BETWEEN EMPLOYEES......................................................6
2. LINGUISTC BARRIER.......................................................................................................6
3. INCREASES TRAINING AND DEVELOPMENT COST.................................................6
4. LACK OF PROPER MAINTENANCE OF WAGES..........................................................6
5. LACK OF INNOVATION...................................................................................................6
6. RESISTANCE TO CHANGE..............................................................................................7
7. ABSENTEEISM...................................................................................................................7
8. CHALLENGES IN IMPLEMENTING DIVERSITY.........................................................7
RATIONAL GOAL THEORY........................................................................................................8
I. DEFINITE PLAN.................................................................................................................8
II. APPROACH.....................................................................................................................8
III. TECHNIQUES/METHODS.............................................................................................8
IV. CHANGE IN ATTITUDE................................................................................................8
V. EMPHASIS.......................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
This report will include the importance of managing diversity among the staff by the
organizations (Roberson, 2019). In the context of the topic, some of the challenges faced by
Sainsbury supermarket in managing the diversity among their employees will also be studied.
Further, Scientific management practice adopted by the organizations will be studies. The
characteristics of Rational Goal theory will be highlighted based on the situation that it still
continues to exist in some organizations despite having its limitations.
MAIN BODY
With the emerging and expanding marketplace, the best strategy adopted by
organizations to gain a competitive advantage over others is through diversifying its workforce.
Every organization has employees coming from various backgrounds, having different
experiences and perspectives on different matters. Diversification at workplace is a need not just
because it benefits the business but also it creates value for the company which brings in
innovation though great professionals. Moreover, it promotes individuality among the employees
so that every individual can present their creative and different ideas. Employees have some
underlying interest to work in a particular organization, and they also expect to reap some gains
from it (Triana, 2017). After discussing some of the features of managing diversity between
persons, now let’s discuss;
IMPORTANCE OF MANAGING DIVERSITY AMONG STAFF
1) INCREASED EXPOSURE TO DIFFERENT KINDS OF PEOPLE
An organization having diversified workforce, where employees have different styles to work
and each style varies from the other, it gives them an opportunity to learn from their co-workers.
They can learn new skills, develop interpersonal relationships and mutual understanding towards
each other. Take for an example, workers having advanced knowledge of technology can help
learn new ways and processes to other workers who are unable to get full access to technology.
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2) CONFLICT RESOLUTION & REDUCTION
Many a time conflict arises between the co-workers, however accepting each other’s differences
and trying to find similarities between them instead of pointing out the mistakes can reduce the
possibility of conflict and finds a way for resolution of the conflict.
3) JOB PROMOTION & EMPLOYEE DEVELOPMENT
With increasing globalisation, organizations are trying to increase its market reach in foreign
countries. This gives an opportunity to the employees to get promotion and develop their skills at
a global level (Men and et.al., 2019). The global market gives every employee, having various
physical or mental abilities, different age or varied cultural backgrounds, a chance to showcase
their talent and boosts their career with this golden opportunity.
4) IMPROVEMENT IN BUSINESS REPUTATION
Diversity within the workplace is important for workers because it shows itself in building a
good reputation for the corporate, resulting in increased profitability and opportunities for
workers. The reputation of a business prospers when companies shows their commitment to
diversity through massive outreach and recruiting efforts. An organization known for its ethics,
fair employment practices and appreciation for diverse talent is best ready to attract a wider pool
of qualified applicants (O'Leary and Sandberg, 2017). Other advantages include loyalty from
customers who opt to do business only with companies whose business practices are socially
responsible.
5) MUTUAL RESPECT AMONG EMPLOYEES
Diversity among staff fosters mutual respect among each other. When employees are added in
teams or groups having varied work styles, coming from different cultures or backgrounds, it
creates synergistic environment to work within and achieving the organizational goals. Although
an idealistic atmosphere could also be difficult to realize, employees nevertheless recognize the
various strengths and abilities that diversity brings to the workplace and that they gain respect for
his or her colleagues’ performance.
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