Management of Workplace Diversity

RUNNING HEAD: MANAGEMENT OF WORKPLACE DIVERSITY
MANAGEMENT OF WORKPLACE DIVERSITY
Name of the Student
Name of the University
Author Note

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MANAGEMENT OF WORKPLACE DIVERSITY
Research Question:
How to manage cross-cultural diversity in the workplace?
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).
This article focuses on the management of cross-cultural diversity. According to this
article, in every financial year people from varied ethnic, social as well as cultural background,
migrate to United Arab Emirates, from India, the Philippines, Australia, Indonesia and USA.
Organizations in United Arab Emirates find that the inclusion of diversity in the workforce
benefits an organization, by enriching enrich the total labor force of an organization with
creativity as well as competence. This article has also indicated to the fact that mismanagement
of the diverse workforce may create obstacles like- which include miscommunication due to
diversity in language, dysfunctional adaptation behaviors. After an analysis of the issues of the
diversity management in the various organizations of UAE, this article suggests ways to improve
the management of manage cross-cultural diversity in the workplace. According to this article,
that organizations should introduce an uniform system to manage diverse workforce which will
include communication training to the native employees, language and culture training to the
employees from diverse ethno-cultural background, training to the human resource managers as

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MANAGEMENT OF WORKPLACE DIVERSITY
well as the native employees so that they are able to understand the importance of possessing a
diverse workforce and cooperate to create a work-culture facilitating the incorporation of people
from multiple cultural, ethnic backgrounds.
One of the positive factors that make the article worth reading is its adoption of multi-
method approach of statistical estimation, to delve deep into the issue of cross-cultural diversity
in the workplace. This article has conducted a survey taking 450 foreign workers or several
organizations of UAE as sample. The data collected through survey are then compared and
combined with the data received from the personal interviews of native officials of several
organizations of United Arab Emirates. After comparing and contrasting some results this article
has provided some relevant suggestions. In spite of all these, there are several drawbacks in the
statistical analysis conducted in this article. One of them is that the selection process of the
native officials for the interview is not elaborated in this article. Again, the types of organizations
from which employees are selected as sample are not discussed. These are the evidences of latent
biasness of the analysis conducted.
Ozturk, M. B., & Tatli, A. (2016). Gender identity inclusion in the workplace: broadening
diversity management research and practice through the case of transgender employees in
the UK. The International Journal of Human Resource Management, 27(8), 781-802.
This article emphasizes on the inclusion and retention of a workforce consisting of
employees from diverse cultural as well as demographic background; so that creativity,
innovation can be maintained within an organization. The qualitative data collected from the