Organisational Behaviour - Assignment PDF

Running head: ORGANISATIONAL BEHAVIOUR
ORGANISATIONAL BEHAVIOUR
Name of the Student
Name of the University
Author Note

1ORGANISATIONAL BEHAVIOUR
Topic: Workplace Diversity
Workplace diversity is creating some problems in form of acceptance, respect, ethnic and
cultural issues. The problems need to be mitigated in a proper way so that effect of those issues
are not impacting over the organisation. Problems in diversity is the major problem that most of
the managers have to deal with and they have to come up with a conclusion.
Acceptance and respect is the major diversity problem of the organisation (Olsen et al.
2014). Employees are not accepted same belief and they indulge in the conflict situation.
Managers play a significant role in that matter and they mitigate the conflicts situation to nullify
the situation of struggle. While implementing workplace diversity in Johnson & Johnson, the
managers have monitored that in the initial stages the employees were apprehensive about the
process. However, as a result of the efficient monitoring and strategies the organization has been
successful in bringing organizational diversity.
Ethnic and Cultural difference is another diversity problem for the company. There are
some prejudices about the ethnic behaviour, cultural backgrounds and employees make a group
with their same community that makes difficult situation for the company (Weichselgartner and
Kelman 2015). Maybank faces the same situation in ethic and cultural difference create a barrier
for their progression. They have also faced challenges in employees’ equality and workplace
respect.
The diversity in the workforce is one of the problem situations for the organisation.
Most of the managers have to face the same situation in the organisation. As commented by
Seltzer and Mahmoudi (2013) the diverse mentality of employees and their critical thinking over
subjects are important and that encourage the conflict situation also. Innovation and talent are

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there with all the employees but their approach will be productive for the company, not for the
individual supremacy. Public Bank Berhad faces diverse situation of employees and their
thoughts and decision makings are creating problem for the company (Kivuti-Bitok et al. 2013).
Leader or manager has to deliver the right attitude they are in and formulate them in an accurate
way to mitigate this challenge.
Gender equality is another major challenge that most of the organisation confronted in
modern times. 40% of people believes that companies hire men over women. Approximately,
24.2% higher base pay for the women and gender equality confronted in that situation. Managers
have to take care of that situation so that workplace influx will be revised in a proper way. In this
regard the example of Sodexo can be given where the gender equality has been exercised
effectively. The employees have shown significant resistance against the hiring process that the
company has adopted. It has been monitored that the organization has effectively created gender
balance within the organizational scenario. 40% of the total workforce are women.
Language and Communication is another major problem that organisation faces and
that comes for the diversified changes in the organisation. As stated by Patz et al. (2014)
language is the only medium to mitigate power-relation in the organisation. Through the
interaction process management know about the problem faced by employee. The managers have
monitored that language difference between employees can create some problem situation as
non-native English speakers does not understand the language so the objective of the
organisation is not clear in some cases. CIMB Group works in loans, securities, and investments,
thus direct communication with customers and employees is important in that case (Simon,
Bumpus and Mann 2012).

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Business opportunities are apparent in form as the manager has to extract that opportunity
from every possible chance. The behavioural approach from diverse situation helps the
organisation to unfold their opportunity in international market.
Fact based decision making is the first opportunity that organisation will find as an
opportunity from diversity (Burke and Mattis 2013). MayBank delivers one of the best customer
services approaches as they increase their decision making process and instigate more business
opportunity in Malaysia.
Better financial result will come in the organisation as diverse teams make more profit
in organisation. The results are highlighted towards the enhancement of business and provide an
opportunity to extend the business in international and national territory.
Impressive ethical behaviour in the organisation provides the management to increase
their productivity. The behavioural change impress customers to get indulge with the
organisation and the company gets benefited by that process. The approach delivers from
employees are ethical and positive in terms of acceleration in business (Helkkula, Kelleher and
Pihlström 2012). The business environment is the right approach in that case for business
enhancement. Axiata Group Berhad has improved their employees’ ethical behaviour and their
right approach directed them in fulfilling the objectives.
In case of Global level Competition, employees form different background help for the
business enhancement of the company. Diverse population in the world stage allowing
employees to show their talent inform of problem solving or in form of communication. As
commented by Venterea et al. (2012) communication in global level helps in the productivity of
the company.

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Cross-Cultural understanding is another diverse opportunities that ensure better
working environment. It mitigate all the prejudices, misconceptions and grudges among different
community peoples The manager will get the opportunity to formulate employees towards the
right work culture as the intrinsic motivation of working together is there and they have a fresh
mind to get directed in objectives (Miller, Farnsworth and Malmberg 2013). However, it has
been noticed that the leaders and managers of an organization witness severe difficulties in the
initial stages. Cultural differences create problems such as miscommunication and
misunderstanding amongst the employees.

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References
Burke, R.J. and Mattis, M.C. eds., 2013. Women on corporate boards of directors: International
challenges and opportunities(Vol. 14). Springer Science & Business Media.
Helkkula, A., Kelleher, C. and Pihlström, M., 2012. Practices and experiences: challenges and
opportunities for value research. Journal of Service Management, 23(4), pp.554-570.
Kivuti-Bitok, L.W., Pokhariyal, G.P., Abdul, R. and McDonnell, G., 2013. An exploration of
opportunities and challenges facing cervical cancer managers in Kenya. BMC research
notes, 6(1), p.136.
Miller, R.S., Farnsworth, M.L. and Malmberg, J.L., 2013. Diseases at the livestock–wildlife
interface: status, challenges, and opportunities in the United States. Preventive veterinary
medicine, 110(2), pp.119-132.
Olsen, C.S., Mazzotta, D.K., Toman, E. and Fischer, A.P., 2014. Communicating about smoke
from wildland fire: challenges and opportunities for managers. Environmental
management, 54(3), pp.571-582.
Patz, J.A., Frumkin, H., Holloway, T., Vimont, D.J. and Haines, A., 2014. Climate change:
challenges and opportunities for global health. Jama, 312(15), pp.1565-1580.
Seltzer, E. and Mahmoudi, D., 2013. Citizen participation, open innovation, and crowdsourcing:
Challenges and opportunities for planning. Journal of Planning Literature, 28(1), pp.3-18.
Simon, G.L., Bumpus, A.G. and Mann, P., 2012. Win-win scenarios at the climate–development
interface: Challenges and opportunities for stove replacement programs through carbon
finance. Global Environmental Change, 22(1), pp.275-287.

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Venterea, R.T., Halvorson, A.D., Kitchen, N., Liebig, M.A., Cavigelli, M.A., Grosso, S.J.D.,
Motavalli, P.P., Nelson, K.A., Spokas, K.A., Singh, B.P. and Stewart, C.E., 2012. Challenges
and opportunities for mitigating nitrous oxide emissions from fertilized cropping
systems. Frontiers in Ecology and the Environment, 10(10), pp.562-570.
Weichselgartner, J. and Kelman, I., 2015. Geographies of resilience: Challenges and
opportunities of a descriptive concept. Progress in Human Geography, 39(3), pp.249-267.