Organisational Behavior and Management Assignment 2022

Running head: ORGANISATIONAL BEHAVIOUR AND MANAGEMENT
ORGANISATIONAL BEHAVIOUR AND MANAGEMENT
Name of the Student:
Name of the University:
Author note:

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ORGANISATIONAL BEHAVIOUR AND MANAGEMENT
Introduction
Diversity is an occurrence that is gradually expressing itself in globalized culture, thus
being observable in numerous domains of human activity and further in labour market and work
groups (Saxena, 2014). Extensively increasing globalization of the world has increased factors,
which tend to cause elevating heterogeneity in the labour market. Drawing relevance to these
factors, profit and non-profit organizations require obtaining greater degree of diversification in
order to sustain its competitiveness in the market. According to Soldan and Nankervis (2014),
maximising and taking advantage of workplace diversity is considered as vital issue for
supervision. While, workplace diversity offers exceptional avenues for individuals, teams and
business enterprises, this growing phenomenon also tends to present wide range of challenges.
However, as managing diversity is noteworthy as organizational challenge, decision-making
capacities must be adapted by contemporary managers in order to put up multicultural work
setting (McCalman, Jongen & Bainbridge, 2017). The thesis statement of essay is “negative
attitudes in workplace are critical obstacles to diversity management as they tend to pose impact
on working associations and damage morale as well as work productivity.’
Literature Review
Challenge of Managing Diversity and Equality in the Workplace
Effectual diversity management in organizations necessitate principles, which is
comprehensive of work environment, which further cultivates team performance, involvement as
well as cohesiveness (Soldan & Nankervis, 2014). However, the problem concerning diversity
management and requirement of legal regulations to report the issues is imperative as
organizations, which comprise of comprehensively documented policies for recruitments are

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ORGANISATIONAL BEHAVIOUR AND MANAGEMENT
found to constitute greater rates of women in administration. Sharma (2016) in her studies found
that diversity management in organizations vary as per demographic factors along with ethnicity
and culture. Furthermore, she drew insights from former studies, which claimed that
multiculturalism has been imperative element in Western nations which includes EU nations
while on the other hand, cultural inequality has been apparent in predominant area of concern in
the USA and South Africa. In addition to this, previous studies have established that gender
diversity elevated effective team developments whereas ethnic diversity subdued them. Thus,
considering studies of previous scholars, there can be identified need for cultural and diversity
audit, even though it might fail to lessen level of discernment amongst racial groups.
Nonetheless, cultural and diversity assessment significantly contributes to decrease of gender-
based discrimination. Drawing relevance to these factors, Sharma (2016) has drawn insights
from survey where around 41% African-American women engaged in managerial positions
expressed issues of organizational politics where female staffs require outperforming men only
to avoid any form of prejudice in performance appraisal. Additionally, due to these factors,
several organizations have been experiencing higher turnover rate when female staffs viewed
that their performance scores have been manipulated owing to personal bias of raters as well as
their personal strategy to penalize subordinates. Thus, it has been asserted that regular
discrimination which often given rise to ethnic partiality serves crucial role in the effective
management of equality as well as diversity in organization.
Mayes and Pini (2014) have drawn similar insights in their studies that regardless of the
continual flourishing conditions in the Australian mining sector, women still are positioned at an
under-represented position in the sector. Extensive array of literature provides evidence stating
that whether or not accessibility to employment in high-waged sector is advantageous for women