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Concept of Workplace Diversity | Assignment

   

Added on  2019-11-19

12 Pages2149 Words185 Views
Running head: ORGANIZATIONAL BEHAVIOROrganizational BehaviorName of the StudentName of the UniversityAuthor Note

1ORGANIZATIONAL BEHAVIORIntroduction Workplace diversity refers to the situation where people with different cultural andtraditional belief works together. Podsiadlowski et al. (2013) also depicted that this differencecan be based on age, gender, sexual orientation, ethnicity and social status. The main conceptbehind the workforce diversity is to identify best people and retain then for the betterment of theorganization (Martín Alcázar et al. 2013). Podsiadlowski et al. (2013) moreover stated that inorder to attain business ethics, managing authorities of a business implements the concept ofworkforce diversity. The prime reason to incorporate workforce diversity is to accomplish abusiness objective with multiple perceptions, which enhances the chances of an organization tobecome globalized. However, the real facts show that workplace diversity is one of the mostchallenging approaches to implement (Barak 2016). Problem like workplace discrimination andothers arises from a diverse workforce. Thus, this essay highlights the concept of work forcediversity along with the details of the implications of workforce diversity on organizationalbehavior. Discussion The significance of the workforce diversity can be witnessed through high productivity,enhanced creativity and increased loyalty of employees, improved decision- making ability andsatisfied diverse need of the customers (Martín Alcázar et al. 2013). In simple words, workforcediversity refers to a situation where people from diverse background work together irrespectiveof the differences they have in terms of their culture, tradition, age, gender and ethnicity.Workforce diversity moreover has two dimensions- primary dimension and secondarydimension. Barak (2016) depicted that primary dimension of diversity refers to the differences

2ORGANIZATIONAL BEHAVIORthat is inborn and cannot be avoided; whereas, differences that is not inborn is termed assecondary dimension of diversity. Differences based on age, physical ability and sexualorientations are the example of primary dimension; on the other hand, differences on maritalstatus, education, cultural beliefs, religions and family background are the examples ofsecondary diversity (Patrick and Kumar 2012). Jonsen et al. (2013) states that the benefits of workforce diversity management is adoptedfor strengthening the cultural value within the workplace, retaining the best candidate, enhancingcorporate relationships, improving the efficiency of the staffs and increasing the service level andcustomer satisfaction. Patrick and Kumar (2012) also provide other reason regarding the factwhy workforce diversity matters. Barak (2016) represents that diversity results in better financialperformances and can lead to innovation. Workforce diversity not only creates brotherhood inthe community among different people but it also boosts groupthink and collective intelligence.The history of the diversity planning was started from the 60s and the first concept was toprovide equal employment opportunity. In the 80s, affirmation action was considered while in90s the concept of workforce diversity was incorporated. In recent times, the global diversity wasconsidered.

3ORGANIZATIONAL BEHAVIORImage 1: History of Diversity Value Chain (Source: Humanrights.gov.au 2017)In Australia, nearly 20% of the people speak another language other than English in theirhome (Humanrights.gov.au 2017). Moreover, Australia is the home for oldest continuouscultures as significant percentage of people comes to Australia from their native states. 5.3% ofthe people from UK migrated to Australia; whereas the percentage from the nations NewZealand, China, India and Vietnam is 2.6%, 1.8%, 1.6% and 0.9% respectively(Humanrights.gov.au 2017). As a result, 60% of the total Australian population are fromoverseas as per as the survey of 2013 (Humanrights.gov.au 2017). However, there are challenges in accepting the diverse workforce by some homecountry’s employees in the workplace and 1 out of 5 Australian witnessed race-hate talks in theirworkplace (Barak, 2016). One of the major challenges of diverse workforce is conflict related tothe difference among them. Patrick and Kumar (2012) highlighted another challenges is thatpeople with different language take much time to understand instructions that might hamper the

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