Essay : Organisational Behaviour

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behaviour
Name of the Student
Name of the University
Author note

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Article 1- Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A.
(2017). Harnessing demographic differences in organizations: What moderates the effects of
workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.
Introduction
The essay helps in summarising the articles to understand the context of
organizational behaviour. The importance of the organizational behaviour has to be identified
and harnessing the demographic differences in the organization will be discussed. The effects
of workplace diversity have to be identified in the article to understand the importance of
diversity in the workplace.
Article Summary
The article describes about the effect of the work group diversity, relational
demography and organizational diversity in the workplace on performance, social well being
and integration variables. The examination of the variables is essential to moderate these
kinds of effects. With the help of Categorization‐Elaboration Model, the variables are being
reviewed that is assisting in moderating the workplace diversity on the outcomes related to
well-being. Furthermore, the definition of the strategy and the importance has been described
with different human resource practices, leadership, individual differences and culture and
climate.
Article Analysis
The article describes the benefits to the organization related to diversity wherein it
includes innovative process of decision-making process along with wider base of the
customers for the companies. The harnessing of the demographic differences in different
organizations is described, however it is seen that the diversity does not work effectively and
it lowers the morale of the employees.

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It is seen that the authors have commented that in many situations the workplace
diversity do not work as the culture are not given importance and there are communication
issues among the employees in companies. There is breed of disrespect among individuals as
there are individuals in the organizations who do not respect the other individuals of different
culture and this kind of behaviour affects the entire workplace and create tension. However,
the diversity in the workplace can bring different kind of positive level outcomes. The scope
of the review focuses mainly on demographic attributes which includes education and
functional background as they are relevant to the research along with organizations.
Presently, the workplace diversity is focusing on the performance related variable in
organizations that is organizational performance of the individuals and innovative strategies.
In the recent scenario, the research on diversity in workplace builds social categorization
perspective that examined the well being of the employees. With the help of Categorization‐
Elaboration Model that relates to workplace diversity, the two main factors categorization
and elaboration affect the performance in relation to the diversity.
Both qualitative and quantitative research has been conducted on work group and
diversity in organizations. The moderating variables are categorized into following groups
which includes climate and culture, leadership, individual differences and human resource
practices. The respective model is the only comprehensive kind of model of contingencies of
diversity in work group. The CEM model defines the diversity helps in understanding the
differences on attributes that leads to the perception of other individual wherein the concept
of another person is different.
Organizational strategy did moderate kind of effect of diversity in organization in
expected direction. The organizational diversity is positively related to organizational

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performance when the different companies pursued growth or the innovation strategy. The
work group diversity strategy did not moderate the effects of the workforce diversity.
Recommendations
Therefore, it can be recommended that the managers in different organizations need to
analyse the importance of the diversity in workplace. The recommendations that can be
provided to the managers of the organization are as follows:
 Growth oriented and diversity management strategies need to be adopted by the
managers in the organizations to improve the performance of the organization.
Promotion of the different diversity in workplace will lead to innovation in the
workplace and among the individuals for better decision making
 Secondly, the organization needs to include the different viewpoints of the different
employees to improve the performance and this will increase the diversity. The
human resource practices along with leadership theory can prove to be support system
can be effective in nature and this will create diverse groups in reducing biasness in
the group effectively
 Lastly, culture and climate have to be maintained effectively in the organizations
wherein this will increase the productivity and creativity. This kind of approach
creates positive approach in the work groups and increase the diversity in the
workplace
Conclusion
Therefore, it can be concluded that the organizational diversity and workforce
diversity is required to be maintained in the workplace as this fights the negative impacts and
create positive impacts on the workforce. The relational demography effects the creativity
and productivity effectively in a supportive manner and gain productivity.