Diversity in the Workplace: Managing Differences for Organizational Success

This article discusses the importance of diversity in the workplace and provides insights on managing differences for organizational success. It explores the advantages and disadvantages of a diverse workforce and offers best practice recommendations for promoting inclusivity. The case studies of Marriot International, Coca-Cola, and HP highlight successful approaches to diversity management.

People in Organisation
Diversity in the workplace
Student name

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Introduction
Beauty Inc. one of the beauty brand which is decked up by the stock of makeup range,
cosmetics and the fragrances for both men and women. But with the time being certain issues
were diagnosed within a multicultural organisation in which different ages, nationalities,
gender, different level of education are working. Certain changes were noticed in behaviour
rise in absenteeism, employee turnover and most importantly the reduction in employees’
satisfaction survey.
Part-A
Generational value difference model:
The difference, which we felt out while diagnosing the organisation were due to the
generational value difference. In this, they find out the four different type of generation
working together. Generally, generation shares value and viewpoint of the sphere and as new
age group comes along those values and perspectives Modify. This highlights that every peer
group stares at the world inversely. Thus, these values in turn shape of organisation as well as
the workforce (Cogin, 2012).
(Source: Cogin, 2012)
There are four generation at work one is traditionalists. They are also termed as silent
generation in this, traditionalist experienced tough period when they were newer but began to
see some wealth towards the end period. Another one is the baby boomers. This is that

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generation which were born during the period of improved birth rates following the birth
wars. In this the individuals helps in shaping the country. Another generation was generation
X. In this generation individuals has faced many tumultuous time and developed as Latchkey
kids. Lastly, Millennial, this generation is also called Y generation and experienced an
explosion of technology but other than this they also experienced certain issues which
affected the world like terrorist attacks, and AIDs issues (American Management
Association, 2018).
Issues and their reasons using generational value and cultural attribute
model
 The first problem highlights that the employees are having cultural value difference in
which they display the low “can do attitude” in which they do not stress over the
performance and encourage reward, innovation and excellence. They do not value
training and development.
 Another problem of not working regularly highlights the “short- term orientation”
of “Hofsted Cultural difference” in which members they do not think themselves
for future (Hofstede, and Minkov, 2010). They believe in present, they value instant
satisfaction. They love in the moment and are not concerned with past or future
anxieties (Cennamo, & Gardner, 2018).
 In racial intolerance, organisation highlights the “visible cultural differences” in,
which people goes on more language, colour, dress, social etiquette and tradition.
Similarly, in the given organisation, the racial intolerance was faced among staff
members and due to all this conflicts arises.
 In this multicultural organisation problem, issues and the changed behaviour arises
due the “generational value difference” in which the new generation which is also
known as Y generation and another one the X generation complained about the
traditionalist generation that they are not risk taker, they are very civil minded for
them values are considered as duty, tradition and loyalty. Whereas X and Y
generation in comparative are more flexible, adaptive, outcome oriented, multi-tasker
and risk taker (Jauhari, and Singh, 2013).
 Lastly, rewards, and bonuses on team basis engender some harmony because of the
“low or high assertiveness”. Societies view assertiveness as socially unacceptable
with high assertiveness people become demanding and challenge targets and
performances is rewarded are stressed out over relationships. Whereas, low

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assertiveness culture in the workplace majorly emphasis on seniority and experience
(Cennamo, & Gardner, 2018).
Therefore, Beauty Inc. Organisation, members of organisation are more in cultural as well as
generational value differences. These differences create hassle in the working environment
and hence, affect the overall profitable returns and the output of the company.
Part-B
Managing diversity in the workplace
Nature of diversity:
Diversity of workplace talks about the business owners with their rules and policies that
appeal to their workers, customers and dealers. Diversity in the workstation brings with it a
mass of possible assistances as well as probable struggles for the corporate proprietors to
manage (Talent Intelligence, 2014). Not only this, today’s concept of workplace diversity
also considers personality, age, style, education, background and gender (Saxena, 2014).
There are many advantages of having a diverse workforce likewise, workers with the
different experience and understandings, which will bring together the diversity of
perceptions and thoughts. Thereby arousing substitute solutions and methods that help the
organisation in heighten productivity and helps in delivering better results (Brookins, 2018).
Other than this, employees’ stands to experience more of individual growth in an
environment because they are more widely open to the different culture, thoughts and
philosophies. Moreover, it also helps in making company attractive as workplace opens up
with the new ideas and styles this is all due to the adventurous open-minded employees of the
Y generation (MacDonald, 2018).
If we pinpoint the Holland culture, it highlights that family structure tends to be small, in
gender aspect relatively few of the women work outside the house as compared to the other
culture. Their organisations are on the hierarchical basis, the boss is the final decision maker
and their everyone is valued and shown respect (Saxena, 2014).

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Advantages of embracing a diverse workforce and managing diversity well:
Diversity and decision-making: Sunder Pichai states that diversity comes in different forms.
He also highlights that the presence of someone from the outside the group and lead to the
better decision than in the groups where everyone knew each other (MacDonald, 2018).
Examining own biasedness: diverse workforce helps in making readymade prejudices about
the people of different ages, gender identities and so on. Through this they inclusion training
program which helps employees in identifying and acknowledge their own biases. Through
this, they start to make better and fairer decisions.
Spotting and promoting talents: Soichiro Honda, well-renounced businesspersons who is
good at hiring people states that the main benefit if hiring people from the diverse workforce
is to increase the chances of finding the best candidates. Over that, one can also start enjoying
many other business benefits of the workforce diversity (Clarke Ngabi, 2018).
Inclusion and dealing with difference: Sheryl Sandberg states that being different is bit
challenging. Diversity includes different people with the different perspective, experiences,
opinions and perhaps also the different working styles or expectations.
Diversity fosters innovation: Diverse workforce in organisation have shown more dynamic,
more creative and more innovative than groups consisting of co-workers with the alike
demographics. This diverse workforce not only within an organisation but also within
departments and teams also boost companies’ productivity (Clarke Ngabi, 2018).
Open global opportunities along with this improve organization’s culture: In this,
millennial are considered as the most diverse working generations. When an organisation
accepts diverse, attracts increased talents creates the happier, most productive workplace.
This not only opens up the global opportunities for the work persons bit along with this it
entirely improves organization’s culture. This improves retention, increase the chances of
hiring potentials and the improve morale (MacDonald, 2018).
Disadvantages of having the diverse workforce:
Communication issues: Effective communication is a driving force for success. However,
the diverse workforce has a direct impact over the productivity because of the ineffective
communication. To communicate with someone who understand his or her culture is bit
difficult in workplace diversity is a major problem (Okoro, and Washington, 2012).

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Increased cost of training: Apart from the usual training, organisation with the diverse
workforce has to invest in seminars, programs and lectures to promote diversity. This is done
to teach the diverse workforce about the thoughts, ideas and personalities of others in the
workplace. Hence, this all continues in spending on training.
Increased competition: In this, employees from the diverse workforce sometimes do not
accept the new culture, they likely to contend to each other rather working collaboratively
like a team. This division generates negative impact on business because progress become
slower and hence affects the overall profits (Jonsen, Tatli, Özbilgin and Bell, 2013).
Breeds disrespect: In this when workforce did not accept the other culture tends to show dis
respect and indifference. This leads to the unnecessary tension and this affects the entire
workforce.
Lack of freedom of speech: In this, employees from the diverse workforce are sensitive
towards other culture, beliefs and values. Therefore, disadvantage is not only the ineffective
communication but also the lack of freedom to speech (Jonsen, Tatli, Özbilgin and Bell,
2013).
Case study with Best practice recommendations
Marriot International: Marriot International is considered as the world’s best international
workstations by great place to work. They have extended their assurance by creating an
inclusive guest experience to their workers around the world. They are widely recognised as
benchmark for the diversity and inclusion (Sourouklis, and Tsagdis, 2013).
Coca-Cola: Coca-Cola diversity is seen additionally strong than just rules and performances.
They provide variety education programmes including diversity training, a diversity speaker
series etc. They were also championed by “Coca-Cola millennial voices” the group of young
employees who marked sure that there is a healthy employee retention in millennial
consumers and staff members.
Case study of HP: As HP tried to adjust emerging paradigm of variety organization and
create cultural collaboration in the workplace but still it has room for development. HP is
doing a technical business. Hence, they need to develop cross cultural preparation and
workspaces to develop their variety abilities. Therefore, the company diversity trainers and
HR managers recommend some plans to implement a diverse method to create business

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culture in order to assist and foster all types of employees. Through this, it helps in
developing leadership traits, recognising individuals’ differences, giving feedbacks and helps
in encouraging cross-cultural awareness.
References
American Management Association.(2018) leading four generation at work. [Online]
Available from: https://www.amanet.org/training/articles/leading-the-four-generations-at-
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Brookins, M. (2018) Define diversity in the workplace [Online] Available from:
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30/12/2018]
Cennamo, L., & Gardner, D.(2018) Generational differences in work values, outcomes and
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[Accessed 30/12/2018]
Clarke Ngabi, R. (2018) Forms of diversity at workplace [Online] Available from:
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Cogin, J., (2012) Are generational differences in work values fact or fiction? Multi-country
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perspectives. Asia Pacific business review, 16(4), pp.493-504.
Jauhari, H. and Singh, S., (2013) Perceived diversity climate and employees’ organizational
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Jonsen, K., Tatli, A., Özbilgin, M.F. and Bell, M.P., (2013) the tragedy of the uncommons:
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MacDonald, L. (2018) Advantages and disadvantages of the diverse workforce in an
organisation. [Online] Available from: https://smallbusiness.chron.com/advantages-
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Okoro, E.A. and Washington, M.C., (2012) Workforce diversity and organizational
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Saxena, A., (2014) Workforce diversity: A key to improve productivity. Procedia Economics
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