Workplace Diversity: Impact on Performance and Strategies for Management
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This report explores the impact of workplace diversity on organizational performance. It examines the relationship between cultural, gender, and abilities diversity and performance. The study also discusses strategies for managing diversity in the workplace.
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WORKPLACE DIVERSITY1 Table of Contents Introduction......................................................................................................................................2 Method.............................................................................................................................................2 Literature review..............................................................................................................................2 Conclusion.......................................................................................................................................6 References........................................................................................................................................8
WORKPLACE DIVERSITY2 Introduction Thewell-established company’s focuses on having a dissimilar environment of working because it is proved that individual learn to channel their dissimilarities to formulate it their strength to achieve common objective(Gibson and Fernandez 2018).The workplace diversity is significant for every organization because it provide several opinions, while discussing on the issue. It also helps in increasing the unity strengths, makes the organization attractive as well as increases the flexibility to adapt the changes to make progression of the business(Brown 2017). In this report, literature review is conducted on the aspects of workplace diversity which includes cultural differences, gender as well as abilities.The current business problem is to manage the diverse people in the organization and their impact on the organizational performance. Therefore, the present study is done to know whether there is an association between the aspects of Workplace diversity with the performance of the firm. Method In this report the secondary research is used for collecting the information about the workplace diversity. The information is collected by reviewing the already published articles. The search term like “workplace diversity affects performance” is used to find the adequate as well as suitable article, to ensure that quality is maintained. Literature review Leslie conducted the study on the theory of work unit ethnic diversity by using the multilevel model multilevel model(Leslie 2017). It is done to know whether theethnic diversity in the company is limiting the work performance. The data was collected from the bank branches in the local area, data collection was done through questionnaire, in this researcher mailed the survey to all the staff members of bank. However, only 862 respondents respond. In this study for testing ethnic diversity with the work performance correlation as well as regression is used. The researcher finds that occurrence of 2 ethnic subgroups, which separates due to high differences in the status within a workplace is negatively turn the performance. In future, the study can also be taken by focusing on the amount of effects ethnicity diversity has in the performance of
WORKPLACE DIVERSITY3 employee as well as on the other characteristics of demographic. According to Lambert earlier studiesonlyfocusesondemonstratingtheassociationbetweenculturaldiversityand performance(Lambert 2016). Therefore,no studies are conducted to know the impact of cultural diversity on the performance of the firm. In this various articles are reviewed to know the individual as well as group level relationship, the study also shows that the implementation of structural programs as well as policies. The researcher finds that link between the cultural and creativity affects the performance of the firm and allows the organization to adopt more innovative opportunities which is accepted by the organization. The researcher also finds that efficient management of diversity is significant in the organization because it make an organic environment as well as enhanced the performance through creativity and innovation. The research gap in this study is that it only focus on one aspect that is cultural diversity however, other aspects also affect the performance of firm as well as employees. Schwab, Webrel and Hofman conducted the study to investigate the gender diversity in the organization, it demonstrate how the low as well as high level of managerial gender diversity affects the accomplishment of performance(Schwab, et al. 2016). The researcher focuses on the structure that merges the different theoretical perception of the groups, individual as well as their negative and positive influence. The study makes use of the data which is collected by the Portuguese Ministry of Work. The data was collected from all the employees and 27% of the respondents were female and 80% were males. The findings show that the managerial gender diversity influence the performance of the organization by a nonlinear function. The future research can focus on to find out the level of low and high gender diversity affects the performance of organization. According to Mitchell, Boyle, Parker, Giles and Chiang now a days it become significant to work collaboratively with the diverse people in the organization to sustain in the competitive environment. The data was collected from the health care in Australia, the random sampling method were used in this study. Researcher received the responses from the 346 respondents, questionnaire method were adopted for gathering data. Researcher finds that the supports from the leader are important to maintain the diversity in the organization. In future the researcher can conducted the study to investigate the diversity outside the healthcare industry that is job-related diversity. This study does not focus on the variablesthat impact the effectiveness of the inclusive manager.
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WORKPLACE DIVERSITY4 Kundu and Mor conducted the study to know the association between the perception of the employees regarding the aspects of gender, age and education and the performance of the organization in the IT industry(Kundu and Mor 2017).The primary data is used for the data collection, 402 members were responded and analysis is done by using the factor analysis, regression, correlation. The researcher finds that age and education differences are limited but significantly affects the performance. However, from the perception of the employees, the gender diversity positively affects the performance of the organization. The limitations of the study is that the data is collected by using only one survey method, therefore in future the researcher can use several method to collect the data. In future researcher can also the comparative study in the culture diversity among various industries. According to Joseph and Selvaraj workplace diversity defined as the strategic Workforce diversity has been identified as one of ability which adds the value to the organizations as compared to their competitors (Selvaraj 2015).The aim of the study is to find out effects of the diversity in relation to age, gender ethnicity as well as to know the results of management in the diversity I Singapore. The data was collected through the questionnaire in both the industries that is services as well as manufacturing. The analysis was done through the Software Package for Social Science, and finds that age; gender as well as ethnicity does not affect the performance of the organization. Researcher also recommends, in managing the program of Human resource to enhance the efficiency of workforce diversity.The future study should focus on the particular category that is managers, executives to know their influence on the performance of employee as well as organization. Jyoti and Kour conducted the study to know the influence of cultural intelligence on the performance of task and also to analyze the adjustment of cultural role in the Asian countries (Jyoti and Kour 2015).The researcher used both quantitative as well as qualitative approach to collect the data, the data is collected from 225 executives in Jammu Kashmir and testing is done by using the model of structural equation.From the analysis, the researcher finds that cultural diversity significantly add towards the performance of task.The limitations of the study is that it is only focused in the Asian countries, In future factors affecting cultural diversity as well as management of cultural diversity can be taken into consideration. According to Brien, Scheffer, Nes and Lee to gain the competitive advantage company has to increase the workplace diversity that is it can increase the gender, cultural diversity to sustain the company in the competitive
WORKPLACE DIVERSITY5 environment(O’Brien, et al. 2015).The study is conducted to know the cultural as well as gender diversity in the organization and their influence in specific department. The researcher used the dynamic model, to predict the diversity in inter-department as well as various units. The researcher finds that in particular department the influence of the diversity is positive but in the overall productivity there it can affect negatively. The researcher also recommends managing and increasing the workplace diversity by using the mathematical model and through taking the feedback between the diversity as well as inclusivity of group. In this study researcher does not focus on analyzing the impact of low and high diversity in the organization, In future researcher can use the model to understand the affect of low diversity in the organization. Hofhuis, Zee and Otten conducted the study to describe the growth as well as validation of the advantages and danger of Diversity scale, this technique is used to know the perception of the employees regarding the cultural diversity in the workplace(Hofhuis, Zee and Otten 2015).The research used the interview method and 19 respondents were selected in Netherland, the medium age was 47. In this study researcher take interview from two staff member which is from the similar department,however, through variouschanges questions again was asked by the researcher to the employees who is working in different department. The study finds that employees believe that opportunities and threats are both independent factor, it does not generate from the cultural diversity. In this study researcher does not focus on other aspects like abilities of the employee, which is considered major factor to analyze the opportunities and threats for the organization. Rodriguez-Pose and Hardy conducted the study to know the influence of gender and ethnicity diversity in the performance of entrepreneurial in the region of UK(Rodríguez-Pose and Hardy 2015). The researcher major focus was on diversity as well as abilities of employees and work of diverse employees in the organization. The data was collected through reviewing several articles of culture diversity in entrepreneurship as well as secondary source is used to know the cultural and gender diversity in UK. The researcher finds that high anddifferent abilities or diversity of culture and gender is significant for entrepreneurship in UK, because it helps in providing various opinions. In future researcher can conduct the comparative study of different region to providedetailedinformationaboutimportanceofgenderandethnicitydiversityinthe organization. Naranjo-Valencia, Jimenez and Sanz-Valle innovation leads company to sustain in
WORKPLACE DIVERSITY6 competitive market but managing diversity of the employees is considered significant factor (Naranjo-Valencia, Jiménez-Jiménez and Sanz-Valle 2016).Researcher believes in today’s generation diversity and innovation affects the performance of employees, however, this study is focus on analyzing the links through testing the industrial companies. The data was collected from the Spanish companies, 15 employees were selected for the sample size, and interview method is taken for collecting the data. From the analysis, the researcher finds that culture diversity can make various creative innovations and raise the performance of the company. However, it results that there is positive relationship between cultural diversity as well as performance of employee. According to Zhuwao, Ngirande, Ndlovu and Setati there is enhancement in the workplace diversity in South Africa, the study is conducted to know the influence of gender and cultural diversity in the performance of workers in the institution of higher education in Africa (Simbarashe, et al. 2019).In this study researcher adopted the cross-sectional research deign as well stratified random sampling method is used, the sample size selected was 258. The researcherfindsthatrelationshipbetweenthegenderaswellasculturaldiversitywith performance of the employees is positive. The researcher also finds that institutions in Africa develop efficient strategies to manage the diversity in effective manner. In future researcher can conduct the study by taking large sample size by conducting comparative study in the same industry. According to Owen and Temesvary conducts the study to know the relationship between gender diversity in the performance of bank(Owen and Temesvary 2018). The data was collected from the 90 US Bank and finds thatthere are U-shape association between the gender diversity and performance of bank and also find that increasing the gender diversity in bank will results in enhancing the value of the banks. In future the researcher can conducted the study on better understanding the association between diversity of gender on managerial boards as well as inequalities within the banks. Conclusion From the above it is conclude, that workplace diversity is important for each and every organization because it helps the organization in providing various expertise opinions. In this report, the aspects like gender, culture and abilities is selected to know their relationship with the
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WORKPLACE DIVERSITY7 performanceoforganization.Thevariousarticleswerereviewedandfindthatthereis association between both of them and it affects positively. From the above it also finds that cultural diversity, gender diversity as well as abilities these are important for the organization to gaincompetitiveadvantage.Theresearcherusedvariousmodel,quantitativeaswellas qualitative approach to know whether diversity affects the performance of the organization. However, the above studies make several efforts to know the relationship between both of them but none of the studies focuses on level of influence cultural, gender and diversity in abilities have on the performance of the organization. The other research gap is that no comparative study in the aspects of workplace diversity in similar industry is conducted by the researcher. References
WORKPLACE DIVERSITY8 Brown, Jennifer. 2017.Inclusion: Diversity, the New Workplace & the Will to Change.Publish Your Purpose Press. Gibson, Sarah, and J. Fernandez. 2018.Gender Diversity and Non-Binary Inclusion in the Workplace: The Essential Guide for Employers.London: Jessica Kingsley Publishers. Gröschl,Stefan.2016.DiversityintheWorkplace:Multi-disciplinaryandInternational Perspectives.Abingdon: Routledge. Hofhuis, Joep, Karen I. van der Zee, and Sabine Otten. 2015. "Measuring employee perception on the effects of cultural diversity at work: development of the Benefits and Threats of Diversity Scale."Quality & Quantity49 (1): 177-201. Jyoti, Jeevan, and Sumeet Kour. 2015. "Assessing the cultural intelligence and task performance equation: Mediating role of cultural adjustment."Cross Cultural Management22 (2): 236-258. Kundu,SubhashC.,andArchanaMor.2017."Workforcediversityandorganizational performance: a study of IT industry in India."Employee Relations39 (2): 160-183. Lambert, Jason. 2016. "Cultural diversity as a mechanism for innovation: Workplace diversity andtheabsorptivecapacityframework."JournalofOrganizationalCulture, Communications and Conflict20 (1). Leslie, Lisa M. 2017. "A status-based multilevel model of ethnic diversity and work unit performance."Journal of Management43 (2): 426-454. Naranjo-Valencia, Julia C, Daniel Jiménez-Jiménez, and Raquel Sanz-Valle. 2016. "Studying the linksbetweenorganizationalculture,innovation,andperformanceinSpanish companies."Revista Latinoamericana de Psicología48 (1): 30-41. O’Brien, Katherine R, Marten Scheffer, Egbert H. van Nes, and Romy Van Der Lee. 2015. "How to break the cycle of low workforce diversity: A model for change."PloS one10 (7). Owen, Ann L, and Judit Temesvary. 2018. "The performance effects of gender diversity on bank boards."Journal of Banking & Finance90: 50-63.
WORKPLACE DIVERSITY9 Rodríguez-Pose, Andrés, and Daniel Hardy. 2015. "Cultural diversity and entrepreneurship in England and Wales."Environment and Planning47 (2): 392-411. Schwab,Andreas,JamesD.Werbel,HeikeHofmann,andPauloL.Henriques.2016. "Managerialgenderdiversityandfirmperformance:Anintegrationofdifferent theoretical perspectives."Group & Organization Management41 (1): 5-31. Selvaraj, Palanisamy Chinnathambi. 2015. "The effects of work force diversity on employee performanceinSingaporeorganisations."InternationalJournalofBusiness Administration6 (2). Simbarashe, Zhuwao, Hlanganipai Ngirande, Wiseman Ndlovu, and Sam T. Setati. 2019. "Gender diversity, ethnic diversity and employee performance in a South African higher education institution."SA Journal of Human Resource Management17 (1): 1-8.