MGT5OBR –Workplace Diversity Management
13 Pages3197 Words211 Views
Added on 2019-10-31
MGT5OBR –Workplace Diversity Management
Added on 2019-10-31
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1Workplace Diversity ManagementStudent’s Name
2Table of ContentsIntroduction3Articles overview3Method of Analysis4Research Findings4Critical Analysis5Similarities and Dissimilarities in the Authors’ approach...........................................8Conclusion and Recommendations.......................................................................9
3IntroductionDiversity in a workplace or organization refers to the difference in mindsets and work culture ofthe people in the organisation based on the differences in their age, personality, education,gender, race, religion, tenure, cultural beliefs, and more. In the global business age transcendingborders and developing a diverse workforce is imperative for organisations to succeed and gain acompetitive edge in the business world. Managing the demographically diverse workforce in thebest interests of the organisation is one of the key challenges confronting the managers today(Boehm, and Dwertmann, 2015). This essay will discuss the studies carried out in the threeresearch articles to measure the effects of variables that help in moderating the effects ofworkplace diversity among the people on the well-being, social-integration, and the otherperformance related-variables and how the managers in an organisation can lead and manage adiverse workforce effectively. This essay will also discuss the diversity mindsets as themoderators of the relationship between performance and diversity.Articles OverviewThe authors of the three articles mention the benefits of having a diverse workforce and the keyissues and challenges that the organisations are facing in managing and leading thedemographically diverse workforce effectively for better organisational performance. However,while diverse workforce is definitely a big asset to the organisations today with new ideas,creativity and innovation lending the company a competitive edge, the same diversity in teamscan lead to dysfunction in organisations because of the communication barriers due to the diversedemographic backgrounds of the team members (Guillaume, Dawson, Otaye‐Ebede, Woods, andWest, 2017). Therefore, the managers in modern day organisations have a challenging task to
4lead a diverse workforce in a manner that solicits the positive aspects of diversity and eliminateor mitigate the negative impacts of the diverse workforce. The managers are also faced with thetask of identifying the attitudes, beliefs, climate, and the other factors which can help inenhancing the positive effects of diversity and eliminating the harmful effects of diversity likeintergroup bias and interpersonal tension at the same time (Shaban, 2016). The diversity mindsettheory proposed by the authors tries to understand and moderate the relationship that existsbetween effective performance and diversity of workgroups (Knippenberg, Ginkel, and Homan,2013).Method of AnalysisThe authors Guillaume, et.al, use the CEM or Categorisation-Elaboration Model to explain theelements that work to moderate the impact of workplace diversity on the facets of performance,social integration, and the outcomes related to well-being (Guillaume, Dawson, Otaye‐Ebede,Woods, and West, 2017). In the second study the author Shaban discusses how two specificleadership theories can help in enhancing the positive performance of the diverse teams and helpthe managers in leading the diverse teams effectively within their organisations (Shaban, 2016).In the third article the authors Knippenberg et. al., propose the use of three mindsets of accuracy,sharedness, and the awareness of the sharedness, as moderators in the relationship betweenperformance and diversity (Knippenberg, Ginkel, and Homan, 2013). The three papers have usedqualitative and secondary research to support their arguments and findings.Research FindingsThe authors Guillaume et.al. surmised in their study that social integration and performance ofthe individuals could be enhanced with the help of positive intergroup interactions and contacts.
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