Socio-Economic Diversity: Effects on Group Work and Outcomes

This essay examines the influence of cultural and socio-economic diversity on the effort levels of group members and the resulting implications for organizations. It highlights how diverse teams can enhance productivity, innovation, and employee engagement through the incorporation of various cultural backgrounds and perspectives. The essay also addresses potential challenges such as conflicts arising from differing values and communication barriers, while emphasizing strategies for fostering a positive and inclusive work environment. It concludes that effectively managing cultural diversity can lead to increased employee productivity, reduced turnover, and a stronger competitive advantage for the organization. Desklib is a valuable platform for students seeking similar academic resources and solved assignments.

Academic research
essay
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Table of Contents
Introduction .....................................................................................................................................3
Discussion........................................................................................................................................3
Conclusion.......................................................................................................................................7
References........................................................................................................................................8
Books and journals......................................................................................................................8
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Introduction
Every organisation is working towards enhancing employees productivity and their
morale. It helps them in achievement of organisational goals and objectives. Now a day, there is
an increasingly of the global nature of the organisation. Companies are hiring employees from
various cultural backgrounds. It is being said that working in a groups is having greater
productivity as compared to work done by individual (Perales, Ablaza, and Emsen-Hough, 2021,
p.1-17). Company is focusing on enhancing employees productivity and their morale. Employees
are granted a mentor or team leader in order to listen to their needs and demands and developing
team behaviour effectively. They are focusing on hiring employees from different types of
cultural and social background. Within current essay, it is discussed about impact of diverse
cultural or socio economic phenomenon on efforts levels of group members and their implication
for the company.
Discussion
A team is a group of people that working in an organisation and who are collaborating
with related task towards achievement of common organisational goal and objective. Within a
business, organisation goal can be achieved by diverse team and their positive behaviour. It is
important for workers to have necessary skills and knowledge for completion of the project or
task. It is seen that employed within a team is more productive as compared to work done by
single person. As each member within a team is responsible for achieving a goals and task.
Organisation are hiring employees from different cultural backgrounds and diverse social
backgrounds (Goldschmidt, Hällsten, and Rydgren, 2021, p.86). This helps in development of
organisational engagement and getting talents from all over the world. It helps in creating new
innovations and learning of different languages. This phenomenon is impacting on the efforts
levels of group members and creating opportunities for the organisation as well. Further, now a
day, many of the companies like Amazon, Microsoft etc. are hiring employees from different
backgrounds. This results in learning a local languages of the country and this helps in engaging
with new employees and building relationships as well. Further, this helps in at a time of
decision making process within an organisation (Lucas, Naidoo, and Timmis, 2021, p.86). It is
helpful in getting more knowledge and information about new innovations and technologies
coming in an organisation. Further, while comprised individuals from different cultural
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backgrounds will be resulting in making effective decision and helping a team leader in decision
making.
Within working in a group, it is important to listen to all those needs and demands made
by team members. This resulting in motivation of group members. In addition, organisation
culture helps in understanding and predicting phenomenon in real world. National or
organisational cultural belongs to sociology. Different cultures include gender cultures,
occupational cultures, different beliefs and values etc. while having diverse culture of
employees, they work and understand each other’s behaviour and knowledge (Payne, and
Hannay, 2021, p.13-31). This helps in building of their relations with each other’s and
maintaining better relationships with managers and other team members. Engaging employees
resulting in creating positive and healthy environment and this helps in achievement of
organisational goals and objectives. Within current era, many of the organisations are moving
forward towards cultural diversity at their workplace. This provides positive impact on level of
group efforts. Such as it helps in increasing profits and productivity of the organisation and
employees as well- employees come from different backgrounds and socio economical cultural.
So this brings engagement among employees and they learn from each other’s. Further, it helps
in enhancing creativity- Different backgrounds of employees brings creativity and this helps in
development of employees as well. Because when they all are working together, this results in
sharing each one of the opinions and developing various innovations and creative ideas
according which can help managers in getting reliable ideas related to the task which they have
to perform (Kohlrausch, and Weber, 2021, p.13-31). Further, different cultural backgrounds
impact on employees by increasing their engagement- when employees share their personal
experiences in decision making process or at a workplace. Then this will be resulting in building
better relationships with their colleagues and in helps in increasing employees engagement as
well. When employees are developing their skills and knowledge within working environment
and also creating growth opportunities, then they retain in organisation for more time also. This
helps the organisation in reducing employee’s turnover ratio and creating goodwill among more
talented candidates.
Further, if company is maintaining proper cultural diversity at workplace. Then it may be
resulting in encouraging individuals towards the company who are from wide range of
backgrounds (Bayrakdar, and King, 2021, p.0950017020980997). This develops diverse
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collection of skills and experience which an employee is able to provide services to the
customers to getter reliable client. While hiring from different cultural and socio background,
company can be able to improve their insights and reduce racism at workplace. This helps the
organisation in reducing of negative emotions, sexism and racism etc. some of the other benefits
which company is getting from having diverse culture background employees is improving
organisation reputation and goodwill among clients and enhancing wider range of skills and
increasing profitability of the organisation (van Riemsdijk, and Axelsson, 2021, p.23-42). If
company is working towards their processes, then this results in development of their employees’
productivity and making them friendly with new techniques and innovations coming in business
environment. On the other hand, there can be various challenges that is to be faced by individuals
within a group. These are different values and beliefs. This creates conflicts sometimes between
employees. This is raised because many of the individuals might not like anyone experience and
behaviour. So it turns into conflicts which results in demotivating other employees within a team.
Organisation should be able to handle all the needs and demands of different cultural background
people so that they could be able to develop employees’ potentials and their productivity. Having
different cultural and socio demographic background results in increasing employee’s
productivity but on the other hand, it sometimes creates confusions among employees and
managers (Katiyatiya and Lubisi, 2021, p.23-42). At decision making process, every person is
having different thoughts and idea but they could not be liked by others. Or many of the person
is having different ideas and it creates a bundle of ideas, so it creates confusion of selecting
which ideas or method.
Some of the techniques which could helps the groups while working with a diverse
background of employees. Now a days, organisations are working towards achievement of
company goals and objectives. This helps in development of organisational structure. This results
in development of organisational profits and revenue. If company is providing flexible working
environment, job satisfaction and cultural diversity, theme employees work more productivity
and develops their growth opportunities as well. While working with diverse background of the
employees, company can helps the group members in engaging with all team members and
resulting in enhancing their potential. If an individual is working with a team, then they could
enhance their knowledge and skills as well (Nielsen, 2021, p.28). Employees will be able to
motivate and build their relationship with other members. If they are building positive and
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healthy relationship with team members and leaders, then it helps in being motivated towards the
work and on the others hand reduces conflicts as well. If conflicts are reduced, there will be
positive working environment and employees feel more valued. This results in enhancing their
productivity and reduction in leaving employees from organisation. Employees retention results
in reduction of turnover ratio because employees does not needs more training and no new
candidates comes which requires more training and development sessions. Having cultural
diversity within an organisation should results in engaging with the team members and
developing their effectiveness (Ruzycki, Franceschet, and Brown, 2021, p.594). Further, it helps
in gaining competitive advantage among competitors within a market. It includes higher
productivity and lower employees turnover rates. For becoming individuals, company will be
able to gain more productive and this helps in gaining productivity and potential.
While expanding into international market, it is important to listen about the needs and
demands of employees and further, they should maintain cultural diversity with their working
environment. So that they should get attracted towards the brand and comes to provides new
innovation ideas to the managers. However, managers should face drawbacks of cultural
diversity among business environment such as it managers should focus on leadership qualities
too often- when company is going to promote individual, then this diversity fails. Sometimes
leaders do partially among employees and provide promotion to their employees ( Arant, Larsen
and Boehnke, 2021, p.594). The other disadvantage of diversity is to create too many opinions-
different culture backgrounds of people creates different ideas and opinions and this results in
creating confusion among other employees and their managers. If number of opinions are created
in front of managers then it creates problems for managers to choose which one. Managers have
to choose right or wrong decisions according to the process of the company. Also, people should
not be ignored and their ideas should not be ignored. So this creates challenges for managers of
the company. The other issues can be reduction in terms of trust- as when company is moving
forward towards diversity initiatives, then they immediately decrease in the amount of trust at the
workplace. Further, this disadvantage impacts directly to the demographic population, which
includes people who come from similar background, cultures and career experience.
In addition, cultural diversity also creates communication problem among employees and
the managers at a workplace and this results in confusion between them because every one is
having different languages which might be not understand by other people (Hooker, 2021,
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p.594). So it creates problem of communication. On the other hand, if employees are behaving
well and in organised manner, then it results in enhancing of the employees productivity and
group efforts. Team should be enhance and there will be positive working culture among
employees (Elias, Mansouri, and Paradies, 2021, p.319-351). If company wants to enhance their
profitability and growth opportunities, then they have to just listen to the diverse cultural and
socio backgrounds employees needs and demands and share clear goals in front of them.
Conclusion
From the above it is concluded that working in a team is more productive than working as
an individual. It is essential for organisation to maintain cultural diversity within working
environment. It is important to develop their effectiveness and productivity. Having employees
from different backgrounds and different places resulting in enhancing employees productivity
and developing their engagement with each other. It creates a positive and negative impact on
group members efforts and creates positive environment within working environment. If there is
proper and healthy working environment, then employees also works with more potential and
developing their growth opportunities as well. With increase in global nature of organisation,
many of the groups consisting of diverse backgrounds and socio demographic backgrounds,
company will be able to motivate candidates towards the brand.
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References
Books and journals
Arant, R., Larsen, M. and Boehnke, K., 2021. Acceptance of Diversity as a Building Block of
Social Cohesion: Individual and Structural Determinants. Frontiers in psychology, 12,
p.594.
Bayrakdar, S. and King, A., 2021. Job Satisfaction and Sexual Orientation in Britain. Work,
Employment and Society, p.0950017020980997.
Elias, A., Mansouri, F. and Paradies, Y., 2021. Countering Racism: Challenges and Progress in
Anti-racism Efforts. Racism in Australia Today, pp.319-351.
Goldschmidt, T., Hällsten, M. and Rydgren, J., 2021. Are they hunkering down? Revisiting the
relationship between exposure to ethnic diversity, intergroup contact, and group trust.
Hooker, J.M., 2021. A Reflection on Juneteenth and the Diversity of Our Chemical
Neuroscience Community.
Katiyatiya, L.M. and Lubisi, N., 2021. Part B: the role of substantive equality in shaping
transformative social protection in South Africa into the digital platform work. Journal
of Poverty, 25(1), pp.23-42.
Kohlrausch, B. and Weber, L., 2021. Gender Relations at the Digitalised Workplace: The
Interrelation Between Digitalisation, Gender, and Work. Gender a výzkum/Gender and
Research, 21(2), pp.13-31.
Lucas, L., Naidoo, K. and Timmis, S., 2021. Getting to university. Marginalised Communities in
Higher Education: Disadvantage, Mobility and Indigeneity, p.86.
Nielsen, M.W., 2021. Gender in academic recruitment and selection. The Gender-Sensitive
University, p.28.
Payne, B.K. and Hannay, J.W., 2021. Implicit bias reflects systemic racism. Trends in Cognitive
Sciences.
Perales, F., Ablaza, C., Tomaszewski, W. and Emsen-Hough, D., 2021. You, Me, and Them:
Understanding Employees’ Use of Trans-Affirming Language within the Workplace.
Sexuality Research and Social Policy, pp.1-17.
Ruzycki, S.M., Franceschet, S. and Brown, A., 2021. Making medical leadership more diverse.
Bmj, 373.
van Riemsdijk, M. and Axelsson, L., 2021. Introduction to special issue: Labour market
integration of highly skilled refugees in Sweden, Germany and the Netherlands.
International Migration.
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