Analyzing Discrimination and Organizational Performance in Business

This essay delves into the critical issue of discrimination and its impact on organizational performance within the modern business environment. It highlights the detrimental effects of various forms of discrimination, including gender and cultural biases, on employee relations and overall company success. The essay emphasizes the importance of equal employment opportunities, the role of anti-discrimination laws, and the accountability of employers in creating a fair and inclusive workplace. It examines the specific challenges of gender discrimination, including unequal pay and limited advancement opportunities, while also addressing employee rights and the need for a well-cultured working atmosphere. The author references several scholarly sources to support the arguments and underscores the necessity of eliminating unfair discrimination to optimize organizational performance and promote social justice.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL BEHAVIOR
Discrimination and organizational performance
Perception is a rising issue in the modern competitive business environment. It is a
highly competitive one, and the organizations need top talents at their disposal so that they can
thrive in this business environment (Dipboye and Colella 2013). There are many kinds of gender
and cultural differences in the workplaces that are evident. These things have to be tackled to
improve the organizational operations. The differences between the races and ethnicity are very
much detrimental for the organizations (Dipboye and Colella 2013). The agencies have to
employ its employees from different ethnicities and backgrounds because cross-cultural
management is one of the most important aspects of all the organizations. The goals and
objectives of the company are unified and the employees from all the religious backgrounds,
genders, races and ethnicities and all other things. These things can very evidently lead to the
misunderstandings between the employees and can end up in a feud (Mishra and Mishra, 2015).
In this case, it must be said that eliminating the unfair discrimination in the workplaces is very
much necessary so that the organizational performance and social justice can be optimized.
This is because the modern organizations have to recruit many people from the contrasting
cultures and the talent is the only thing that is considered to be employed. The organizations
cannot indulge in encouraging the conflicts in the cross-cultural matters. The overall
performance of the organizations will begin to decrease if they indulge in conflicts. The cross-
cultural differences should be set aside and only then the organizations can put up its preferred
performance in its industry. The employees also desire to co-exist with the other employees. If
they are deprived from their rights, this would be injustice to the. Social justice can only be
established if people belonging from different cultures should co-exist in the society as well as in
the organizations. If this unfair discrimination is optimized, the organizations will be benefitted a

2ORGANIZATIONAL BEHAVIOR
lot from this. The employees who belong from different cultures will learn to co-exist and this
would yield a good result for the organization as a whole. It is an obvious fact that talent is not
limited within any specific caste, creed, race, ethnicity or skin color. This is why the people from
different races and ethnicities, different continents should learn to work together and the unfair
discriminations will be removed. So, it will be better for the organizations since the work done
by supreme talents will be very much beneficial for the organization.
Equal employment
Equal employment is one of the most important aspects that all the organizations must
ensure in their quest to expand in different regions and countries. The anti-discrimination laws
must act in a way that there should be no cases of the discrimination between the employees in
an organization. The Equal Employment opportunity Commission should look after this fact. The
Civil rights Act 1964 is very evident in this scenario as well. The Employment Acts in different
countries should be revised, and strict punishments should be incorporated if the laws are
violated. The employees who are being harassed in the workplaces must launch complains to the
higher authorities and management. The management should proper steps to confront against
these situations. They can file lawsuits against the management in case they are harassed (Mishra
and Mishra, 2015).
Gender discriminations
There are many types of prejudices in the workplace. These biases affect everyone in the
organizations. The lack of proper behavior affects everyone regarding their self-respect and other
issues. The gender discrimination is a very serious issue in this context and the most significant
discrimination activity arises from the unequal payments (Nadler and Stockdale 2012). It is a

3ORGANIZATIONAL BEHAVIOR
common thing that the men are supposed to be paid more amounts for the job roles they are in
than their women colleagues. The Equal Pay Act 1963 has confirmed that the pay scales should
be same for the identical job roles whether the performers are male or female. It has also stated
that the women, who perform the same lot of tasks, work for the same working hours and meets
the same company objectives and goals as her male counterpart should get the equal payment
(Nadler and Stockdale 2012).
The women in the workplaces have been victims of less payment than the men because
they have not received proper fees just because of their gender. Apart from this, the difference in
the race and ethnicities is also a significant thing in this scenario. Some organizations have this
malpractice of treating their employees differently (Shih, Young and Bucher 2013). The agencies
should not indulge in this practice since it is a punishable affair. Some important things have
been seen that the women professionals need more time to get promoted in spite of having better
performance and talent than their male colleagues. In some cases, the women professionals are
not allowed leaves on the ground of maternity and other pressing issues. Childbirth is such an
important issue (Shih, Young and Bucher 2013).
Employee rights
In the employment relations, all the employees should be treated in the same way. All the
employees have the right to file cases against the management of the companies if they feel they
are cheated by their organizations (Goergen 2012). In fact the higher management is unable to
take the proper steps to control these issues; the employees can solicit the help of the more senior
authorities. These discriminatory behaviors will have to be punished by the higher powers.

4ORGANIZATIONAL BEHAVIOR
Accountability of employers
As the discrimination in the workplace hampers the organizational operations, it is the
duty of the employers in the first hand to look after the issue. The employers must be able to look
after the matters related to the activities of employee discrimination and harassment. The
employers should always protect the employees. The companies can be penalized if they do not
conform to these things (Sutherland 2012). Good employers can create an atmosphere in which
the employees should get the proper and equal treatment. More importantly, no differences
should be formed between the male and female employees in the workplaces. The employees
should always consider the anti-discrimination rights and equality acts that have come into
practice for the betterment of situations in the organizations. The racial discrimination is another
important thing because if an Asian employee goes to Europe or USA for work, he or she
evidently becomes a victim of racism. These items must be stopped, and racial discriminations
must be erased, and a well-cultured working atmosphere should be created (Sutherland 2012).

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References
Dipboye, R.L. and Colella, A. eds., 2013. Discrimination at work: The psychological and
organizational bases. Psychology Press.
Goergen, M., 2012. International corporate governance. Pearson Higher Ed.
Mishra, B. and Mishra, J., 2015. Discrimination in the Workplace. Journal of Higher Education
Theory and Practice, 15(4), p.64.
Nadler, J.T. and Stockdale, M.S., 2012. Workplace Gender Bias: Not Just Between
Strangers. North American Journal of Psychology, 14(2).

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Shih, M., Young, M.J. and Bucher, A., 2013. Working to reduce the effects of discrimination:
Identity management strategies in organizations. American Psychologist, 68(3), p.145.
Sutherland, C., 2012. Reframing the Regulation of Equal Employment Opportunity: The
Workplace Gender Equality Act 2012.