Organisations: Diversity Management Essay, BUMGT5921, 2019

This essay delves into the concept of diversity in modern business practices, emphasizing the challenges organizations face in managing a diverse workforce across different nations. It highlights the importance of understanding individual needs, cultures, and values in the era of global business. The essay explores critical issues such as recruitment challenges, poor communication, and conflicts arising from cultural differences. It also discusses the benefits of diversity, including enhanced critical thinking, innovation, and employee growth. The work underscores the importance of effective diversity management for organizational success, competitiveness, and the ability to attract and retain talent. It emphasizes the need for managers to address biases and misconceptions within the workplace to foster a healthy work culture and strong employee-management relationships. The essay concludes by asserting that promoting and managing diversity is crucial for an organization's long-term success and its ability to outperform industry standards.

Running Head: Diversity
Diversity
Essay
System04104
8/13/2019

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Diversity
Introduction
The concept of diversity has been raised in the modern world of business practices
because organisations are trying to expand their business to one nation to another nation. In
the era of global business practices, managing different workforce in different nations is a
challenge for any organisation. Managing diversity is a challenge for business organisations
because management of diversity needs to understand the each individual differently
(McMahon, 2010). Every individual have different needs, culture, values, norms, and ethical
views. Therefore, managing diversity in global organisation is a challenge and it is one of the
major issues in corporate organisation because without managing the diversity in culture, no
organisation can survive for long time or compete with other players in the industry. The
present work includes the challenges and critical issues related to diversity management and
shows how modern organisations are facing so many difficulties in managing diversity in the
organisation.
Diversity is set of conscious practice in the modern global organisations that involves
understanding and appreciating the cultural, moral, and ethical difference between the
individuals. The diversity in people can also be identified in terms of religious and social
economic beliefs, ideological differences, sexual differences, gender differences etc.
However, the organisations are looking to exercise positive diversity management in the
organisation so the organisation can gain competitive advantages over other competitors
(Barak, 2016). The organisations are currently facing strong challenges to manage the
diversity at the workplace. For example, it has been found that diversity in the workplace
enhance the critical thinking, problem solving, and employee professional skills. However, if
organisation failed to manage the diversity in the organisation then it directly affects the
capabilities of organisation to recruit and attract people for the organisation in future. Proper
diversity management is not only required to manage the workforce rather it is also beneficial
for the organisation to recruit talented and competent people for the organisation. The growth
and success of an organisation depends how organisation manages its people. However, the
discrimination, disrespect, and anger of people with different background or culture are some
of the major challenges in managing diversity in the workplace (Bond & Haynes, 2014). The
poor diversity management leads to low morale in employees having different culture or

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background, decrease in self-confidence and poor performance of employees, poor
teamwork, and decrease in profit of the organisation. Therefore, it is essential for the modern
business organisation to find out the causes of these issues related to diversity and exploit the
benefits of workplace diversity in such a way that maximise the profit of the organisation and
give competitive advantage over other players in the industry (Ilmakunnas & Ilmakunnas,
2011).
The major challenge of diversity is faced by the recruitment department. The
recruitment company always face challenges related to diversity management (Patrick &
Kumar, 2012). Diversity in workplace generally promote the respect, acceptance, and
teamwork despite being differences in cultural, gender, language, social belief or political
belief, communication style, or sexual orientation. However, the major issue is that if the
workplace has more diversity then it creates more issues for the organisation. The HR and
recruitment board of any company if fail to manage the diversity in the organisation, then it
destroy the reputation of the company among its people and stakeholders (Martin, 2014). It is
crucial for the organisation that employees who belong to different culture or background can
create a strong bonding with each other and share their ideas and views. This leads to the
growth of the organisation and help the organisation to carry out business operation in
efficient and effective way. Diversity also leads to the innovative thinking or innovation in
the organisation because people can share different views and ideas to the organisation
(Navon, 2010). For example, if the human resource department of an organisation fail to
manage the diversity then it leads to poor workplace culture, which affects the performance
of the organisation as well. Diversity in organisation sometimes leads to poor communication
between the people who belong to diverse culture. People who belong to different work
culture sometimes take time to understand and respond the query of other person. This leads
to delay in decision-making process. However, this issue is really a great challenge for a
manager to resolve the conflict between the two people, which generally arises because of
poor communication or poor understanding between the people. Therefore, it is necessary for
manager or senior officers in organisation to understand the different culture and opinion of
people so manager can make the right decision regarding the conflict resolution (Legas &
Sims, 2011).
Diversity in the workplace generally promotes the individuality at the workplace and
it facilitates the organisation to receive different opinions and ideas from the people. It not

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only helps the organisation to improve its performance rather it also facilitates the
organisation to innovate new things for the business development (Sharma, 2016). The
diversity in organisation allow the individuals to think out of the box and utilise the diverse
perspective to craft unique and new innovation techniques or ideas that helps the organisation
to grow and develop. For example, it has been observed that a group of similar individuals
with similar ideas cannot provide opportunities to the modern organisation to think beyond
the normal paradigms of operation. However, the diversity in thought, personal views, and
values may help the organisation to focus on creativity and innovation. Although the major
issue here is that most of the organisation fails to provide different or diverse work culture to
the people in the organisation. It is really a tough challenge for the organisation to think about
managing diversity in organisation when there are large number of employees are working
together with different culture and backgrounds having different morale and ethical values
(Saxena, 2014).
The diversity in organisation also helps the employees for the personal growth and
development that further leads to the development of the organisation (Barak, 2016). The
exposure of employees in an environment of diverse culture, opinions, and ideas can enhance
the employee’s growth and their development. Hence, the development and different culture
of individuals allow the organisation to think about the critical ideas and innovative thinking
(Lambert, 2016). Apart from this, the ability of people to adjust in varied conditions enables
to face tough challenges in the organisation. The major challenge for the organisation is to
conduct proper training and development program for the employees so they can learn about
managing the diversity in the organisation. The modern organisation generally faces issues
related to diversity and employee’s growth and development when people do not accept to
adjust in the diverse conditions and rigid with their own culture and behaviour. However, if
an organisation fails to exploit the diversity of its employees to achieve its workplace goals or
long-term goals of the organisation, then it shows the failure of human resource management
of the organisation (Navon, 2010).
It is really important for a manager in an international organisation to identify the
misconception and biases within the workplace (Ragins, Gonzalez, Ehrhardt, & Singh, 2012).
This helps the manager in better decision making and promote better conflict resolution so
the organisation can affectively establish a healthy work culture in the organisation. If the
manager fails to identify such situation of discrimination or biases in the organisation then it

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leads to major conflicts between the employees and management in the organisation.
However, it is essential to point out that a healthy relationship between the management and
employees is crucial for organisational success and growth (Syed & Pio, 2010). However, if
the manager is unable to understand the biases or organisational discrimination in the
employee then manager cannot be able to manage employees particularly in multicultural or
diverse organisation. However, it can be said that it is important for the organisation to recruit
and select those managers who are capable in managing the diversity in the organisation.
Otherwise, failing to do so may lead to the poor coordination and a weak relationship
between the employees and management (Trenerry & Paradies, 2012).
Conclusion
Managing a diverse work culture is really a challenge for the organisation when there
are large numbers of employees are working together and they have to interact with each
other on regular basis. To ensure the success of the organisation, a company need to maintain
the workplace diversity from the very beginning of the business operation. To ensure better
management of diversity, the recruitment board of the organisation must need to promote
diversity and remains unbiased with every employee. The discrimination among the
employees based on gender, culture, sex, views or belief may lead to failure of organisation
to compete with other modern organisations that are promoting diversity in their organisation.
It can be said that increasing the diversity in the company not only beneficial for the company
for long run rather a more diverse company can perform better than average standard in the
industry. However, if organisation fail to manage the diversity then it leads to poor
performance, lack in innovation, and absence of unique ideas and views of people to promote
the business of the organisation.

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References
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Ilmakunnas, P., & Ilmakunnas, S. (2011). Diversity at the workplace: Whom does it
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Lambert, J. (2016). Cultural diversity as a mechanism for innovation: Workplace diversity
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