Organizational Dynamics: Analysis of Diversity in the Workplace Report

This report examines the dynamics of organizations, particularly focusing on the management of a culturally diverse workforce. It analyzes an article by Podsiadlowski et al. (2013) that explores diversity perspectives within organizations, highlighting the impact of globalization and the need for effective diversity management. The report identifies key strategic messages, such as the importance of embracing diversity to improve organizational outcomes and the development of tools for measuring diversity approaches. It also reflects on strategic concepts like globalization and the evolution of diversity, discussing how organizations are adapting to changing environments. The report emphasizes the benefits of a diverse workforce, including increased innovation and better business outcomes, while also acknowledging the challenges in fully integrating diversity into organizational practices. References to relevant literature are provided to support the analysis.

Running head: ORGANIZATIONAL DYNAMICS 1
Organizational Dynamics
Student’s Name
University

ORGANIZATIONAL DYNAMICS 2
Organizational Dynamics
Article: Podsiadlowski, A., Groschke, D., Kogler, M., Springer, C., & Vanderzee, K. (2013).
Managing a Culturally Diverse Workforce: Diversity Perspectives in Organizations.
International Journal of Intercultural Relations, 37, 159-175. The article was retrived from
Elsevier https://pdfs.semanticscholar.org/c26f/846940eec9f9d4793cec9c5a632fdbb8d507.pdf
Why I Chose the Article
I chose the article because it analyses the area of diversity management by defining
diversity itself and then the article goes on to conduct two types of research on the topic based on
the diversity perspective in Australia and measuring the perspective of diversity in Australia.
Unlike other journal articles that are full of literature, this resource is a scientific research study
that carries hypotheses which are tested to reveal the outcome of the study. This resource
therefore, meets the criteria of a journal article that I was looking for. The one that carries
research findings on the topic through a combination of primary and secondary data rather than
the one that has only secondary literature.
Key Strategic Messages
The authors argue that globalization has forced organizations to adopt diversity in
managing their human resources since they have employees from different localities and
segments of the society. Organizations consist of people who can be grouped in the dimensions
of gender, race, nationality, ethnicity, education and status (Podsiadlowski, Gröschke, Kogler,
Springer, & Vanderzee, 2013). Each of this dimension if not considered can affect the
performance of employees in the organization. The authors suggest that there is need to develop
a tool for measuring approaches that can be used to assess diversity in organizations (Guillaume,
et al., 2014). The organization environment has been evolving to meet the demands of an ever-

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changing business environment that is characterized by global force that shape and change the
organization.
The article presents five perspectives of diversity which are; reinforcing homogeneity
which means avoiding or rejecting a diverse workforce, color-blind perspective which
discriminates people by dividing them into a color-blind culture where people are not treated
equally, fairness perspective which stretches the importance equality and fair treatment at the
workplace to limit discrimination, access perspective which see diversity as a business strategy
that reflects the business environment on diverse grounds to embrace an external and global
market and integration and learning. The perspective reflects a continuum that moves from
defensive to reactive since there is little empirical evidence on their existence. Each of these
perspectives affects the organization by shaping the way diversity is embraced thus leading to a
better business environment that recognizes the diverse backgrounds and characteristics that
employees have.
The importance of diversity in management is a key dimension message that formed the
whole article. Through creating better conditions organizations can reap the benefits associated
with having a diverse workforce (Ely & Thomas, 2001). This includes increased outcomes and
outputs that the organization can get by having a global team. Through combining and
combining efforts of people from diverse backgrounds, can allow increased profits and business
outcomes (Saxena, 2014). When perceptions, attitudes and diversities that people have in the
organization are put together, cordial interpersonal; relationships are developed to increase
performance. Such employees are motivated to work with others thus allowing a bigger human
resource pool that the organization can reap from.
Key strategic “Organization Dynamic Concept” From the Text Reflected in the Article

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The main strategic concept that is reflected in the article is embracing diversity at the
organizational level. The two resources agree that globalization is a force that has changed the
organizational environment by presenting both opportunities and challenges. The article and the
readings present diversity as a concept that has evolved due to the changing nature of the
business environment. This provides different environments that people work in based on
demographic traits that may define and shape their approach to work. Events that have taken
place organization management like the rise of working women and the spread of businesses
across the globe in a multinational context has pushed organizations to embrace diversity (Jehn
& Bezrukova, 2004). Through establishing certain norms that allow members to associate to
work together and form greater teams. This leads to increase competitiveness and greater team
performance in the organization. Through addressing diversity gaps like gender inequality issues,
racial discrimination and nationality differences. People can be made to work together in
organizations thus allowing the human resource development to have a larger pool of employees
that they can recruit.
Another key link between the two tasks is the fact that organizations are yet to fully
embrace diversity in their practices. The fact that it is a new concept shows that organizations are
slowly embracing different elements of diversity as they seek to ensure there is increased
benefits on the same. The approaches takes by organizations vary based on the specific diversity
issues that they face. However, the two literature sources recognize diversity as a business issue
that can be addressed through internal organizational processes through policy or system changes
(Gonzales, 2009). The conclusion of the two resources creates a link on the benefits that the
organization will benefit by embracing diversity.

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References
Ely, R., & Thomas, D. (2001). Cultural Diversity at Work the Effects of Diversity Perspectives
on Work Group Process and Outcomes. Administrative Science Qaurterly, 46, 229-273.
Gonzales, J. A. (2009). Cross-level effects of demography and diversity climate on
organizational attachment and firm effectiveness. Journal of Organizational Behavior,
30(1), 21-40.
Guillaume, Y. R., Dawson, J. F., Priola, V., Sacramento, C. A., Woods, S. A., & Helen E.
Higson, H. (2014). Managing diversity in organizations: An integrative model and
agenda for future research. European Journal of Work and Organizational Psychology,
23(5).
Jehn, K. A., & Bezrukova, K. (2004). A field study of group diversity, workgroup context, and
performance. Journal of Organizational Behavior,, 25(6), 703-729.
Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C., & Vanderzee, K. (2013). Managing a
Culturally Diverse Workforce: Diversity Perspectives in Organizations. International
Journal of Intercultural Relations, 37, 159-175.
Saxena, A. (2014). Workforce Diversity: A Key to Improve Productivity. Procedia Economics
and Finance, 11, 76-85.