The Impact of Diversity Management on Organizational Effectiveness

This essay explores the critical aspects of managing diversity in the contemporary workplace, emphasizing the role of effective leadership. It highlights the challenges faced by managers in diverse environments and the importance of strategic decision-making. The essay underscores the significance of setting clear objectives, fostering direct communication, and valuing employee feedback to enhance organizational effectiveness. It also examines the impact of diversity on employee turnover, multicultural workplace management, and communication effectiveness. Furthermore, it discusses various managerial styles, such as persuasive management, and communication methods, including observation, interviews, and meetings. The essay concludes by emphasizing the crucial role of managing diversity in reducing workplace complexity and improving overall organizational outcomes. The student references various academic sources to support the arguments presented.

RUNING HEAD- Managing diversity
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Name of student-
Topic- Managing diversity
University name-

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The organization is accompanied by the complex set of factors which is evaluated by
the managers and other policies makers to formulate the business plans and strategies. The
effective manager means to get the assigned work done in best efficient manner. He ensures
that allocated work is managed and done in best possible manner. Ideally, the management
faces issues related to managing diversity in the contemporary workplace. A manager is a
person who takes all the strategic decisions and manages employees to achieve certain goals
and objectives. A workplace in the corporate world is increasingly becoming more diverse
than they were in past. Therefore, in order to increase the overall effectiveness of the
company, employees are hired from the different places and culture. Effective managers are
very well aware that managing employees with the diverse backgrounds requires the different
approach than it does for management of employees with the similar background. The
effective manager should be more inclined toward learning employee's behavior and their
needs. The main point which needs to be considered by a manager to diversity in the
organization is related to employee's perception, culture, equality and communication among
them (Bashev, 2016).
Diversity is the state of being diverse. The diversity in an organization arises when
there are employees coming in the one roof from the diverse backgrounds. This diversity
plays important role in the contemporary workplace. It is the process of attracting,
developing, maintaining the talented workforce. This contemporary workplace eliminates
issues like sexual harassment, cultural issues and other problems in determined approach. The
managers in organization formulate standards work policies to manage the diversity. It helps
employees to adopt standard working environment and influence them to follow only one
culture in their working process.
As per the perception of this, it is reflected that companies with the diverse workforce
often perform outstandingly. However, in order to drag effective outcomes from the
implemented diversified strategic plans, managers need to follow following points which are
given as below.
Set standards objectives and goals.
It is evaluated that if standards objectives and goals are set for the employees then it
will give general objectives to each and every employee irrespective of their culture and
diverse working environment.

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Communicate directly
In case of diversity, managers should use direct communication methods which could
assist him to directly communicate with the employees in a systematic manner. If managers
could use proper communication methods based on the unambiguous guidelines then it will
increase the overall outcomes of business (Jaeger, Kim and Butt, 2016).
Acceptance of feedbacks
It is evaluated that managers need to take proper feedbacks from the employee's
onetime basis. If the manager could eliminate the employee's issue by taking proper
feedbacks then it will increase the overall output and efficiency of the business (Kalev,
2014.).
There are several questions which could be undertaken to make effective use of
managerial skills to in the diversified organization culture.
How could managers reduce the employee turnover of business?
How could efficient managers reduce the diversify complexity and manage
multicultural workplace?
How could diversity management increase the effectiveness of the communication in
the organization?
As per the views of García-Meca, García-Sánchez, and Martínez-Ferrero, (2015)., it is
revealed that employees need to work as the team in organization irrespective of their culture,
perception, and values. Managers need to motivate team spirit in employees so that they
could learn to work in the multicultural workplace.
As stated by, Hirsh and Cha, (2017), it is depicted that communications methods need to be
managed by managers in maintain diversified work culture. If the proper communication
channel is used by managers then it will reduce the complexity of the diversified work culture
in an effective manner.
As per the perception of, Lampe and Hilgers, (2015) it is divulged that values, perception,
and personal factors highly influence employees in their working. If managers motivate

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employees to follow standard work culture then it will not only increase the team spirit but
also increase the overall outcomes of the organization.
I have several skills such as managing complex problems, forecasting future issues
and analytical skills. I am always inclined towards learning new things. I have managed
various issues through by divergent thinking and analytical skill. The managerial style which
I will propose would be persuasive management style. This style helps in evaluating the
problems and takes control over the managerial decisions. It reduces issues and problems of
the diversified workforce. Nonetheless, as the future is uncertain, I could also change by
managerial style based on the internal and external factors of the business.
If I will become the future manager then I will first analyze the problems and issues
which my employees will face in an organization. After that, I will formulate the proper
strategies program to mitigate the possible issues. I have analyzed that if employees are given
proper direction and standards work policies then they could easily coup with the diverse
organizational culture in the effective manner (McKay and Avery, 2015).
After evaluating various multinational companies, I have inferred that persuasive
managerial style highly influences employees. It gives new learning path and helps
employees to learn the new style of working. However, manager, by using this persuasive
style could evaluate all the internal and external factors which may affect the employees in
their working. In addition to this, the main communication style which I would use in my
future managerial skills would be direct communication methods. It will include observation,
interview, and meeting with employees (Park and Lee, 2015).
The managing diversity in the organization is the key to success. It is evaluated that if
the manager works efficiently then it will decrease the business complexity and increases the
overall outcomes of the organization. Now, in the end, it could be inferred that managing
diversity will not only decrease the working complexity but also increase the overall outcome
of an organization.

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References
Bashev, H., 2016. The sustainability of farms. Economics, 1(2), pp.20-53.
García-Meca, E., García-Sánchez, I.M. and Martínez-Ferrero, J., 2015. Board diversity and
its effects on bank performance: An international analysis. Journal of Banking &
Finance, 53, pp.202-214.
Hirsh, E. and Cha, Y., 2017. Mandating change: The impact of court-ordered policy changes
on managerial diversity. ILR Review, 70(1), pp.42-72.
Jaeger, A.M., Kim, S.S. and Butt, A.N., 2016. Leveraging values diversity: The emergence
and implications of a global managerial culture in global organizations. Management
International Review, 56(2), pp.227-254.
Kalev, A., 2014. How you downsize is who you downsize: Biased formalization,
accountability, and managerial diversity. American Sociological Review, 79(1), pp.109-135.
Lampe, H.W. and Hilgers, D., 2015. Trajectories of efficiency measurement: A bibliometric
analysis of DEA and SFA. European Journal of Operational Research, 240(1), pp.1-21.
McKay, P.F. and Avery, D.R., 2015. Diversity climate in organizations: Current wisdom and
domains of uncertainty. In Research in personnel and human resources management(pp.
191-233). Emerald Group Publishing Limited.
Park, H.G., and Lee, Y.J., 2015. The Efficiency and Productivity Analysis of Large Logistics
Providers Services in Korea. The Asian Journal of Shipping and Logistics, 31(4), pp.469-476.

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