Managing Workplace Diversity: An Article Analysis Report

This report analyzes workplace diversity, focusing on the challenges and benefits of managing diverse work environments. It begins with an introduction highlighting the importance of globalization in creating diverse workplaces and the subsequent need for effective management strategies. The report then summarizes and analyzes three key articles: "Managing Workplace Diversity: Issues and Challenges," which explores the relationship between firm productivity and diversity; "Does Workplace Diversity Matter? A Survey of Empirical Studies on Diversity and Firm Performance, 2000-09," which examines the link between diversity and firm performance; and "Harnessing Demographic Differences in Organizations: What Moderates the Effects of Workplace Diversity?" which delves into the interrelations of demographic diversity. The report compares and contrasts these articles, discussing their perspectives on diversity and their impact on organizational outcomes. The discussion section synthesizes the key findings, emphasizing the importance of leadership, organizational climate, and effective management practices in fostering a positive and productive workplace. The report concludes by highlighting the practical implications of diversity and its role in enhancing organizational effectiveness. The report also includes references and appendices supporting the analysis.

Managing Workplace Diversity
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Table of Contents
1.0 Introduction................................................................................................................................3
2.0 Article Summary........................................................................................................................3
3.0 Article Analysis.........................................................................................................................5
4.0 Article Comparison....................................................................................................................6
5.0 Discussion..................................................................................................................................7
Reference Lists................................................................................................................................8
Appendix..........................................................................................................................................9
Appendix 1.................................................................................................................................10
Appendix 2.................................................................................................................................10
Appendix 3.................................................................................................................................11
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1.0 Introduction
Globalisation has created diversity which needs to be attended to. Corporations are no longer
catering to single markets bounded by national boundaries. Currently clients are from all over the
world and in order to identify their needs, corporations are increasingly creating diversified
workplaces. There are however a multitude of challenges that are posed by diversified workplace
environments. Challenges and issues handling in these workplaces are real threats to companies.
It is the duty of corporations to create a positive work ambience and environment with
similarities amongst diversity such as to foster a spirit of productivity and innovativeness. The
scope of this current study is focused on analysing various aspects of workplace diversity by
evaluating three journals relevant to such analysis. The three journals are Harold Andrew Patrick
and Vincent Raj Kumar (2012), article, “Managing workplace diversity: Issues and challenges.”
In Sage Open (Patrick, 2012). Anne M. McMahon (2010) article, “Does workplace diversity
matter? A survey of empirical studies on diversity and firm performance, 2000-09.” In Journal of
Diversity Management, page number 37 (McMahon, 2010). Yves R.F. Guillaume1, Jeremy F.
Dawson, Lilian Otaye-Ebede, Stephen A. Woods and Michael A. West
(2017), article Harnessing demographic differences in organizations: What moderates the effects
of workplace diversity? In the Journal of Organizational Behavior, pages 276 to 303 (Guillaume,
2017).
2.0 Article Summary
All the articles for this topic covers relevant concepts and theories regarding workplace diversity
issues. In the first article a relationship between a firm’s productivity and diversity is established
as diversity has expanded beyond demographic criteria’s and are no longer one-dimensional in
nature (Chrobot-Mason, 2013). Effectiveness of creating diversity in workplaces has been
identified that seeks to create a pool of more skills, knowledge, abilities and expertise levels
along with other characteristics (KSAOs). The scope of the first article highlights the
importance of creating workplace diversity.
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In the second article by McMahon an analysis on firm’s performance relationship is conducted
within the period of 2000-09. The scope of the article aims to define ways in which diversity and
firm’s performance can be defined. It forms a basis for linking firm’s performance with that of
workplace diversity along with factors that mediate diversity-performance relationships (Bond,
2014). This study provides a qualitative along with a quantitative basis for analysis of a firm’s
performance with broadening of view related to diversity as it no longer relates to demographic
factors alone.
In the third article, there is an interrelations that is established across demographic diversity
relating relational demography, organisational diversity and work group diversity. This article
examines using Categorization-Elaboration Model through theoretical perspectives. Scope of this
article analyses detailed differences in relational demography along with work group diversity
effects, which promotes social integration for openness, diversity beliefs, learning goal
orientation, decision-making and similar other attributes. Big Five traits were analysed and
applied for understanding an individual’s capability towards acceptance of diversity. Other
influencing factors for diversity have also been analysed as which were KSA and epistemic
motivation which constituted variables for motivation.
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3.0 Article Analysis
Articles regarding managing of diversity are similar yet different in many ways with their
differences in point of views (Yang, 2011). In the first article by Patrick and Kumar the positive
aspects of diversity has been analysed with dissimilarities and similarities amongst individuals
being valued. This article primarily focuses on culture of the organisation, human resource
practices, organisational environment amongst factors that can impact diversity. The study was
aimed at mapping productivity primary of workplace diversity in IT context. Integral strategies
that can enhance workplace diversity were identified. The most frequent barriers for accepting
workplace diversity were analysed along with potential strategies that can lead to inclusiveness.
Awareness regarding workplace diversity were also provided within the scope of this study using
sampling technique.
The second article is mostly a qualitative analysis of various internal and external contexts
linking firm’s performance with that of diversity. It broadens the definition of diversity to
include more factors and concepts, as interferences from diversity could significantly impact
business performance (Canas, 2013). Functional background, experience, organisational tenure,
social behaviours, team interactions are used to assessed workplace diversity for determining
outcomes on performance. It establishes that workplace diversity being non-linear in nature.
In the third article, diversity in workplace benefits to the organisation has been analysed.
Diversity does not link employee morale, poor job performance, conflicts and other factors. It
aims to establish relational variables to identifying workplace issues.
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4.0 Article Comparison
All the three articles aims at creating a better understanding regarding workplace diversity. But
there are certain distinctions amongst them as well as the first article creates a positive ambience
or experience around diversity. The several benefits that can be generated from a diversified
workforce as skills, creativity, knowledge are analysed in this regard. This article stress on the
facts ways and methods in which importance of diversity in workplace could be enhanced. It
uses several measure to depict ways in which organisations can be made effective by
accommodating diversity into their workforces. It establishes direct connection in regards to
productivity of organisations with that of diversity by including various definitions of
stereotypes. Whereas in the scope of the second article, a study has been concluded to understand
the level of impact on firm’s performance through diversity. As it can be clearly understood from
global workplaces in order to attend to varying sets of customers, organisation and its employees
need to have understanding regarding them. Diversity is seen to be more a necessity in current
organisations who needs to cater to diversified customer base. Employees who are working in a
diversified group are able to contribute better to ideas and attending to challenges that might
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arise from diversified working situations. Diversified workforce has become a necessity for
global or multinational corporations who needs to develop detailed understanding regarding their
customer base. However, the scope of third article is contradictory as it provides a different
approach to diversity in totality. It analyses tolerance towards diversity approach, it conducts
analysis of diversity as means of demographic variables which includes race, caste, creed, status
and so on. Within scopes of organisational diversity such approaches with more complex
variables has to be determined such as extend the scope of diversity further in the entire
organisation. This article identifies specific challenges related to diversity that affects
workplaces. It analyses personal and individual traits that can make employees more tolerant to
the idea of diversity. It accommodates Big Five personality traits to analyse factors that can
determine effectiveness in accommodating employees to the concept of diversity. Organisational
wide differences can create large amounts of impact that can deter its performance, hence
managers and leaders along with human resource departments needs to identify ways and means
by which such workplace diversity can be effectively reduced. Although role of leaders and
managers is to derive productivity from employees, but diversity within them can largely deter
their productivity leading to organisational level impact. In order to attend to organisational
goals, employees needs to strive appropriately to achieve them even in diversified scenario. The
importance of diversity needs to be highlighted and enhanced to them.
5.0 Discussion
Workplace diversity is becoming an integral issue at workplace with diversified customer
groups. Practical implication of diversity at workplaces are immense that aim to benefit work
communities. Leadership, organisational climate and existing climate at workplace can
consistently impact variables of culture and diversity at workplaces. Motivating diversified
employees might yield valuable inputs to the organisation, which in turn might be capable of
driving a positive workplace atmosphere with varied demographic outlook. Organisations while
operating within a diversified set of framework and management practices dealing with diversity
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have better understanding in regards to political, legal, social, technological and other factors
prevailing in their countries. Organisations needs to identify conflicting interests that are
beneficial for all within the framework of the organisation to provide fruitful results. All the
articles that has been analysed in the scope of the discussion pertains to analysing issue regarding
workplace diversity that might lead to effectiveness at workplaces. Thus, the articles empirical
study and quantitative analysis provides useful data for further studies for improvement and
generation of organisation wide productivity.
Reference Lists
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Bond, M. A. 2014. Workplace diversity: A social–ecological framework and policy implications.
Social Issues and Policy Review, 167-201.
Canas, K. &. 2013. Opportunities and challenges of workplace diversity. Pearson Higher Ed.
Chrobot-Mason, D. &. 2013. The psychological benefits of creating an affirming climate for
workplace diversity. Group & Organization Management, 659-689.
Guillaume, Y. R.‐E. 2017. Harnessing demographic differences in organizations: What
moderates the effects of workplace diversity? Journal of Organizational Behavior, 276-303.
McMahon, A. M. 2010. Does workplace diversity matter? A survey of empirical studies on
diversity and firm performance, 2000-09. Journal of Diversity Management, 37.
Patrick, H. A. 2012. Managing workplace diversity: Issues and challenges. Sage Open,
2158244012444615.
Yang, Y. &. 2011. Understanding diversity management practices: Implications of institutional
theory and resource-based theory. Group & Organization Management, 6-38.
Appendix
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Appendix 1
Appendix 2
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Appendix 3
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