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Diversity Management In Organizational Development

1587 Words7 Pages

Introduction
Population growth has always been a problem in high develops countries as the retirement age and the influx of the Gen Y has increase in the working environment. Due to this problem, managers are progressively thinking about generational contrasts in their workforce. Issues can emerge from different attitudes and correspondence styles of employees being born indifferent generations. Therefore, HR departments has to rethink its strategies for talent management across different groups of employees, the issues of generational diversity and its impact on the organisational development strategy to avoid these problems.

What is Diversity management?
Diversity management is a process where people’s similarities and differences are being …show more content…

Even though in the workplace employees are interdependent, it’s important to respect individuals differences will help to increase productivity in the organisation. Having diversity in the workplace, can help lower the number of lawsuits and increase creativity, business image, recruitment and marketing opportunities. (Esty et al. 1995). It’s important that organisations practice diversity management for its success and the consequences such as money and loss of time should not be …show more content…

This has made them to build up a short-term career mentality and less motivated. Gen Y is frequently being misjudged by the more established generation such as Gen X, they are being marked as unpatriotic, pompous and whimsical. However, Gen Y is more versatile, effective, and creative and they are quick learners.
It seems like teamwork gives off an impression of being one of those work characteristics in which an unmistakable contrast between Gen X and Gen Y. Even though individual relationships are imperative to Gen X, numerous Gen X employees are viewed as poor cooperative individuals and regularly do things themselves (Patterson, 2007). It is found that Gen X doesn’t have the patience for a working group meeting, maybe because of their “independent” trademark (Patterson, 2007).
The standards and perspective of Gen X and Gen Y towards a perfect working environment are altogether different. Gen X sees work as "a thing you do to have a life" (Nagle, 1999). However, Gen Y gives the feeling that they fancied a work-life parity to "characterize who they are in their career" (Justin and Crocker, 2010).

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