The diverse team members can supply knowledge of international markets, specific technologies, transfer of knowledge and technology and their styles, which depend on their personal background and lifestyle. Even though diversity of global teams provides for new ideas and improved understanding for markets segments and technologies, it may suffer from diverse cultural values of their international members. Today, the workforce diversity has become a reality whereby the impact of globalization has affected the expatriate and repatriation as well as the organization largely. It varies with the type of environment and firm’s overall strategy and workforce diversity. Workforce diversity refers to the existence of people from various social-cultural backgrounds within the company.
We are all different, not only physically, mentally, and culturally, but also in our perspectives and prejudices. Due to these differences, companies that strive to incorporate a diverse workforce have the privilege of acquiring the most talented and brightest staff members. In my literature review, I will discuss diversity impacts on, demographic changes, business globalization, business success, recruiting, and problem solving. Diversity can be a source of
Managing diversity in the workplace should be a part of the culture of the entire organization As a group we discussed diversity management and realized that the world is a big place and there will always be diversity. We understand that each individual is unique and recognize our individual difference. As a group we will be focusing on age, gender and race. Why its important to manage these diversities, what will happen if they aren't managed and how these applied in the workplace and
Does diversity has a positive effect on performance on teamwork in companies or groups The concept of Diversity comprises tolerance and respect, it means to understand that every person is unique and to accept the individual’s differences. These dissimilarities can be race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. The topic of diversity established itself more and more in our daily routine. There are a lot of different opinions whether it is beneficial or negatively influenced the work of teams. Diversity refers to the social, cultural and business variety in society.
Body politics actually refers to the practices and policies through which power is named, it is regulated, and negotiated on and through the body. As this become even more important to our culture and becoming more and more linked and connected with one another. This causes challenges between the rules and also norms to one another. Studying gender differences, racial differences, and other social constructs that define our cultures which brings better understanding to globalisation as well as to our cultures. Gender and Race differences are could be the most talked about and discuss matter, because both gender and race can be involve with anyone around the world.
It is apparent from these two types of dimensions that the diversity in the workplace plays vital role. Diversity in the workplace attracts employees from wide range of backgrounds and this gives the organization chance to create creative, quality and talented workforce (Sunanda, Bagade and Prabha, 2013). Nevertheless, the workplace diversity can be responsible for conflicts between employees due to difference of behaviors, perception, attitudes, ideas, interest, religious and political differences (Abdel, 2012). Kigali argued that conflict is not always negative and it depends on how conflict is solved, if it is handled correctly, it can be valuable source of improvement (2006). These views indicate that although the diversity can be the cause of conflict, by handling them properly diversity can be responsible for huge advantages for the organization as it was mentioned
Flexible Work are terms used to describe a wide range of work styles and employment practices. Broadly speaking, they are used to describe all kinds of employment which differ from the traditional 9 to 5 full time job with a permanent contract. The "flexible" aspect of these type of jobs can in different instances relate more to the employees, or to the employer, or to both. That is, from the employee’s point of view, flexible work may allow more freedom to organize their employment to fit in with other parts of their life. For an employer, the flexibility may come with the ability to organize labor resources more in line with the varying needs of customers, or with peaks and troughs of demand.
Thomas (1995) defines diversity as any mixture of components characterized by similarities and differences. The components of a diversity mixture include differences and similarities between and among races, ages, genders, educational levels, religious affiliations, geographical origins, and work styles. One study (Johnston & Packer, 1987), regards diversity as an important changes in the composition of the workforce such as the increasing number of women, racial minorities, senior workers, and immigrants. Cox and Blake (1991) view diversity as a business imperative and highlight that firms should understand how they value diversity to establish a competitive
Nowadays, many organizations are becoming global, international or multinational, so they need to manage the human resources in order to manage the diversity at the workplace. People in these types of organizations are categorized based on the cultural differences, background, gender, age or religion (Kossek, Lobel, & Brown, 2006). The organizations that deal with diverse people are maximizing the employee's experiences and skills and ignoring their origin, nationality or other differences. The workplace diversity helps the employees on the organizations to collaborate with other people from different cultures and nations. As a result, the workplace productivity and profitability will increase through learning and gaining knowledge from each other (Kossek, Lobel, & Brown, 2006).
It offers a real chance to review and revise what equal opportunities is supposed to be about and how a positive change can be brought about in the workplace that benefits all. In this essay I talked about managing diversity, what it means and how it is more than just a ‘business orientated catch phrase for employers’. The differences between equal opportunities and managing diversity was discussed as well as the importance of justice and how it is a main concern and outcome for managing diversity. However the question still remains will many organizations implement this management philosophy or will they use the term ‘managing diversity’ for the appeal rather than the benefits? An organization that implements this and takes care of the social wellbeing of their employees will automatically see the differences and notice that justice is of high priority just as much as utility is, as ethical and moral business cannot be managed without doing so.