Workplace Diversity: Employee Motivation And Morale

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The world today has become very small, especially for the business world, owing to the globalization of markets. Workplace diversity has become essential for growth in this fiercely competitive global marketplace. Embodying diversity is now inevitable for those organisations, seeking to enter the global markets. Those that build diverse teams when they are just starting out are the staunchly successful and innovative companies. Diversity is considered a mindset and not a strategic necessity. Stephen Covey once said: “Strength lies in differences, not in similarities.”
This essay discusses the impact of diversity on employee motivation and morale, its effect on groups and teams and the relation of diversity to current theory, literature
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Humans by nature prefer validation of their views and opinions. However, in order to truly reap the benefits of workplace diversity, it is important to shake things up a bit. This creates an environment where truly meaningful innovation can take root.

• Cultivate an Organizational Culture that is Genuinely Open to New Ideas:
Even the most diverse team will not be able to inject innovation and creativity in an organisation if they sense that new ideas are not welcome. Companies with hierarchical culture take time to get to the point where subordinates feel comfortable exercising their creative problem-solving skills. To help facilitate this process, start out by lavishly praising and respecting your staff 's input, feedback, and suggestions.

Expect Conflict -- and Plan How to Overcome It:
The workplace diversity research tells us that great new ideas are often borne out of the clash of different perspectives. Although this collision of different worldviews and attitudes can often result in conflicts between employees, it is best to take a proactive approach to address the unique challenge of conflict in a diverse work place. (HCareers.
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Along with making decisions comes the challenge of resolving conflicts. Leaders must make conflict resolution plans to ensure things do not go awry. “For example, it may be beneficial to train your staff in the basics of effective cross-cultural communication. Also, agree on an organization-wide game plan for resolving workplace conflicts in a civil, compassionate manner.” (Soon Lee, Michael (2014))

Geert Hofstede states “Culture is more often a source of conflict than of synergy. Cultural differences are a nuisance at best and often a disaster." He then went on to create some value dimensions that best deal with such issues. Here are some of them:
1. Power Distance Index: The world today has become more of an equality based one than the hierarchical type. Employees now would prefer to have decisions discussed rather than being ordered around. Each goal must be clearly expressed leaving no door open for misunderstandings.
2. Individuality: Cultures determine whether an employee is an individualist or a collectivist. Managing each differs as an individualist would get motivated with personal gains and group appraisals will not really matter to
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