Workplace Diversity: Employee Motivation And Morale

The concept of diversity has been analyzed by various scholars over the years and has under gone variety of conceptual manipulations. Various views exist about diversity which was initially seen from a legal perspective aimed at protecting attributes such as race, age, religion and gender to a bigger perspective that encapsulate the entire human differences. . Acoording to Neil Kokemulle, “Diversity is the presence of people from a wide range of backgrounds and possessing different traits, differences in age, race, ethnic origin, culture, physical abilities, religion and sexual orientation are just some possible contributors to diversity”. He also added that though generally regarded as a good thing for a workplace, diversity

There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation.

Organizational diversity is a concept where an institution upholds diverse values owing to the differences in race, experiences and religion, among others. The composition of people from different backgrounds constitutes diversity. In the contemporary society, institutions are required to respect and nurture diversity. Diversity helps in bringing exchanges between people with varying experiences and backgrounds. As such, it results in positive benefits that enable the society to live harmoniously. Failure to uphold diversity leads to an unjust society that is characterized by incidences of discrimination. Ideally, the society is made of people with varying experiences and characteristics such as culture and religion. Diversity takes various

In a world that is so diverse, we get to interact with so many people from different cultural background. But, even though we have different family cultures, we adjust most of the time for work. Every workplace has their own culture of which we abide to provide for our families. Management creates their own values and practices for us to follow and anything outside of that is considered an objection which might be unethical and cause us our jobs. To function effectively as an organization, we all must work as a team. The cultural context of the workplace is that management have a high expectation; they want employees to act, have great synergy, and give great results.

The world’s expanding level of globalization demands for increased interaction among individuals from a diverse spectrum of backgrounds. It is this globalization that makes maximizing and capitalizing on workplace diversity a significant component of economic success for companies. With society’s increasing demand for inclusiveness and diversity in all aspects of everyday life, a job as a chief diversity officer grows more valuable. A chief diversity officer is responsible for cultivating work environments that promote diversity by identifying where their organization is lacking in multiculturalism and taking the proper steps to ensure that these shortcomings are rectified. A career as a chief diversity officer is an ideal career choice for

The similarities and differences that exist between you and your work community may have an impact on your work. Everyone around you will have similarities and differences, there is a reason we are all individual people, we are all different and have something different to offer. Culture plays an important part in shaping a person’s behaviour. Cultural values and beliefs provide a framework for people to make assumptions about and respond to their situations and or circumstances. Culture also strongly influences perceptions and expectations.

This course looks at the significance of diversity in management and the implications of diversity for how organizations are organized and how they function. The changing demographics of the workplace are examined and the significance of diversity for domestic and international business are discussed. Organizational approaches to diversity are examined and analyzed. The course attempts to engage differences within the class and help students develop leadership skills for managing diversity, including consensus building, conflict resolution and talking through differences.

Cultural diversity can affect the workplace in numerous ways. Negative impacts can include miscommunication, creation of barriers, and dysfunctional adaptation behaviors. Positive impacts can include building a sound knowledge base fellow colleagues, which can make for smoother integration of the organization into foreign cultures.

Today’s most business primary concern is retaining workforce diversity. Recognizing the importance of diversity in the organization and effectively manage to ensure the organization and its valuable diverse employees are growing hand in hand.

This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity. Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges. Management tools in a diverse workforce should be used

In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management. This paper examines Bateman and Snell’s research against the case study video entitled “Diversity in Hiring: Candidate Conundrum” to propose that additional examination be conducted to decide whether Robert Gedaliah or Paul Munez was correct in their decision making pertaining to whom to hire for the Outreach Customer Representative position.

This assignment is set up into two parts. The first part will be the theoretical part, where we will be discussing the concept of the chosen topic, Diversity Management. We as a group will collect definitions from various sources in order to get a broader understanding of Diversity Management. Thereafter we will look at the analytical part of Diversity Management. We will then elaborate on a case study of our choice in order for us to illustrate the concept of Diversity Management. We will link the two parts of theoretical and analytical so that there is an understanding of how Diversity Management plays a role in the everyday lives and how it is applied. After that we will end off by summarizing what we have researched on Diversity

Diversity at workplace is one of the prominent issues in today’s world. It is the challenging issue that managers face to manage at the workplace. But it gives the highest output if properly managed. By managing the workplace diversity, companies can increase the overall efficiency that results in higher output. Besides, it enhances the image of the company to become ‘Employers of Choice’. Although high level diversity can be seen in large companies, small companies are also enjoying diversity now days.

Effective leaders must learn to embrace conflict because it is an inexorable part of human interactions and without intervention, it seldom finds its own productive solutions (Myatt, 2012). The failure to address conflict early on will likely lead to workplace acrimony, disengagement and poor communication and cooperation (Myatt, 2012).

We live and work in a diverse world, consists of people with divergent backgrounds with different needs and preferences. This multicultural world brings out the potential on improvement and efficient, but also comes with that are the challenges. Workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Kossek, Lobel & Brown, 2005).