Challenge and Benefit of Diversity for Leaders and Organizations In America, many immigrants do not lose their culture identify like language, religions, and foods. People can identify other people who is Korean-American, Mexican-American, and Italian-American. It shows that many different cultures of people who live in United States, combine like a salad bowl. “Diversity describes race, gender, age, and other individual differences.” (Schermerhorn, 2013) Diversity is not only involves how people recognize themselves. It is how they realize others. (Diversity will increase a lot in few years. – go to conclusion?) This diversity in workplace considers benefit and challenge of diversity for leaders and organizations by responding to the following sentences:
1. Evidence-based reasoning for diversity in organizations.
2. The opportunities and challenges diversity can create for leaders
3. How diversity is influencing the business environment
Understand the diversity in organization in the United States and figure it out diversity‘s positive and negative effects to manager and organization.
Evidence-Based Reasoning for Diversity in Organizations
Diversity in workplace will increase more in few years. However, people still can see someone discrimination to other minority people in workplace. Gender and race diversity is big issues in America.
One of the oldest and done often diversity in the workplace is gender diversity. In 1970, sixty-two percent of workers were male and only
Burns, C., & Kerby, S. (2012, July 12). The top 10 economic facts of diversity in the workplace. Center for American Progress,
Regardless of how diversity is defined, it is an issue that is sweeping the nation. By the 21st century, racial and ethnic minorities will constitute 25% of the U.S. population, affecting the makeup of the U.S. labor force (7). By the year 2000, women will constitute 47% of the total workforce and the average age of the workforce is expected to increase from 36 in 1986 to age 39 (7). If the corporate society does not address the issue by learning how to manage diversity, they will fail.
Findings and Conclusion: This research shows that women are still unrepresented in top management globally. The difference in performance of the companies in the same country and same industry implies that diversity serves a competitive differentiator. Certain companies focus on gender diversity and others focus on ethnic and racial diversity but no company in the top quartile focus on both. Companies which have greater diversity are able to attract top talent, improve internal and external customer satisfaction, improve decision making and hence improve
Three ways of gaining executive commitment to diversity are to gather data and to assess the organizations current commitment to diversity to show where and why there is a need for change. The development of diversity council can also garner executive support because it offers a way for executive members of an organization to have a dialog with other members of an organization about diversity. Systematic changes are also necessary such as hiring from a diverse roster of candidates when filling a position. (Moodian, 2009,
The United States is a diverse nation with citizens originating from every other nation on Earth. Despite this diversity, Americans have only recently begun to identify diversity as a integral part of the workplace; and put into practice programs to diversify, and therefore, maximize efficiency and production. However, simply diversifying the workplace, or any other place for that matter, will not automatically increase the efficiency of workers. It requires a diversity-conscious leader who has been trained and experienced in such matters to make diversity an asset in the workplace.
Year after year, the various departments and agencies of the United States Federal Government are becoming more diverse. The discussion of workplace diversity is not a discussion that is likely to disappear anytime soon in the future. To explain, the literature from Starks (2009) notes that by the year of 2050, minorities groups will account for fifty-percent of the population, in the United States of America. As a result, the discussion of diversity in the workplace is likely to still be a constant topic, for the various department and agencies of the United States Federal Government.
Diversity in the workplace is a subject that has gained increased attention in the workplace over the past few years. After all, the impact of affirmative action and equal employment opportunity programs on the nation's work force is undeniable. Women and minorities were the first to dramatically alter the face of the economic mainstream, while gays, persons with disabilities and senior citizens followed not far behind. The result is a diverse American labor force representing a microcosm of our society - yet one that continues to struggle with its identity. Diversity as a social condition is not new to America. We were founded as a nation of Diversity. “America has always been a merger of cultures and, as such, has undergone periods of
Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil
As it mentioned in the class lecture, typically, workplace diversity is the presence of individuals who are different by race, religion, gender, ethnicity, and sexual preference. This topic shows us about how to deal with diversity
With the rapid embracement of globalization, there is an increasing focus on diversity leadership and diversity challenges faced by companies and institutions of all sizes. Chin and Trimble (2015) acknowledged that diversity has actually created the path to globalization; populations are evolving to being more heterogeneous and diversity issues are increasingly more global and diverse. Ewijk (2011) related diversity to differences between people, adding that there are three fundamental elements in defining diversity. Firstly, it the selection modes of differentiation, followed by the connection of the modes of differentiation and lastly the categorization of the identified modes of differentiation (Ewijk, 2011).
This research paper addresses the importance of diversity training in the workplace. Having realized how pertinent workplace discrimination is globally, this paper will give a broad look into the various ways that diversity is displayed in the workplace. The diversity issues involving gender, sexuality, race, age, culture and religion will be explored,
why should companies concern themselves with diversity? Until recently, many managers answered this question with the assertion that discrimination is wrong, both legally and morally. But today managers are voicing a second notion as well. A more diverse workforce, they say, will increase organizational effectiveness. It will lift morale, bring greater access to new segments of the marketplace, and enhance productivity. In short, they claim, diversity will be good for business.
There has also been a demand to increase women in the workforce because of more “women-like” jobs.
Diversity in the workplace has become a priority for managers in many companies worldwide. This drive toward diversity has been stimulated by dramatic shifts from manufacturing jobs away from advance capitalism economies, a rise in service sector jobs, and, in some cases, a sincere business ethic. Diversity is generally defined as recognizing, understanding, and accepting an individual based on their differences and is typically classified into two categories. The primary category, age, gender, sexual orientation, etc., depicts the most noticeable differences between individuals. The secondary category, religion, education, geographical location, income, etc., are those that are not noticeable in the first encounter and can even change
Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.