Communication Disadvantages

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

Although, cognitively diversity is necessary for a company’s success it is not often implemented as it is difficult to find, people tend to hire those individuals that are like them, and that people are often scared to voice their different perspectives. Therefore, focus on getting rid of these barriers as a means to help the organization

Despite the effort to increase diversity of workforce over recent decades, the number of female and minority executives has remained disproportionately low. (Celia & Antonio, 2007)

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

Welcome to this year’s national convention! I would like to thank all of you for coming tonight, but I would especially like to thank Professor Akers for organizing and planning this event. Tonight, we will be discussing communication and behavior issues in leading a diverse work culture. Did you know that non-white workers now make up nearly one-third of the labor force (Burns, 2012)? Statistics too boring to keep your attention? How about this: “Racially diverse teams outperform their non-diverse counterparts by 35 percent (Woolf, 2017). Do I have your attention know? As you can see, diversity in the workplace doesn’t have to be a requirement just to meet government regulations and ethical expectations. There are tremendous implications for your business. Unfortunately, there are several issues possible plaguing and inhibiting your business in regard to diversity. We will discuss the most predominate issue, communication and communication behaviors.

Resistance to change is another disadvantage in a diverse workforce. There always will be employees who will refuse to accept the fact that the social and cultural factors of their workplace are changing. The mentality of doing business only a certain way and not any other silences new ideas and suppresses progress. Resistance forces diverse employees bear the burden of changing to fit the existing culture, thereby limiting the initial value of having new perspectives in the first place. Long established corporate culture is very resistant to change and this resistance is a major problem for diverse employees and minorities. Diverse employees are trying to succeed and prosper in the organization, but the dominant group has gotten used to the

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

Cox, T. H., & Blake, S. (1991). Managing cultural diversity: implications for organizational competitiveness. Academy of Management Executive, 5(2), 45-46.

Diversity represents the “multitude of individual differences and similarities that exist among people” (Kinicki & Kreitner, 2013). It pertains to the host of individual differences that make all of us unique and different from one another. Diversity in an organization continues beyond hiring employees of numerous backgrounds, but involves embracing and empowering all minorities. Thankfully, globalization and strategic alliances have transformed business economies drastically to set up complex business environments. These environments include inter-cultural, inter-departmental, cross functional, and inter-disciplinary people working together, as a part of a large team, towards a common goal. The importance of these workgroups can be understood by the strategic role they play in determining organizational effectiveness. Workgroup diversity as a concept has caught the scholarly attention of researchers and academicians as many companies have expanded their businesses to new foreign territories. For the success of these new business ventures they seek greater local participation in their workforce, with respect to the people who are well-acquainted with the culture, ethic, local languages, tastes, preferences and other features unique to these new markets. This has eventually led to the establishment of people from different communities, ethno-socio-economic-politico backgrounds, and cultures to take part equally at a common platform.

Diversity is a practice of acknowledging, understanding, accepting, and valuing people’s differences. There is respect for people’s age, class, ethnicity, gender, physical and mental abilities, race, sexual orientation, and spiritual practices. This definition goes alongside with Saint Leo’s core value of respect where the animated spirit of Jesus Christ should be valued by all individuals’ unique talents, while respecting the dignity and striving to commit to excellence in one’s work (Okoro & Washington, 2012). Unfortunately, diversity is not properly applied in most organizations. There are various issues that are considered important to manage the increasing differences in the population of organizations. Companies need to focus on diversity and look for the ways to help it to be more productive. If companies apply St. Leo’s core value, then the organization would be strengthened by the unity of their people and free exchange of ideas, learning, and working harmoniously. This paper aims to explain the current situation of the diversity in the workplace in the United States. The facts coming from the United States’ Department of Labor will be analyzed and appropriately explained to provide recommendations on how to properly enforce diversity in the workplace.

Knowing these terminologies will help an organization implement policies that will help everyone to know what to do, how to treat each other, and what the boundaries are. Understanding the terms is not the only part but implementing these terms in organizations can make a big difference on how employees treat each other. Communication is the transfer and the understanding of information. Diversity is the different ages, races, gender, sexual orientation, and physical ability (Robbins & Judge, 2009). These two terms play important roles with each other and within organizations. An organization who has a diverse culture can arrive at aspects, suggestions, and ideas from all different individuals in the organization. This can create a steady communication between employers and employees of all different types as well as keeping communication with existing and prospective customers.

Culture and diversity has been an instrumental aspect of the business environment for a few decades now. While globalization is singled out as its enhancer, it is far from its inceptor. Managers have had to deal with diversity for years, through the contemporary environment has realized an influx in this particular phenomenon (Mor-Barak, 2011). In the contemporary business, environment has become more complex with the degree of diversity that is being witnessed. Managers have to deal with an increasing cultural spectrum in a single workplace, a factor that has both positive and negative impacts.

Having a diverse workplace can remarkably benefit the company’s economy in many ways. Workplace diversity essentially means the workplace is heterogeneous in terms of race, gender, ethnicity, in which employees acquire specifics elements and qualities, varying from one another (Buckingham 1). Unlike like the centuries ago, many employers and managers are now seeking the diverse set of employees in their companies or organizations because they believe a diverse workplace helps improve the performance of the company.

Is the type of message in which the information flows from lower levels of hierarchy to the upper levels that is being implemented in Bhutan Power Corporation Limited. It helps the employee to express their ideas, feeling, feedback, and other requirements, so it helps in alerting top management about the changes that need to be in an organization. BPC usually uses to communicate through email & if it’s urgent, pertaining to office order or Office Memo, it’s being communicated through printed copy. And if it’s between the divisions, communicate through email & if it’s urgent, pertaining to office order or Office Memo, it’s being communicated through printed copy & also verbal discussion are common among the co-workers to discuss the issues.

diversity impact on workplace in positive and negative also. Effective communication is necessary for any business ,we can not company our message effectively without effective communication. In diverse workforce people have different languages. So that they fail in communicational issues .