Disadvantages Of Harmony In Diversity

Diversity is very important on a workplace because it create a respectful environment, reduce conflict, help business reputations, and avoid legal issues. This accepting and managing of these cultural differences has over the years become an important factor of organizational success.

Diversity at the work place has over the years become a matter of serious discussion. This is because there is a need to stop the common stereotyping that has been in existence over the years. There has been a need to guarantee that there is diversity at the areas of work to ensure that each individual is given an opportunity to work. This is only possible if there is an end in discrimination, this is because discrimination is the major factor that affects diversity in organizations.

Managing Diversity in the workplace is more than just an acquired skill, it is "a way of thinking" (1). It involves creating an environment that allows all employees to contribute to organizational goals and experience personal growth. The key is to help employees reach their full potential by creating an environment that will allow them to be motivated and productive and ultimately, be beneficial for the organization.

Workplace diversity is when there is diverse culture of individuals in the workplace. It is when there is a value placed on the variety of ideas, race, ethnicities, religion, gender, sexuality and orientation, which is flourishing in an environment. Depending on your employer and workplace, workplace diversity can vary based off several different factors. Usually, there is a preferential standpoint taken on the matter and it can be either display a high or a low context culture of diversity. According to Mason (2013) Workforce diversity has been described as “a double-edged sword; it has the potential for positive and negative outcomes” (p.659). Workplace diversity is important in a business setting because it carries forward a combination of different types of people to work together in unity, encourages uniqueness, innovative, creative approaches, and supports interesting divergent ideas to accomplish tasks or goals.

Diversity is to be accepted and respected. It means understanding that each individual is unique, and recognising our individual differences. These can be things such as: race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs and political beliefs. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich ways of diversity contained within each individual. For example, people living abroad in a different country telling people about their experience links to making a positive contribution. Also, children can celebrate their religion with their friends

This paper is the first part of a training manual that will help employees to have a better understanding of diversity in the work place and how to act towards different diversity issues that may arise in the workplace. It will also give current statistics and recent trends of the demographics in the United States as well as the forecasted trends. Also included will be a rough outline of the entire contents of the manual and the table of contents for the manual.

2 Ans: We can respect diversity in all areas of work by recognising the positive value of a diverse community of staff, affiliates and students. The diverse workforce comprises of an individual belonging to different background , gender , lifestyles , sexuality, socio-economic status , family composition , personal beliefs and values. Therefore respecting diversity is about trust ,honesty , acknowledgement, and respect for one another personal beliefs and values.

Indeed, diversity is an important aspect of the workforce. Ranging from race to religion and the world are comprised of diverse cultures and identities. From my own experience of working finding common ground is paramount for success. First Peter 2:17 says, “Honor all men, Love the believers. Fear God. Honor the King.” (King James Version). Adopting this as an individual attitude for managing diversity in the workplace is good for an organization. “Cultural diversity in the workplace is currently a hot topic. (Castpoint, 2017, para 3), “Our worldview determines our assumptions, and assumptions determine emotions, which in turn determine our behavior.” (CastPoint, 2017, para. 4), “Values Covenant: removes the worst, takes

Introduction: Diversity can be defines as the characteristics that people possess from different backgrounds, cultures, traditions and habits. Diversity can be more subscribed as the similarities and differences that groups or individuals might have. Race, gender, ethnicities, cultural and economic status and many more can be considered as traits that differentiate people from each other’s

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

The article, “Challenges of Leading a Diverse Workforce,” by Janice R.W. Joplin and Catherine Daus, discusses research that suggests six challenging factors when promoting diversity in an organization, along with proposed solutions to those challenges. The six challenges include, the Change of Power Dynamics, Diversity of Opinions, Perceived Lack of Empathy, Tokenism, real and perceived, Participation, and Inertia (Joplin, Daus 1997). The challenges and solutions are discussed in relation to a continuum that consists of stages of intolerance, tolerance, and appreciation for diversity in the workplace. Each challenge is met with a solution involving required skills and attributes of a leader.

One of the main advantages to having a diverse workplace is the synergy that occurs between people from different backgrounds, cultures and work values. Employees feel good about diversity that occurs naturally, instead of forcing diversity into the workplace. When diversity is the primary concern, members of nonminority groups sometimes feel excluded, and that minority groups are receiving preferential treatment. The opposition to diversity management manifests itself in many ways. The most detrimental is an employee who is resentful concerning diversity (Pros & Cons of Diversity). Drawing attention to a “problem” only makes it

It is not hard to figure out why diversity has become an important topic for the international arena. There are 196 countries in the world with about 196 different ideas they consider “traditional” or normal. Consider the US where it is a melting pot for many different cultures. The workers within any company can come from a diverse back ground just in the US, take that same business internationally and you have more diversity. Diversity is an advantage because with it comes different ideas and an effective work force.

Broad definitions seek insertion, but do not allow for identification of the differences between functional and social diversity. These differences make the organization confused and leave it in unclear state, as a result most diversity management program adopted fails due to lack of reliability in the definition of diversity. The impacts of diversity in the workplace can be both positive or negative. Some negative effects include dysfunctional conflicts, lost productivity, and difficulty to achieve synergy in group settings. Positive effects include a strong knowledge and skills base created by a variety of cultural experiences, an in-house resource of cultural trainers and informers, and greater readiness to expand the business international and globally. For the most part, the effects of cultural diversity in the workplace depend on how well they are being managed by the organizational leaders. With the right strategic planning and commitment, top management can enhance the positive effects and reduce the unfavorable effects of cultural diversity in the workplace. After analyzing many research work and business report on this topic, we found out that diversity have no absolute effect and can only be judged by the way it’s implemented. It need joint and integrated effort starting from the top management to the non-managerial levels, supervisors should lead employees the right way, coordinate and stay available to any conflict or diversity problem. After doing all your best you can eventually judge the diversity plan and evaluate how successful was it, because no generalization can be

Diversity is important to companies because with a diverse environment people can benefit and learn from others' ideas. Other reasons for the importance of diversity to many organizations are the recognition of differences as prerequisites for high performance and continuous improvement, enhancing the effectiveness and creativity of the organization, and valuing conflicts as opportunities for more effective decision-making and problem solving. Diversity has a major impact on our behaviors in the work place.