Diversity in the Workplace

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A Survey of Organizational Culture and its Effectiveness on Managing Diversity in the Workplace
Diversity in the workplace is a relatively new concept that has been attracting considerable attention from the executives of most businesses.
“Ongoing demographic trends (increasing percentages of African-Americans, Hispanics, and Asians, in the American workforce, an aging population, expanded female labor force participation) have made diversity a fact of organizational life,” (Roberson, 2007, pg. 1).
These trends in diversity have some companies
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Today’s businesses are behind the gun to make the changes that will keep them profitable and leading edge. Nurses can testify that healthcare is an occupation in which change is constant and hospitals employ a large and diverse workforce.
“The healthcare industry is increasingly diverse in the workforce and the patient population. Diversity is both an asset and a challenge. Nursing shortages make it imperative that diversity be leveraged to improve the interaction among colleagues and nurse retention,” (Beheri, 2007 pg. 17). Yet hospitals continue to be among those companies that suffer from the lack of strong organizational cultures.
“Health care provider organizations are like the bumblebee. The basic structure of many hospitals, group practices, managed care systems, and so on is unsound and seemingly unfit for survival (Martin D. Merry, 1994 pg. 1).
Gayla Hodges, an expert on managing change within organizations states that it is constant change in an organization that creates the cracks that will eventually lead to conflict. She sites three reasons why some companies can survive change within their organizational culture why some cannot. They are, “inadequate culture-shift planning, lack of employee involvement, and flawed communication strategies, “(Hodges, 2007 pg. 17).


Beheri, Wadea Hasan. (2007). Nursing diversity: The knowledge of cultural diversity and its impact on the interaction level
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