Managing Workforce Diversity: Principles of Management

643 Words3 Pages
Managing workforce diversity: Principles of management Workforce diversity can be an organization's greatest strength provided it is managed correctly. Diversity can generate organizational value. Workers of diverse backgrounds can provide input to management about how to cope with the challenges of the global marketplace. A Japanese-American employee can provide advice about to deal with a client from the Far East; a female employee can offer her input about how to market a new product to spark women's interest; an employee with a different educational or vocational background than the majority of participants of a work team can provide an 'out of the box' perspective. Diversity refers to: "the variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage, age, gender, sexual orientation, gender identity and other characteristics" (Chapter 12: Managing Diversity in the Workplace, 2012, UCF). These various experiences in both large and small organizations can foster creativity and healthy dialogue, enabling the organization to grow and to avoid the traps of 'groupthink.' However, as positive as diversity may be, by and large, it can also have some downsides, if not managed correctly. A diverse workplace may initially lack the unspoken connections and subtext that enable people to communicate quickly. Appropriate orientation is required for all members of the workplace, so they can learn to see the
Open Document