Thesis Statement On Diversity And Diversity

The concept of diversity is one that individuals may not think of when they think of nursing. Diversity is a major component to nursing and the care that is provided to patients. In this concept analysis, antecedent, attributes and consequences of diversity are identified. The following antecedents are: race, social economy, knowledge, gender, and education level. The attributes of diversity are individual, variety, perception, difference and civilization. The consequences of diversity are as follows; acceptance, decision making, cultural competency qualifications, respect, degrading, trusts

Diversity is of the utmost importance to an organization, as it increases the organization’s ability to adapt to the ever changing environment of the modern world. Today, diversity is a requirement for success and long term growth. Diverse companies have a comprehensive understanding of their customer’s needs and better internal talent due to a more extensive search of the labor market for qualified candidates. Moreover, diverse perspectives lead to innovation, and innovation leads to prosperity. Inclusion of unique perspectives avoids barriers and anxieties that would otherwise stunt a company’s growth. Furthermore, Studies show that companies with diverse board members tend to have greater success than

Some are finding diversity to be challenging in the workplace, some have been raised to stereotype or were unconsciously

In order to investigate that what will it take for organizations to reap the real and full benefits of a diverse workforce, a research effort taken by the article author’s team. In order to understand three management challenges for Diversity, it conducted its research over a period of six years. The challenges undertaken were:

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

However, many women still find their career goals still unattainable or difficult to achieve. For instance, there is the glass ceiling which is an invisible that separate individuals from moving to the next level. Although, now many women are not hitting the glass ceiling as they would leave a job before it got to that point. Moreover, women are actually thought to be better managers because of the qualities that they possess. However, it is essential organization demonstrate cultural competence if the organization wants to lead a successful diversity plan. Cultural competence is the ability to interact effectively with people of different cultures. The five-step process for implementing a diversity plan are uncover diversity problems in the organization, strengthen top management commitment, choose solutions to fit a balanced strategy, demand results and revisit the goals, and maintain momentum to change the

In the current fierce competitive global market, diversity management remains critically advantageous if any firm should make progress. Organizations must integrate diversity in their thoughts, actions and innovations. Diversity in organizations goes beyond making numbers to how people are treated in relation to its business model. It’s a time-sensitive necessity in the current workplace. Diversity cannot be bought or lip serviced. Based on authenticity, diversity is people-centered. It responds holistically to the dire needs of both the employees and clients. Long term strategies must therefore be considered so that diverse talents are engaged in the leadership circle. It is important that diversity management be driven by innovative perspectives.

The problem that most organizations are arguing is that diversity can also lead to misunderstanding, suspicion, and conflict which can result in low competitiveness and performance in the workplace. “However, the preponderance of the evidence favors a more pessimistic view: that diversity creates social decisions, which in turn create negative performance outcome for the group.”(Mannix, Neale, 2005) Sometimes not all companies are in the same situations when it comes to the diversity the workplace, and also not all the associates of management are leading their employees by not encouraging or giving them the trust they need. In addition I agree with my secondary research, therefore I believe that if the companies apply strategies in increasing adaptability, having to value diversity, and executing more effectively will bring great

Diversity is an issue we have discussed, it has triggered different types of problems in an organization. In recent years the topic of diversity has become a vital strategy towards improving acceptance of individual differences in an organization. Companies that expand their business to a global market face diversity in a higher intensity than those companies that only do business in their own countries.

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.

Accepting diversity in new or establish company can have its advantages and disadvantages. There are challenges to achieving diversity, from the difficulties of defining the term to the individual, interpersonal, and organizational challenges involved in implementing diversity practices. Achieving diversity is a great value, due to the rapidly increasing amount of diversity in varying countries and companies. Once the definition of diversity has

Diversity in an important aspect in the work place since the world is changing and organizations are forced to evolve with changing times. Diversity in the workplace entails bringing together different people from various backgrounds, education levels, point of views, and ways of thinking. This kind of diversity promotes innovation and is a major contributor to the cultural identity of successful organizations. Global demographic trends coupled with social cultural shifts have brought about increased pressure on organizations to embrace diversity, especially in U.S. As stated by McInnes (1999), “more and more organizations are embracing policies and practices to value diversity in their work forces as a way to increase competitiveness, build talent, expand organizational capabilities, and enhance access to diverse customers.” Diversity becomes an important strategy in an organization only when it is intentionally promoted and encouraged. When we allow diversity to become a vital factor in decision-making and planning, it becomes a powerful business strategy because it allows room for discussion and expression of ideas from various demographics and backgrounds. If truly embraced and cultivated, diversity can be a strategic advantage that moves an organization to higher levels.

The article authored by Cox, bearing the recent trends in business globally, together with gender and ethnic diversity, which is on the rise, and forcing the managers to value of cultural differences. The article provides the essence of an organization to enhance the effectiveness of an organization by valuing diversity. Similarly, the article presents research data and arguments on the manner in which the management of diversity is able to generate competitive advantage. In addition, the article presents organizational flexibility and problem solving skills that

When setting out to recruit women, an organization needs to understand the competitive landscape. While sixty percent of all students earning undergraduate degrees in the U.S. are women, women account for only 13 percent of computer science college graduates.[vii],[viii] Since all businesses recruit from this same small talent pool, any given company will face intense competition when seeking to hire women. Equally important, an organization must remember that while a company is interviewing candidates, each candidate is also interviewing the

It is important for HR professionals along with organizational management to appreciate the growth of diversity within in today’s society. Thus, by diversifying organizational demographics an organization avails itself to a wide range of endless possibilities by embracing