What Are The Advantages And Disadvantages Of A Multicultural And Diverse Organization

The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..

As we enter the new millenium, diversity in the workforce is rapidly increasing. Businesses and organizations are living up to the great melting pot image the United States has always been popular for. Employees now reflect a diversity of cultural perspectives, ethnic backgrounds, ages, genders, physical abilities, and levels of education. This wave of multiculturalism is here to stay and cannot be ignored. It is in need of attention in order to uphold the well-being and success of businesses and organizations all over the country.

As diversity and inclusion gain more attention in the society, more research has been done on their impact to organizations. Not too long ago, organizations implemented diversity management initiatives, such as affirmative action and equal employment legislations, just to fulfill their legal requirements (Jayne and Dipboye, 2004). However, diversity and inclusion have since then become a business imperative.

Diversity and inclusion are hot topics in today’s business world. While treating individuals fairly and equally is a social imperative, it is also extremely important to the success of a business. With the changing demographics of society and its affect on the American workforce, organizations must truly embrace diversity and inclusion. “For companies to succeed in the global marketplace, they must make the most of the full range of their people. Companies must attract and retain the right skills, the best minds, all the required resources – and that means diversity” (Royal Bank of Canada, n.d.). There are a number of compelling reasons companies should adopt the core values of diversity and inclusion. This paper sets out to

Organizations, the world over, are embracing innovation in order to stay competitive by putting into action organizational management that includes, among others, culture, workforce diversity, and diversity management (Marsella, 2009). Although not much has been written about the interconnection of managing diversity (cultural, and workforce included) and organizational competitiveness (Cox & Blake, 1991), the contemporary way of conducting business calls for a large globally diverse workforce from various cultures, backdrops, beliefs, and ethnicities (Mazur, 2010). However, there are challenges associated with organizational management pertaining to culture, diversity workforce, and diversity management that conflict, or are at odd with national employment laws, as well as international labor law. This article deliberates over legal considerations while taking pertinent organizational managerial practices on culture, workforce diversity, and diversity management.

Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be

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

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)

The article presents information on the management of diversity programs that are applied by companies. The article utilized benchmarking assessment to analyze the programs of diversity management. The importance of accommodating various groups in the workforce proves to offer benefits. The practice of managing diversity as revealed by the article, indicates that the training programs on diversity, employing mentoring and networking, together with cultural awareness is critical for the success of an organization. Similarly, the article offers an extensive data, whereby organizations are able to thrive by embracing a diverse workforce. The investigation carried out by the author, reveals that cultivating diversity propels the success of an organization.

Workforce diversity is not a transient phenomenon; it is today's reality, and it is here to stay (Barak, 2013). A successful entity must provided a tool for cultures integration for its employees. Therefore Diversity training is important part of successful management. The most important components of an effective training diversity training are support of the organization. Training can be put out, but the company management level must also endorsed the training. The critical information that must be included in the training is respect of other differences. The attitude of the trainer can directly impact the attitude of the trainees on receptive of the information put out. If the trainees understand

In today’s society there are many culturally diverse people in the workforce. Most organizations can no longer make the assumption that every employee has similar beliefs or expectations. When entering into the global marketplace, people are considered one of the most valuable resources to an organization’s success. A well-managed culturally diverse workforce has the potential to thrive if managed correctly; or if mismanaged, there can be devastating negative attributes. With great expectations, culturally diverse employees can foster positive outcomes in the workplace. A company’s acknowledgement to embrace diversity and change, and implement the value of management techniques are

In any society, how we see ourselves and how others treat us depends on many factors. Race, ethnicity, and cultural background are identifiers of individuals. Most people have confronted prejudice based on these identifiers, either personally experiencing discrimination or knowing someone who has. Beyond ensuring organizational compliance with a country’s anti-discrimination laws, it is incumbent upon managers to support diversity in the workplace and to be culturally competent.

Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.

In response to the growing diversity in the workforce around the world, many companies have instituted specific policies and programs to enhance recruitment, inclusion, promotion, and retention of employees who are different from the privileged echelons of society. The privileged groups may vary from one country to the next. The workforce of the world is a dynamic environment, and in order for this dynamism to be put to use for the benefit of organizations, they must develop an effective strategy for managing diversity. Global Diversity Management refers to the voluntary organizational actions that are designed to create greater inclusion of employees from various backgrounds into the formal and informal organizational

In olden days, the managers considered culturally diverse workforce as a dangerous aspect of the organization, because at that time they could not properly manage the diverse workforce. But still now if the diverse employees are not effectively managed, they would provide serious disadvantages to the organization.