The present business environment has become very competitive and therefore organizational success requires managers to employ diverse strategies to maintain and retain workers. One challenge that faces managers in our globalized market economy is that of managing diversity in the work place. According to Crosby (34), organizational success and competitiveness depends on a number of factors such as maintaining diversity, motivating employees, and having a motivated workforce who share the company’s vision and mission. In this paper, I will explore the benefits, challenge of diversity, and the measures that a manager should employ in order to effectively manage diversity for success.
Workplace diversity comprises of diverse differences between employees in the business environment. In addition, it also includes ethnic groups, gender, race, age, personality, education, tenure, and organizational function. Furthermore, it does not only involve how employees perceive themselves but also how they view others. In this context, these perceptions affect their communication and interaction at large. The organization or the business’ human resource professionals or managers need to deal with issues such as employee communication, adaptability and change. This will encourage a wide assortment of employees to work together as a team.
Organizations and other businesses that successfully manage diversity at the work place develop and implements diversity plans, are bound to reap numerous benefits. First, diverse workforce in an organization provides great and vast solutions to organizational problems including in-service, sourcing, and allocation of resources. The different employee backgrounds bring in talented individuals with experiences in coming up with ideas that are flexible and in line with the fluctuating markets and customer requirements. Increased adaptability is key success of any organization (Laton 102).
Employees from different historical settings have a diverse collection of skills and experiences like cultural understanding and languages which enables the company to serve customers on a broader perspective. This results into making more returns by the company. In addition, a wide category of the company workforce enjoy interacting and communicating from varying points of view that result into a bigger pool of ideas and knowledge. From this wide pool of knowledge, the business or company is able to meet its strategic needs and customer needs. Moreover, effective execution encouraged by the company through diversity in the workplace inspires and motivates the employees to work and deliver to their highest ability. Through this discussions and executions, company strategies executed provide higher productivity, return on investment and profits (Alison 68).
Despite the above discussed advantages of diversity in the workplace, the following challenges have been found to impact the business or company to a large extent. First is communication barrier. The perceived language and cultural barriers should be overcome in order for diversity programs to perform effectively. Miscommunications amongst employees result into confusion, low morale and lack of teamwork. On the other hand, change resistance by some employees refusing to acknowledge the social and cultural makeup of their new workplace completely reduces the benefits of diversity which eventually inhibits productivity.
The process of diversity implementation in the workplace policies can override the advantages that diversity advocates for. The organization should come up with a customized implementation strategy to maximize on the benefits of diversity in the workplace of this particular organization. Employee assessments and research should be done to make the whole process possible. This may be an expensive venture to the organization.
Successful management of diversity in the workplace is another challenge that organization cannot afford to leave unattended. Diversity training and diversity management are ideal to make the whole process a success. Strategies that create cultural diversity must be developed and implemented to allow interdepartmental cohesion.
For diversity in workplace to work effectively and efficiently, I would implement several measures. First would be assessing diversity in the workplace. This is foremost thing that top successful companies employ in evaluating their diversity process as an integral part of their management. Employee satisfaction survey plays a major role in an organization as it establishes the challenges and obstacles in the workplace. It provides the basis of formulating new policies that favor all employees in the workplace and eliminating those that encourage workplace discrimination. Generally, reconsideration determines the success of diversity in implementation of the workplace plan.
Developing diversity in the workplace plan provides an option of selecting the best survey provider that gives a comprehensive reporting, and this is a vital decision I would like to see followed in the organization. The report established will provide the foundational structure of diversity in the workplace plan. A measurable, comprehensive and attainable plan is a must. The changes to be made and the timeline for the changes to be implemented should be decided and provided for by the top management.
Diversity implementation in the workplace is the process that involves personal commitment of the executive and managerial teams. Managers and leaders within the organization should incorporate diversity policies in each and every phase of organization’s functions and purpose. The origin of diversity attitude starts from the top management and then filters downwards to other employees, therefore management cooperation and involvement is one of the key areas I would emphasize so as to create a culture that is conducive and favorable for the success of the organization.
To manage diversity in the workplace the following recommended workplace solutions would be of great help. I would like to see everyone included in formulating and executing diversity proposals in the workplace in order to ward off change resistance. I would also encourage employees to be open in expressing their ideas and opinions, attributing for equality to all by fostering an attitude of openness throughout the organization. Diversity training is another tool that is useful in shaping organizational diversity policies. Through customized employee satisfaction survey comprehensive reporting will be achieved. The results obtained are critical in building and implementing successful diversity in the workplace (Crosby 35).
In conclusion, diversity in the work place is crucial in achieving success and as such, managers must strive to ensure that measures are put in place to achieve this objective. Competitive and successful organizations rely primarily on their ability to manage diversity in their respective workplaces. They continually evaluate their organization’s diversity policies and plan for the future to help them be better placed in the global market. As a result it is crucial that the measures identified above are followed so as to ensure successful operations.
Works Cited
Alison, Konrad. “Workplace Diversity”. New York: Oxford University Press, 2006. pp. 67-9
Crosby, Margaret. “The psychology and management of workplace diversity”. London: Blackwell Publishing, 2004.pp. 34-5
Laton, David. “Developing Positive Workplace Skills and Attitudes”. London: McGraw-Hill, 2007, pp. 102.
