Course: Research for Business Decision Making

MANAGING DIVERSITY AT THE WORKPLACE
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Introduction
Within recent years, many organizations have included research departments within their organizational structures. The main aim of this is to facilitate the organization’s capability of coping with the different environmental changes that occur in the business world every few years. Changes in factors such as technology, political influence, attitude of the surrounding community and the physical environment around the organizations has brought the need to research on different and new methods that could be used to navigate around these changing factors. Therefore, research departments play an important role in ensuring the survival of an organization. Apart from the survival of an organization, the research department also determines ways that it can use to increase the quality of a product and in turn maintain customer loyalty. With increasing technology, many organizations have been able to fund research programs that have led to the improvement of the quality of their products ADDIN CSL_CITATION { "citationItems" : [ { "id" : "ITEM-1", "itemData" : { "DOI" : "10.1177/0018726712473035", "abstract" : "University of South Australia Library Catalogue", "author" : [ { "dropping-particle" : "", "family" : "Gallie", "given" : "Duncan", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Kalleberg", "given" : "Arne L", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Warhurst", "given" : "Chris", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Gallie", "given" : "Duncan", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" } ], "container-title" : "Human Relations", "id" : "ITEM-1", "issue" : "4", "issued" : { "date-parts" : [ [ "2013", "4" ] ] }, "page" : "453-473", "title" : "Direct participation and the quality of work", "type" : "article-journal", "volume" : "66" }, "uris" : [ "/documents/?uuid=0d79e06b-4351-3c6c-b1aa-88e241484f17" ] } ], "mendeley" : { "formattedCitation" : "(Gallie et al.)", "plainTextFormattedCitation" : "(Gallie et al.)", "previouslyFormattedCitation" : "(Gallie et al.)" }, "properties" : { "noteIndex" : 0 }, "schema" : "https://github.com/citation-style-language/schema/raw/master/csl-citation.json" }(Gallie et al.). For example, in the vehicle manufacturing industry, research has been used to develop vehicle engines that consume low amounts of fuel and at the same time create fuel alternatives which help in the conservation of energy. Such factors have helped organizations maintain loyal customers through the provision of improved and efficient services. At the same time, they have made their loyal customers’ lives easier by relieving stress on their expenditure on such matters. Therefore, the ripple effect that research has had in many organizations is evident in current businesses. This paper sets out to explain what research has done in improving diversity in the work place.
Literature Review
The literature review used in this document has carefully been selected to evaluate the various issues that affect diversity at the workplace. The journals’ authors have conducted various surveys and have made credible conclusions based on their findings. Their research has been centered on organizational behavior and the traits that employees show when dealing with diversity. The information given by these authors also indicates the reader on how to perceive and react to diversity at the workplace.
Causes of Diversity
Diversity in the workplace has ever been a sensitive topic due to its origins. Human nature has distorted many people’s perceptions about diversity. Some have seen it as a way to look down on others and some have seen it as way to empower others get their rights respected. The true key to handling diversity lies in the attempt to appreciate what others have to offer at the workplace either physically or intellectually. The other fact to remember is that not everyone can be the same thus are different for a reason. The difference in personalities and origins has a huge bearing on the capabilities that the different people possess. The different capabilities help in achieving the overall tasks of the organization. Every organization handles its tasks by dividing them into sections that can be managed by smaller groups of people. Once the smaller tasks are done, the results are compiled to constitute the overall task.
Importance of diversity
Handling diversity in an organization is quite tasking. Therefore, managing diversity is essential to the managers of organizations to help them in achieving their goals. It is evident that the diversity factor has an important role in every organization. Managers therefore need to invest in the diversity of their employees since it is an asset ADDIN CSL_CITATION { "citationItems" : [ { "id" : "ITEM-1", "itemData" : { "DOI" : "10.1002/hrm.21658", "abstract" : "University of South Australia Library Catalogue", "author" : [ { "dropping-particle" : "", "family" : "Mitchell", "given" : "Rebecca", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Boyle", "given" : "Brendan", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Parker", "given" : "Vicki", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Giles", "given" : "Michelle", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Chiang", "given" : "Vico", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Joyce", "given" : "Pauline", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" } ], "container-title" : "Human Resource Management", "id" : "ITEM-1", "issue" : "2", "issued" : { "date-parts" : [ [ "2015", "3" ] ] }, "page" : "217-239", "title" : "Managing Inclusiveness and Diversity in Teams: How Leader Inclusiveness Affects Performance through Status and Team Identity", "type" : "article-journal", "volume" : "54" }, "uris" : [ "/documents/?uuid=0136b96c-7e96-3231-b465-608b8543afc7" ] } ], "mendeley" : { "formattedCitation" : "(Mitchell et al.)", "plainTextFormattedCitation" : "(Mitchell et al.)", "previouslyFormattedCitation" : "(Mitchell et al.)" }, "properties" : { "noteIndex" : 0 }, "schema" : "https://github.com/citation-style-language/schema/raw/master/csl-citation.json" }(Mitchell et al.). Well managed diverse teams perform more highly than homogeneous teams. The reason for this is that they are more creative and have a greater capability of solving problems within an organization. The literature used in researching this paper however shows that if the diversity groups are mishandled, communication in the organization breaks down which leads to lower performance in relation to the organizational standards.
Benefits of Fostering Diversity
Embracing diversity in the workplace has its rewards. The rewards are both significant both for the workers and consequently the organization as a whole. One way in which diversity benefits the organization is that it enhances the reputation of an organization thus attracting a large number of potential employees ADDIN CSL_CITATION { "citationItems" : [ { "id" : "ITEM-1", "itemData" : { "DOI" : "10.1002/hrm.21658", "abstract" : "University of South Australia Library Catalogue", "author" : [ { "dropping-particle" : "", "family" : "Mitchell", "given" : "Rebecca", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Boyle", "given" : "Brendan", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Parker", "given" : "Vicki", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Giles", "given" : "Michelle", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Chiang", "given" : "Vico", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Joyce", "given" : "Pauline", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" } ], "container-title" : "Human Resource Management", "id" : "ITEM-1", "issue" : "2", "issued" : { "date-parts" : [ [ "2015", "3" ] ] }, "page" : "217-239", "title" : "Managing Inclusiveness and Diversity in Teams: How Leader Inclusiveness Affects Performance through Status and Team Identity", "type" : "article-journal", "volume" : "54" }, "uris" : [ "/documents/?uuid=0136b96c-7e96-3231-b465-608b8543afc7" ] } ], "mendeley" : { "formattedCitation" : "(Mitchell et al.)", "plainTextFormattedCitation" : "(Mitchell et al.)", "previouslyFormattedCitation" : "(Mitchell et al.)" }, "properties" : { "noteIndex" : 0 }, "schema" : "https://github.com/citation-style-language/schema/raw/master/csl-citation.json" }(Mitchell et al.). Only the best employees would like to associate themselves with the organization thus the workforce would expand in the right direction through including the best workers in the market.
Making employees feel included and valued in an organization boosts their morale into working harder. Employee satisfaction brings about improved organizational performance. Apart from that, a harmonious working environment is also created thus the employees’ commitment to the work at hand is intensified ADDIN CSL_CITATION { "citationItems" : [ { "id" : "ITEM-1", "itemData" : { "DOI" : "10.1002/job.1853", "abstract" : "University of South Australia Library Catalogue", "author" : [ { "dropping-particle" : "", "family" : "Han", "given" : "Jing", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Han", "given" : "Jian", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Brass", "given" : "Daniel J.", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" } ], "container-title" : "Journal of Organizational Behavior", "id" : "ITEM-1", "issue" : "1", "issued" : { "date-parts" : [ [ "2014", "1" ] ] }, "page" : "54-71", "title" : "Human capital diversity in the creation of social capital for team creativity", "type" : "article-journal", "volume" : "35" }, "uris" : [ "/documents/?uuid=874438ef-5d8c-3cec-82a3-273aa6eb2a9f" ] } ], "mendeley" : { "formattedCitation" : "(Han, Han, and Brass)", "plainTextFormattedCitation" : "(Han, Han, and Brass)", "previouslyFormattedCitation" : "(Han, Han, and Brass)" }, "properties" : { "noteIndex" : 0 }, "schema" : "https://github.com/citation-style-language/schema/raw/master/csl-citation.json" }(Han, Han, and Brass). The higher the motivation in the employees, the lower the turnover will be. Production will also increase as well as the efficiency with which the products are produced.
Maturity is also an aspect that is brought by diversity in an organization. By having different sorts of people from different backgrounds, the mentality of the employees is changed in that the outward appearances an employees’ co-workers will not matter to him/her. Instead, he/she will appreciate other co-workers based on what they can do to propel the organization forward ADDIN CSL_CITATION { "citationItems" : [ { "id" : "ITEM-1", "itemData" : { "DOI" : "10.1002/job.2040", "abstract" : "University of South Australia Library Catalogue", "author" : [ { "dropping-particle" : "", "family" : "Guillaume", "given" : "Yves R.F.", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Dawson", "given" : "Jeremy F.", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Otaye-Ebede", "given" : "Lilian", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Woods", "given" : "Stephen A.", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "West", "given" : "Michael A.", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" } ], "container-title" : "Journal of Organizational Behavior", "id" : "ITEM-1", "issue" : "2", "issued" : { "date-parts" : [ [ "2017", "2" ] ] }, "page" : "276-303", "title" : "Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?", "type" : "article-journal", "volume" : "38" }, "uris" : [ "/documents/?uuid=84ea7bdf-c43a-31ae-9d6a-af01f2ca55a6" ] } ], "mendeley" : { "formattedCitation" : "(Guillaume et al.)", "plainTextFormattedCitation" : "(Guillaume et al.)", "previouslyFormattedCitation" : "(Guillaume et al.)" }, "properties" : { "noteIndex" : 0 }, "schema" : "https://github.com/citation-style-language/schema/raw/master/csl-citation.json" }(Guillaume et al.).
Through diversity, the organization is also able to reach out to a larger customer base. This is evident through the presence of people from different cultures in the organization. Depending on where they are from, they would know how to interact easily with people from their individual cultures thus they can formulate ideas which will customize the organization’s products to fit the target customers that the organization wants to reach out to ADDIN CSL_CITATION { "citationItems" : [ { "id" : "ITEM-1", "itemData" : { "DOI" : "10.1177/0018726712473035", "abstract" : "University of South Australia Library Catalogue", "author" : [ { "dropping-particle" : "", "family" : "Gallie", "given" : "Duncan", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Kalleberg", "given" : "Arne L", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Warhurst", "given" : "Chris", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" }, { "dropping-particle" : "", "family" : "Gallie", "given" : "Duncan", "non-dropping-particle" : "", "parse-names" : false, "suffix" : "" } ], "container-title" : "Human Relations", "id" : "ITEM-1", "issue" : "4", "issued" : { "date-parts" : [ [ "2013", "4" ] ] }, "page" : "453-473", "title" : "Direct participation and the quality of work", "type" : "article-journal", "volume" : "66" }, "uris" : [ "/documents/?uuid=0d79e06b-4351-3c6c-b1aa-88e241484f17" ] } ], "mendeley" : { "formattedCitation" : "(Gallie et al.)", "plainTextFormattedCitation" : "(Gallie et al.)", "previouslyFormattedCitation" : "(Gallie et al.)" }, "properties" : { "noteIndex" : 0 }, "schema" : "https://github.com/citation-style-language/schema/raw/master/csl-citation.json" }(Gallie et al.).
Managing Diversity
Some of the measures put forth to help manage diversity at the workplace are quite practical. One of them involves formulating all the personnel policies based...