The paper "Effect of Climate Inclusion to Individual, Team, Organization Outcome" is a perfect example of a management literature review. To the get the best out of people, Belias and Koustelios, 2014, posits that organizations have been stressing on the need to have teamwork among the employees. It has been presumed to be the norm towards the success of most organizations considering the competitive nature. This has not been easy for many organizations and at times end up affecting the performance of individuals in general (Oswick and Noon, 2014). Among the employees, there exist the norm of diversity; diversity is seen as the difference between individuals, it may be the difference in color, nationality, age, or sex (Guillaume et al. , 2014).
The prime objective for much research has been to identify the relationship between people in relation to their performance in the organization as a team and as individuals (Blommaert et al, 2012). This paper looks at how the favorable climate for diversity will affect the productivity of the individual workers, team and the organization at large. It also looks at the relationship between individuals, the team, and the organization and how it affects their performance. The outcome of Climate Inclusion in the Working Environment For; Individuals As discussed by Blommaert et al, 2012, individuals in the workplace are different and thus their performance definitely differs from one another.
From the deontological theory perspective, it can be noted that the ability of these individuals to perform their duties effectively depends on how the individuals perceive the action to be. This is because the theory shows that individuals perform actions that they believe to be moral and therefore the individuals will be, motivated to perform activities when they intend to do so (van Dijk et al, 2012).
As a matter of fact, from the deontological perspective, it is possible to draw conclusions that the climate within the workplaces are created to encourage individual developments of the people through mentoring programs which are intended to focus on coaching of the individuals (van Dijk et al, 2012). Such skilled individuals are in turn essential for defending of minority groups like women. Individuals are presumed to feel included in the group when involved in decision making as they definitely end up loving the final outcome as part of their hard work; this makes them to perform better as they feel good to be identified by the success in the final outcome (Levi, 2016).
This further is discussed under the utilitarian theory in which the actions of such individuals are determined to be good when the outcome of such acts has more positive consequences. For instance, the success of the organization depends on the actions of each individual and therefore the utilitarian perspective perceives the success of the organization as investing in activities that have positive consequences to the overall organization (Belias and Koustelios, 2014).
As such, when the individuals in an organization have diverse views on a given aspect, the resulting conclusion from bringing such ideas together will have a positive impact on the success of the business (Kalev et al, 2006). Team performance From the novel perspective on the managing of diversity within organizations as discussed by van Dijk et al, 2012, the individuals are organized under groups that work together as teams within the society.
For the team to perform well there must be cohesion between individuals and the management within the organization (Levi, 2016). Generally, there has to be diversity at various stages of organization ranging from recruitment to performance after recruitment. From the role theory perspective, it can be noted that the people in a group or a society hold specific positions with defined roles. These roles are dependent on individual traits that are shaped by the situation in which these roles exist and the positions held by the individual (Blommaert et al, 2012).
Therefore, diversity in the behaviors demonstrated by these individuals is contingent on the expectations such individuals have for their own roles and those of others (Kalev et al, 2006). Thus the success of the teams or groups will be facilitated by the conceptualization of these roles from the individuals in the team.