Essays on Diversity in Organizations Assignment

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The paper "Diversity in Organizations" is an outstanding example of a management assignment. Undeniably, organizational culture plays a rather interesting role in the progress of organizations. Managing diversity requires that organizations keep in mind the various necessary policies that are accommodative of different types of people, ranging from the differently-abled to those with different sexual orientations. This report takes an in-depth look at the role that diversity management plays in the overall success of an organization. Particularly, the report analyses diversity, with the IBM Corporation in mind, and looks at the scope of managing diversity, as a means, of improving performance in organizations. 2.0 ORGANISATION CHANGE AND DEVELOPMENT THEORIES 2.1 CULTURE AND DIVERSITY Essentially, diversity refers to the variation in the basic traits that define and set apart individuals at any social level of interaction.

On the other hand, culture refers to the characteristics of a particular group on the basis of social habits, religion and also language (Marjorie, 2014). Maintaining a consistently positive corporate culture requires that organizations strike the delicate balance that defines the individual’ s intellectual honesty, personal integrity, desire to succeed, and the standards that define the expectations of the organization (Alessandra & Silvia, 2012).

Having a well-defined corporate culture ensures that employees are able to work so as to attain a shared goal. Moreover, this enhances a greater sense of shared values and vision while at the same time giving the employees a sense of commitment and loyalty in the business. 2.2 MANAGING CHANGE For there to be sustainable development in any organization, it is critical for employers to instill the value of change management within organizations. The eminent threat that comes with change is a hurdle that organizations face at all levels.

Therefore, it is vital for prudent leaders to prepare employees for any anticipated changes in the organization beforehand in order to enhance a smooth transition when effecting major and minor change alike (Seyed, 2004).

References

3.0 REFERENCES

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paradox: Optimizing behavioral style, job fit and cultural cohesion. Leadership & Organization Development Journal, 23(7), 372 – 379.

Chris, M., Andy, M., & Sue, W. (2008). Organizational knowledge and

discourse of diversity in employment. Journal of Organizational Change

Management, 21(3), 348 – 366.

Linda, M. H. (2008). Managing Diversity: People Skills for a Multicultural Workplace (7th

Edition. Equal Opportunities International, 27(6), 573 – 574.

Marjorie, D. (2014). Diversity and inclusion by design: Best practices from six global

Companies. Industrial and Commercial Training, 46(2), 84 – 91.

Oscar, H. IV. (2010). Redefining the way we look at diversity: A review of recent

diversity and inclusion findings in organizational research. Equality, Diversity and

Inclusion: An International Journal, 29(1), 131 – 135.

Seyed, M. A. (2004). Managing workforce diversity as an essential resource

for improving organizational performance. International Journal of Productivity and Performance Management, 53(6), 521 – 531.

Teresa, R., Hammond, D., & Brian, H. K. (2002). Managing Multicultural Work

Environments. Equal Opportunities International, 11(2), 6 – 9.

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