Essays on Diversity in Business Assignment

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The paper 'Diversity in Business' is a perfect example of a Business Assignment. In the contemporary era of business globalization, several organizations are striving to attain a diverse workforce. Similarly, globalization has intensified interaction among people from various parts of the world. Therefore, over the years, many organizations have noted the impact of recruiting employees from diverse backgrounds to provide a workforce for the production of both goods and services to the organizations. Basically, according to Svyantek and Bott (2004), diversity entails embracing and appreciating the different knowledge background, skills, and various viewpoints that people bring to their workplaces irrespective of whether those differences are grounded on social background, ethnicity, gender, age or sexual orientation.

Based on the results of the study conducted by Svyantek and Bott (2004), the concept of workplace diversity is constructed on the basis of creating equal work opportunities to engulf essential differences such as gender, race, ethnicity, culture, or linguistic background, and intellectual or physical ability. The aim of this paper is to critically examine the concept of workforce diversity as employed in various workplaces.

Thereafter, the paper will examine the implication of workforce diversity on the management and workplace practices of ANZ banks both in Australia and overseas. Furthermore, the paper will elaborate on the difference between the ideologies of espoused theory and the existence of workforce diversity as embraced in different organizations. Analysis of Workforce Diversity Workforce diversity is a multidimensional concept that engulfs various factors that define the current nature of work placement in various organizations. The modern workplaces are characterized by employees who have different educational standards and different backgrounds which entail religion, culture, and ethnicity.

Similarly, in the perspective of modern-day calls for gender equity, Ali, Metz, and Kulik (2007) point out that gender diversity is a common and inevitable aspect in today’ s workplaces. Ali, Metz, and Kulik ( 2007) report that the United Nations has for several years called on Governments to stimulate the empowerment of women through strengthening their leadership. Similarly, discrimination against women that was common in the preindustrial age has been combated through various agencies such UN Convention on the Elimination of all Forms of Discrimination against Women (CEDAW), (Esty, Richard, and Marcie 1995).

Therefore, recognition of women's involvement in non-governmental organizations, public organizations, and private sectors has been on the rise thus they are leveled on equal terms with their male counterparts. Esty et al. (1995) report that between 1986 and 2000, thirteen million women from different cultural and ethnic backgrounds joined the workforce globally. Extensive researches have been conducted to investigate the significance of embracing a gender diverse workforce. Ali, Metz, and Kulik (2007) argue that a gender-diverse workforce enables organizations to attract capture and retain talented women. This implies that by increasing the number of women in their employee's database, many organizations stand a chance to benefit from various talents they bring with them.

Additionally, the research conducted by Svyantek and Bott (2004) indicates that a gender-diverse workforce enables organizations to serve a diverse customer base. This means that the organization is capable to serve a wide range of customers as some may prefer to be attended to employees of a particular gender.

References

List of Reference

Ali, M, Metz, I & Kulik C. T 2007, Workforce gender diversity: Is it a source of competitive advantage? Paper presented at the 21st ANZAM conference, Sydney, Australia. Retrieved from < http://eprints.qut.edu.au/40898/1/40898.pdf> [October 7th, 2014].

Argyris, C, & Schon, D 1974, Theory in Practice: Increasing Professional Effectiveness, Jossey-Bass, San Francisco, US.

Argyris, C 1985, Strategy, Change, and Defensive Routines, Pitman Publishers, Boston.

Dike, P 2013, The impact of workplace diversity on organizations, Retrieved from [October 7th, 2014]

Esty, K, Richard G, & Marcie SH, 1995, Workplace diversity: A manager’s guide to solving problems and turning diversity into a competitive advantage,: Adams Media Corporation, Avon, MA.

Richard O. C, Barnett T, Dwyer S & Chadwick K 2004, “Cultural diversity in management, firm performance, and the moderating role of entrepreneurial orientation dimensions”, Academy of Management Journal 47, pp 255-266.

Rogelberg SG & Rumery S. M 1996, “Gender diversity, team decision quality, time on task, and interpersonal cohesion”, Small Group Research 27 pp 79-90.

Svyantek DJ & Bott J 2004, “Received wisdom and the relationship between diversity and organizational performance”, Organizational Analysis 12(3) pp.295-317.

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