The paper "Impact of Diversity on Today’ s Organizations " is a good example of management coursework. In modern organizations, the workforce has a diverse composition than before. The reason behind this is because of the demographic aspects like immigration coupled together with economic features like globalization. In a move to try to keep up with the rising intensity of natural diversity in the work environment, diversity management has turned out progressively to be the subject of practical and academic interest. The rate of diversity management programs adoption has been on the rise.
On the other hand, the relationship has been troublesome, and some of the organizations have reported challenges with or at times the total failure of the company’ s approaches to diversity management. In the implementation of diversity management in the organizations, one of the major challenges is the perplexity involving functional diversity and categories of non-functional diversity. The diversity that promotes more successful capacity or advancement is frequently a manifestation of diversity proposed in a common working environment statement like there is the need to concentrate on diversity or diversity should be strived for.
On the other hand, in reality, there are numerous manifestations of diversity that can be experienced in associations, not all of which are identified with enhancing hierarchical viability, and some of which may be unsafe. A large number of these types of diversity have been referred to as social diversity (Simons & Rowland 2011). The purpose of this paper is to look at the definition of diversity and its positive and negative effects in modern organizations. This will be through clarity provided inside the writing on diversity and investigate the different developments of diversity that are surviving. Diversity and its impacts on the modern organization Most of the literature gives a brief description of diversity, but not all described the clear separation between social and functional diversity.
According to Gonzales and Denisi (2009, p. 22), diversity is "differences between individuals on any personal attributes that determine how people perceive one another". They never defined the separation among social and functional diversity, as an alternative they grouped the whole diversity into a solitary open-ended group. Richards and Kirby (1999) gave a shallow definition of diversity as contrasts in a restricted subset of demographic qualities inclusive of gender, race-ethnicity and age (Simons & Rowland 2011).
A hypothetical establishment of the diversity at the work environment can be instituted in the study concerning social networks. A major theory of social networks is that they have the tendency of being homogenous and are homophilous (Elmuti 2001). This means that people will mostly prefer to constitute social associations with individuals that they have common personal and social-demographic characteristics. This predisposition is widespread via groups of social interactions in most societies inclusive of work, marriage, family in addition to other individual associations.
Diversity management can be termed as the company’ s effort to recruit, induct, maintain and make easy the working associations amongst people from diverse backgrounds (Simons & Rowland 2011). Diversity means the multiplicity of cultural and demographic differences in addition to the labor force composed of different religions, contrary sexual orientations, diverse capabilities, skin colors, and different behavioral styles (Simons & Rowland 2011).