Essays on Theories of Workforce Diversity Case Study

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The paper 'Theories of Workforce Diversity' is a great example of a Business Case Study. Workforce diversity refers to similarities and differences that exist among employees of the same company in terms of age, sex, religion, race, physical abilities, and disabilities among others. Workforce diversity is a rather complex trend to manage in every organization. However, for any organization to succeed, workforce diversity must be properly managed. This is most important with the current changes that are taking place as organizations try to become global. Workforce diversity indicates the policies and practices that an organization may take to incorporate people in the workforce some who may be considered in some ways, different from others in the organization.

Workforce diversity has several benefits and some disadvantages to the organization. It may, therefore, be a blessing or a curse in the organization (U. S Forest Service, Fire, and Aviation Management 2000). Whether a blessing or a curse, it depends on the ability of the manager to manage the diversity among the workforce. This essay, therefore, discusses ways in which the workforce may become a curse or a blessing to the organization (IABC2004). THEORIES OF WORKFORCE DIVERSITY Social identity theory This is a cognitive social psychological theory whose origin is Europe.

This theory links between social structures and personal identity by considering the importance that people hold into their belonging to a certain group for example those joined by race, gender, and ethnicity. This theory suggests that people tend to assemble themselves into social groups that make sense to them and this defines the manner in which individuals work together with others from the other groups.

Haslam (2001) defines social identity as an individual’ s knowledge that he or she belongs to a certain group and the value that he or she attaches to the membership of a certain group. Social comparison is also another aspect of social identity theory that defines the process by which people use to assess themselves by making comparisons between membership in their group and that of other groups. People try to assess their membership in attempts to differentiate one’ s membership in one group from others. This is done in order to achieve superiority over other groups.

To enable people of different social categories to do things together, social categorization is the process that divides and classifies people together and to command the social environment so that it can enable people t take up social activities together. In most organizations, people tend to discriminate against others from different categories (Tajfel & Turner 2006). Social network theory This theory considers social interactions inform of nodes and ties. Nod4s are the individuals who constitute the relationships while ties are the relationships that exist between the individuals.

A social network is therefore an indication of all connections between individuals. These relationships can be used to define the social ability of an individual in his or her setting. According to this theory, the relationships that an individual has with others in the same organization are less important than the individual traits. This, therefore, explains that the ability of an individual to contribute to success in an organization depends on the ability that is granted t him by his or her position in the structure of the network. Social networks can define how organizations relate with each other, outlining the social relations that executives have with each other as well as the relations of employees with each other.

A clear understanding of these networks can enable the organizations that deal with workplace diversity in setting up policies that will govern all activities in the organization (Ahmed 2007).


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