The Concept of Workforce Diversity - Coursework Example

Introduction The concept of workforce diversity has become a reality and the impact cultural diversity has on firms varies based on the environment and strategy adopted by the organization. Since, more and more firms are moving from local, multinational players towards a truly global firm the impact of workforce diversity along with cultural changes has magnified. The importance of managing the diversity has become important as it helps to get a competitive edge. Diverse workforce means the co-existence of people from different social backgrounds where they come together and work for a common purpose. Diversity can be due to several factors like race, gender, age, colour, physical ability, ethnicity, etc. The ability to manage the diversity and perform at full potential through the process of equitable work culture determines the manner in which long term success will be achieved (Wilson, 2000). Organizations which are incapable of embracing diversity effectively face difficulties pertaining to discrimination and injustice which has an impact on both the employer and the employees. This creates an environment where employees are unable to work according to their potential and as a result faces difficulty in carrying out the different operations. Companies require reshaping the working culture by integrating a lot of different viewpoints and redefining the approach so that every aspect of work culture is achieved. This paper will evaluate the manner in which managing workforce diversity is an essential component of the organization and matching the same with a proper mix of organizational culture determines the long term success of the organization. The paper also explores the manner in which positivity will be achieved by having a diverse workforce and managing the organizational culture as it will bring a complete transformation of carrying out different business activities and will multiply and increase the effectiveness through which the use of different resources will improve. Workforce Diversity & Management Organizations tend to hire people from all around the globe based on different skills and experiences which has increased the need and importance of managing the diversity in workforce. The ability to deal with the diverse workforce creates an environment which fosters productivity and multiplies the use of resources in a positive manner (Hoobler, Basadur & Lemmon, 2007). Organizations further through the process of dealing with diversity in work culture are able to create an environment through which better business decisions are achieved. The cultural impact which workforce diversity creates on the management gets reflected through values, beliefs, attitude and behaviour of people associated with the organization. Since, culture has an impact on workforce as it bring a change in the manner the employees think and carry out the different business objectives it needs to be monitored and controlled in such a manner that an environment where better use of resources becomes possible is developed. Further, workforce diversity also leads towards different results for different economies and industries. For example certain culture favours working in tandem with other employees whereas certain culture creates a competitive culture among employees so that better results can be achieved. The management has to recognize the culture which fits their organizational workforce requirements and need to manage them accordingly (Rajput, Marwah, Balli & Gupta, 2013). This will thereby require that the management develops appropriate strategies which will help to deal with the workforce needs and help the organization by shaping the manner in which employees work with each other. It is further to be noted that workforce diversity has a strong linkage to the management directives and steps which are taken by the management. An organizations success is largely dependent on its policies drawn in the direction of maintaining better cultural integration. This process serves as a mechanism through which employees understanding with one another improves. It helps to bring employees together and creates an organizational culture which will ensure better results and growth (Willcoxson & Millett, 2000). The linkage which is developed between organizational culture and workforce diversity shapes the future for the organizations as it helps them to find out the correct talent and fitting the same within the work stature becomes easy. The overall phenomenon thereby yields towards maximizing the gains for the business and creates an opportunity where employees and managers are able to interact better. Managing Workforce & Cultural Diversity Workforce diversity results in creating cultural differences which needs to be managed. To deal with the issue of cultural differences within the workforce it is imperative that the differences which is present within the workforce is understood and then strategies are developed to combat those. The process should be such that it should not look towards taking an approach where the differences are ignored but instead the problems need to be focussed on and steps need to be identified to deal with those (Stoner & Russell-Chaplin,1997). The managers at this juncture has to take on additional responsibility and should respect the differences which is present among employees and create an environment where employees understand each other and are still able to deliver superior performances. The degree to which an employee and a manager is able to identify the cultural differences will help to understand the cultural difference which is present and will provide an opportunity to take steps through which differences can be managed. To be able to deal with the cultural differences managers and employees need to take the following approach Ignore differences: This approach ensures that the managers don’t recognize the cultural diversity which is present in the workforce. This approach s mostly found in parochial type of organizations where employees and managers believe that the approach they have taken is correct in all respect (Hicks-Clarke & Iles, 2000). This thereby limits the impact of cultural diversity on the working culture of the organization. The process of managing the workforce diversity helps to ensure that the negative impacts are reduced and the different positivity which the organization is able to gain due to it maximizes. Minimize differences: This approach of reducing the differences are adopted by ethnocentric organizations. Managers tend to recognize the cultural differences which are present as a source of problem. The managers here consider their approach of working to be the best and undermine the approach or strategy which is adopted by others. A manager to deal with the problem of diversity reduces the workforce diversity which is present within the organization (Hicks-Clarke & Iles, 2000). The organization thereby tends to select and recruit employees to create a culturally homogenous workforce where people understand each other. This limits the benefits for organization as it leads towards a phase where benefitting by employees from different culture is not achieved. This has an impact on future of the organization as finding and selecting employees out of their homogenous culture becomes difficult and is an aspect which needs to be dealt properly. Managing differences: This approach of managing the differences are adopted by synergistic organizations. Organizations tend to realize both the benefits and demerits associated with cultural diversity and based on it develop strategies which will help to maximize the productivity for the organization. The mangers here tend to believe that the strategy adopted by them is similar to the strategy adopted by other and none is superior to each other (Hicks-Clarke & Iles, 2000). The approach thereby tends to minimize the employees problems and ensures that a mechanism is created through which managing the workforce becomes better. Organizations to deal with the diverse cultural workforce tend to provide specialized training and create an environment through which advantages are rendered for carrying out the different activities. Organizations through the process of managing the workforce diversity are able to maximize the different benefits and are able to create a culture which will foster an environment through which future development and strategies becomes effective. The different mechanism which has been highlighted for managing the workforce diversity and cultural differences are further aimed towards ensuring that the organizations understands and works through the development of organizational culture. Being able to manage the cultural differences which is a part and parcel of the working style will help to gain the advantage of workforce diversity and will create an environment through which use of resources will improve (Kundu, 2003). Organizations are further tempted to have a linkage between workforce diversity and cultural requirements so that organizational benefits multiply. This helps to develop a workforce who is capable of carrying out different responsibilities and role in the future. This will ensure that the business process improves and the employees are able to create the required difference through which they stay ahead of competition. This will facilitate a culture through which productivity multiplies and the organization is able to grow. Cross Cultural Training Cross cultural training is a step which is adopted by organization to train employees about other culture and helps to sensitize employees regarding the different discrimination which takes place and strategies they need to take to deal with it. This process helps to develop an employee to understand the other culture and to work in tandem with another culture so that benefits can be reaped over a longer period of time. Organizations based on the diverse workforce and the strategy which will be required to deal with the diverse workforce develops different strategies Firstly, is an approach where training is provided to a diverse group of employees so that entry level skills can be imparted and is aimed at ensuring that the employees are better trained and capable of handling the pressure associated with cultural differences (Fujimoto, Hartel, & Azmat, 2013). Secondly, the approach looks at providing training to the managers and employees who work with different diverse groups so that cultural gaps and areas which will improve the overall performance of an employee can be better identified (Fujimoto, Hartel, & Azmat, 2013). This approach helps to provide high level training and develops the skills of a manager and employees to carry out job which require specialized skills. Organizations to deal with the cultural differences and to manage their workforce diversity look at providing practical and real life training to its employees. This helps to sharpen the skills of the employees and understanding of the other culture becomes better. Employees through the process of superior training is able to handle the different responsibilities in a better way and uses different techniques to be able to improve the working conditions and understanding among the employees (Lewis, 2001). Training thereby serves as an important tool and helps to bring the required transformation through which understanding improves and the overall process of carrying out different activities gain momentum. This helps to improve efficiency in the use of different resources and provides an opportunity through which the workforce is able to carry out the different functions effectively. Training serves as an important mechanism through which cultural differences are dealt in a proper manner. Training helps to sharpen and provides the required expertise which enables employees to understand each other better. This results in multiplying the overall impact for the organization as it leads towards a process through which the different aspect of cultural needs are stressed. The process of training should further be such that it is both practical as well as theoretical (Iverson, 2000). This will help to give the required push and will drive the employees to bring a change in their behaviour. This will thereby transform into a phenomenon where the different culture integrates in a better way and the workforce based on it is able to take different advantage. The process of training will further help to garner positive results as it will create the required understanding which is lacking at this moment. This will help to ensure that the employees and managers will be better prepared to deal with any cultural changes and will be placed where they will be able to deal with the changes (Pless & Maak, 2004). The overall process will thereby increase the momentum and create an environment through which objectivity and positivity is provided to the different aspect of carrying out work. The process thereby helps to ensure better integration of culture with the workforce and leads towards multiplying the productivity for the organization. Valuing & Utilizing Workforce Diversity Companies looking to deal with the diversity in their workforce require support from the top management and needs to evaluate the different factors and dimensions through which productivity will be raised. The overall phenomenon requires that organizations are able to identify the different cultural dynamics which needs to be acquired and worked on so that a culture is developed which will look at better use of resources. To deal with the aspect of diverse workforce continuous audit needs to be carried out this will look at the different human resource decisions and will aim towards multiplying the gains from it. Further, the process should be such that it maximizes the entire process of selecting people and creates a culture through which productivity is gained. The ability to manage and deal with the diverse workforce will help to maximize the level of satisfaction and motivation (O’Leary & Weathington, 2006). This will ensure better commitment and will provide a framework through which the use of resources improves and the organization is able to gain. To maximize the value from a workforce diversity continuous feedback and developments is required. This will help to make the employees feel part of the organization and the process of training will provide the necessary skills which will help the employees to deliver superior results (Kwak, 2003). The process should also ensure that innovation is maintained while looking to manage the workforce and the entire process develops and presents a culture where the organization is able to gain. Garnering value from the process of workforce diversity will provide additional benefits to the business as it will help to satisfy the different needs and requirements of the working culture. This helps to develop a workforce who is capable of carrying out different responsibilities and role in the future. This will ensure that the business process improves and the employees are able to create the required difference through which they stay ahead of competition (Day, 2007). This will facilitate a culture through which productivity multiplies and the organization is able to grow. The overall process thereby helps to create an environment through which maximum value for the organization is provided. It thereby becomes imperative that the working culture is properly integrated with the workforce diversity so that maximum advantage can be provided to the organization and the process of carrying out different activities ensures superior results. Organizational Culture & Integration for Diversity Organizational culture has an important role in managing the workforce diversity. An organizational culture which is based on values provides an opportunity to implement diversity management successfully. Organizational culture thereby increases the value of diversity and creates an integration culture where working leads to more and more productivity. This makes it important that the organizational culture has the correct values which ensures proper integration and helps to implement different strategies pertaining to diversity management. The organizational culture thereby comprises of values, symbols, heroes and rituals which helps to shape the manner in which different activities are carried out and provides an opportunity to maximize the efficiency (Barbosa & Cabral-Cardoso, 2007). The management has to recognize the culture which fits their organizational workforce requirements and need to manage them accordingly. This will thereby require that the management develops appropriate strategies which will help to deal with the workforce needs and help the organization by shaping the manner in which employees work with each other. This are the different elements which are static and don’t change and thereby requires a method through which diversity management plan becomes possible. The overall process should be such that it help them to develop a team for the future and ensures that the different cultural requirements are easily met. To develop an organizational culture which understands and takes care of the workforce diversity it is important to think differently from the traditional ways and develop different hierarchical style which will contribute positively towards the long term performances. Culture thereby holds an important place and role in workforce diversity and the ability to deal with it and manage the different resources through which cultural integration takes place will determine the long term success of the organization. Conclusion The focus of the workforce diversity has witnessed tremendous changes from providing equal employment to managing the diversity in the workforce while ensuring that the organizational cultural is maintained. Since, globalization is the buzz word now workforce diversity is bound to remain and will require strategies through which cultural clashes among employees are handled and a culture which looks at long term development is fostered. Organization aiming towards dealing with the diversity in the workforce is able to gain from it. This requires that managers formulating strategies need to keep it at the back of their mind and need to consider the different aspect of cultural requirements and workforce diversity. It is also imperative that managers learn and respect other culture and ensure that the development of self and organization will become possible only through the process of workforce diversity. Managers need to relate the issue of workforce diversity with the different cultural differences which is present and should formulate strategies keeping in mind the different cultural aspect. This can also be treated as an opportunity for the managers where developing appropriate strategies provides an opportunity to penetrate in other markets. By valuing the diversity in workforce it provides an opportunity to be creative, flexible and respond to the different changes. This requires that the human resource strategy should be such that proper relation should be achieved among the different factors and the process should entail towards creating a culture where people within the organization are able to justify their roles and responsibilities. Thus, workforce diversity is an aspect of business which cannot be ignored and managers need to consider it while formulating strategies. This has to be aided and supported by the fact that the cultural diversity which the workforce diversity brings needs to be treated appropriately and a mechanism through which better performance can be achieved should be devised. The process should be such that a linkage should be established and the business on the whole should be able to gain from the different decisions. References Barbosa, I & Cabral-Cardoso, C 2007 ‘Managing diversity in academic organizations: a challenge to organizational culture’, Women in Management Review, vol. 22, no. 4, pp. 274-288. 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