MANAGING ORGANIZATIONS

Managing Organizations

Managing Organizations

Part A:

Workplaces today are become increasingly diverse with employees of different genders, races, cultures, ethnic origins, and lifestyles. There have been so many changes in the cultural make-up of organizations that it has become imperative for leaders and supervisors to understand cultural diversity and how it can affect their organization. By understanding how this diversity can affect their organization, leaders are taking steps to assure a conflict-free environment and promoting positive outcomes for the business, as well as its employees. “Diversity today is being viewed as a key means to strengthen the human capital of an organization and improve overall performance” (Bowes 2007 14). Studies have shown that diverse workforces can positively affect and strengthen the organization, but what can organizations do to assure this type of environment? What programs or tools do leaders need to implement when looking to improve their ability to manage this diversity?

The main purpose of this research paper will be to explore what methods organizations and leaders can use to successfully manage increased cultural diversity within the workforce. This research will reflect not only why it is important for organizations to embrace the differences in a diverse workplace, but will discuss the consequences that may occur if they do not incorporate effective methods for addressing a multicultural population. A clear discussion of the educational tools used to satisfy all those that are involved will follow; as well as the discussion of the benefits for an organization with a diversity program with a focus on its retention rates, increased employee productivity, increased employee satisfaction, access to wider customer base, supply chain management, creativity on production, and fiscal resources.

Globalization is not just about with world market. It also means creating a local and national workforce through welcoming new employees from various countries into the workplace. It is about more than immigration. It is about inclusion. Embracing and reaping the benefits of the employees from different genders, ages, physical abilities, ethnicities, sexual orientation, educational background, religious beliefs, work style and work experience, all to benefit the organization (Hasan 2007 145).

Creating a dynamic, diverse workforce is a priority for business. Gone are the days when companies embraced equality or workplace diversity purely because of a sense of social responsibility. Workplace diversity is a good business practice. A diverse workforce gives a company a competitive edge. The business case for diversity is strong. Adequately serving the area's diverse population means creating a workforce that mirrors that diversity. Companies must be in the best possible position to meet the demands of the market, respond to customers and to draw in a broader client base.

Many benefits can be found in having a diverse workforce. Diversity can encourage a more balanced view of problems and an increased richness of decision making through consideration of different viewpoints and perspectives. Diversity has been shown to strengthen the overall corporate culture, enhance corporate reputations, act as a recruitment and retention tool, enhance service levels, reduce turnover, lower absenteeism rates and improve a company's ...