Please find three journals from scholar.google.com that discusses the topic diversity and culture in the workplace
Based
on the article by Patrick and Kumar (2012), diversity management pertains to
the process of establishing and managing an excellent work setting where the
positive and negative attributes of the people are given importance. The
article analyzed the possible obstacles to workplace diversity and indicated
that companies and firms with diverse people are more equipped to provide
excellent services to the customers in the competitive world market. These
companies and firms possess a deeper awareness of what it takes to be
successful in various environments.
The
outcomes of the study offered relevant ideas regarding the current diversity
management approaches being used specifically in the IT industry. Majority of
the workers were optimistic that they have the capability to deal with
diversity, while there were some workers who were aware and made the necessary
adjustments so that they can perform well even if there is workplace diversity.
One of the primary methods implemented by the IT companies to maximize
inclusiveness were providing training to the workers so that they can become
more aware of the cross-cultural differences. Through the training, the IT
companies believed that their workers would eventually be able to handle
workplace diversity with ease. Aside from this, the IT companies also motivated
their workers to take on international assignments so that they could be
immersed to different cultures and learn to adapt. Lastly, the IT companies
provided foreign language training to the employees to ensure that they can be
able to effectively communicate even if they are dealing with people from
foreign cultures. In terms of the obstacles faced by the workers, discrimination
was the most common obstacle, along with prejudice and ethnocentrism. The
article pointed out that firms and companies have to do something to handle
diversity to fully take advantage of the capabilities of the workers.
The
article of Grogan and Eshelman (1998) discussed certain strategies for the
recruitment of a culturally diverse workforce, and they were tackled using the
case of Cornell Cooperative Extension. The authors believed that organizational
change to handle diversity demanded adjustments to be done in organizational
culture. While undergoing recruitment of employees with cultural diverse backgrounds,
Cornell Cooperative Extension was able to successfully establish new guidelines
so that they could accept as many applicants as possible. The outcomes of the
study revealed that the retention of employees with culturally diverse
backgrounds had to be taken seriously in the same way that their recruitment
must also be handled effectively. Thus, making adjustments in the organizational
behaviour were crucial to ensure that the organization could support diversity.
Lastly,
the article of Okoro and Washington (2012) stated that in a workforce that is
filled with culturally diverse people, the communication process becomes very
challenging. This is because of the language barriers that prevent the people
within the organization from being able to effectively express their ideas and
feedbacks to one another. If such language barriers are left unresolved, the
workforce is going to fall apart due to the presence of too many conflicts and
disagreements. Thus, the authors suggested that organizations have to devise
strategies and plans to ensure that the communication of their culturally
diverse workforce remains effective and dependable. The article stated that the
productivity of the workforce depended on the capability of the people to
communicate effectively, and so their productivity would significantly increase
if the communication strategies are working well. The culturally diverse
workforce can still be able to demonstrate teamwork and camaraderie for as long
as there is always effective communication. This means that the workforce can
be able to deliver the results and outputs that are expected of them.
Cited Works
Grogan,
S. & Eshelman, B. (1998). “Staffing Strategies for A More Diverse Workforce:
Case Examples In Cornell Cooperative Extension.” Journal of Extension, Vol. 36, No. 1
Okoro,
E. & Washington, M. (2012). “Workforce Diversity and Organizational
Communication.” Journal of Diversity
Management, Vol. 7, No.1, pp. 57-62
Patrick,
H. & Kumar, V. (2012). “Managing Workplace Diversity Issues and Challenges.”
Sage Open Journal
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