Workplace Diversity The Visible Or Invisible Differences...

Workforce Diversity defines the visible or invisible differences among employees of an organization and could be divided in to three major components such as Primary, Secondary and Organizational and Community. Factors such as Age, Gender, Sexual Orientation, Ethnicity represents Primary while Appearance, Educational Background, Marital Status, Work experience represents Secondary and Job position, Specialization, Nationality, Life stage represents Organizational and Community. In recent years, organizations spend more in diversity management as most of the organizations consist with employees from different backgrounds. Further, diversity in an organization is a significant factor that may affect the performance of an organization positively or negatively. For example, it can create innovation, empowerment, information sharing, and productivity when well managed and can cause discrimination, power play, miscommunication and control when managed poorly. This essay summarizes five articles including a base article that will link workplace diversity to organizational performance and then will compare the agreements and disagreements of the articles. Prieto, Phipps and Osiri’s (2009) has investigated a previous research of how workplace diversity influences on organizational performance and has outlined the potential be nefits and problems of diversity. The main objective of the authors is to provide a conceptual framework that would allow practitioners and scholars to designShow MoreRelatedAn Introduction to Organizational Behavior1638 Words   |  7 Pagesmotivation and perception ï  ® group: teams, communication, job design, and leadership ï  ® organization-wide: change, culture and organizational structure ï  ® interorganizational (network): outsourcing, organizational networks, strategic alliances and mergers - interdisciplinary roots ï  ® psychology: work teams, work motivation, training and development. Power and leadership, human resource planning, and workplace wellness ï  ® sociology: group and intergroup dynamics, roles, norms and standards of behaviorRead More Female Executives Essay2948 Words   |  12 Pagesstymied in their entrance to top level positions, accounting for less than five percent of women holding executive positions. The lack of progress can be attributed to the glass ceiling, an invisible barrier to advancement based on attitude or organizational bias. Increasingly, individuals in many organizations are recognizing the importance of shattering the glass ceiling and removing barriers that prevent women from utilizing their full potential. Dismantling the glass ceiling requires these keyRead MoreManaging Cultural Diversity6595 Words   |  27 PagesARTICLES What is managing diversity and why does it matter? Sharon Mavin and Gill Girling University of Northumbria at Newcastle Abstract: In the UK, human resource practitioners and academics alike are becoming more aware of the emergence of managing diversity. But what does managing diversity actually mean, how does it translate into practice, and what does it matter? The following paper brie y debates the rhetoric of managing diversity and considers whether managing diversity is a distinct approachRead MoreWhat Makes A Business A Good Business? Essay3442 Words   |  14 Pagescomes to building relationships with employees. As a result, they deal with numerous challenges in terms of them coming out to employers, wage inequality, GLBT employee support groups, the effects of GLBT (non) discrimination on the workplace and business outcomes are identified as the major themes of my current review. Social institutions, legal frameworks, and cultural norms were determined as the key pillars of sexual orientation discrimination in the workplace. Sexual DiscriminationRead MoreHigh Quality Diversity Awareness Training1891 Words   |  8 PagesTraining and development High quality diversity awareness training is one HR function that enhances the effective integration of diverse group members. Awareness training builds a common under- standing of the value of diversity, assisting in building social cohesion so that it improves individual and organizational outcomes. Rynes and Rosen (1995) found in their study that 75% of trainees who took diversity training, left the training with positive diversity attitudes, while only 9% of trainees actuallyRead MoreAccommodating Employees With Disabilities At The Workplace2327 Words   |  10 Pages ACCOMMODATING EMPLOYEES WITH DISABILITIES IN THE WORKPLACE Presented to Mr. Christopher Lee Chief Executive Officer Fanshawe College Prepared by Dana Alhassan Human Resources Manager MEMORANDUM TO: Dr. Christopher Lee, Chief Executive Officer FROM: Dana Alhassan, Diversity Management Manager SUBJECT: Accommodating Employees with Disabilities in the Workplace DATE: December 1, 2014 As part of Fanshawe College’s diversity initiative, here isRead MoreGender and Workforce Diversity6858 Words   |  28 PagesGender and Diversity in Organizations: Past, Present, and Future Directions Audrey J. Murrell1 University of Pittsburgh Erika Hayes James University of Virginia This introduction reviews some of the key issues that have been studied by researchers focused on gender and diversity in organizations. Issues such as discrimination, afï ¬ rmative action, barriers to career advancement, and sexual harassment at work are discussed. Although the study of gender and diversity in organizations has expandedRead MoreThe Impact of Path-Goal Leadership Styles on Work Group5648 Words   |  23 Pagesorganizational performance and enhance work group effectiveness to drive competitiveness and curtail the cost of employee turnover. The diversity of many work groups in the U.S. creates potential benefits and challenges for their leaders. Using data gathered from a manufacturing facility in southeastern U.S., this study examines how Path-Goal leadership styles, diversity, work group effectiveness, and work group members turnover intention are related. Although all three Path-Goal leadership styles demonstratedRead More Managing Ethnic Diversity in the Workpla ce Essay3696 Words   |  15 PagesDiversity as an issue is new. It became an issue when three powerfully significant trends reached their own critical points at about the same time (Fernandez Barr, 1993): The global market in which American corporations must now do business became intensely competitive. The makeup of the U.S. work force began changing dramatically, becoming more diverse. Individuals began to increasingly celebrate their differences and become less amenable to compromising what makes them unique. This inclinationRead MorePran Rfl Company2438 Words   |  10 PagesTo prepare this report we have followed informal questionnaire. In the report we discuss about Company overview, literature review, Business strategy of the PRAN Food and Beverage, relationship between business strategy and HR practices of the organization, influence of business strategy various HR practices .PRAN encourage their employee to take part in opportunities and programs that will add to their aptitude to bring value and ensure further augmentation and achievement for themselves and the