The field of organizational behavior deals with the study of the details of the nature of the individuals within an organization towards the improvement of the behavior of the individuals for the attainment of the targets and the goals of the organization. Organizational behavior is basically the tool for the guidance of the productivity in the others and the prediction of the behavior of the human at work. In the current scenario, the challenges and the opportunities regarding the behavior at the workplace are some of the massive and the rapid changing scenario that is affecting the business goals (Chumg et al., 2016). Since the 1990s, a huge attention has been rightly paid towards the understanding and the prevention of the behavioral issues rising due to the lack of cultural competencies or the workplace diversity. The assignment highlights the challenges and the issues among the employees regarding their behavior at workplace due to the workplace diversity which is hampering the work environment and the business of the company. It mainly illustrates the behavioral issues faced by the leaders and the employees of the organization associated with cultural competence in the workplace .The assignment furthermore highlights the analysis of the particular situation together with the issues, challenges and the recommendation for the improvement of the workplace scenario for attaining business goals and workplace competency.
The chosen industry for this assignment is the retail industry. The assignment illustrates the behavioral issue of the workers and the leaders towards effective workplace management and working together towards the achievement of the organization goals. It furthermore depicts the lack of the cultural competencies of the leaders at the workplace which results in negative workplace behavior among the employees leading to conflicts, workplace issues and termination of staffs which overall leads to poor performance of the organization (Burrell & Morgan, 2017).
In the above concept, the behavioral theory of the leadership can be classified as the best focused factor towards the study of the specific behaviors of the leaders.
The theory emphasizes on the actual behavior and the actions of the leaders. The role illustrates the strong leadership in the result of behavior of effective role (Palanski et al., 2015). The theory focuses on the three main skills used by the leaders for leading his followers. The skills including technical, human and conceptual are the essential factors that enable the leaders towards effective interaction with the employees without any sort of discrimination and diversities.
The main factor emphasized in the theory is the point that the favorable behavior of the leaders tends to provide some of the greater level of satisfaction to the followers as they recognize the competency and the skills among their leaders for following.
Another theory that can be illustrated in this particular context is the trait theory. The theory seeks towards the determination of the personal characteristics of the traits of a good and a successful leader. The theory emphasizes how a successful leaders is supposed to have some of the factors such as good personality, good cultural competency, intellectual ability, honesty, flexibility , emotional stability , responsibility, respect towards the cultural diversity and more (Antonakis & Day, 2017). The theory furthermore illustrates how he presence of cultural competencies, respectability, appreciation and effective communication among the leaders help the employees under him to follow his traits and succeed in the balance at the workplace behavioral management in the scenario of workplace diversity. Though there lies various of limitations, the trait theory of leadership tends to indicate the management of the leaders towards the development of some of the above stated qualities and factors through various of the training and development.
There lie several of the challenges for the cultural diversity at the workplace. The diversity management and a diverse environment tends to create some of the major dysfunctional conflicts that lead towards the confusion and frustration among the employees of the organization especially in the domain of uncertainty and complexity. Issues and conflicts of diversity tends to arise mainly due to the ignorance of diversity at workplace. The combination of different or various cultures at the workplace tends to result the employees towards the finding it very uncomfortable and difficult for arriving the agreements that in turn tends to lead towards negative behaviors, cultural clashes and negative dynamics at the working environment of the company (Schyns, 2015). According to various researches, individuals with different mind sets tends to initiate perceptions and thinking with not agreeing with each other’s and the leaders decisions tends to damage or destroy the interpersonal relationship among the employees in the organization. The previous researches depicts the issues of the behaviors in the organization in relation to the lack of cultural competencies especially in the scenario of race, gender discrimination, age gaps and other intercultural language issues that tends to lead to several issues like the breakdown in communication and low cohesion.
There have been scenarios in the retail industry where individuals working in the organization felt threatened while working together with the other employees of the organization from the diverse backgrounds like age, sex, culture and other factors for discrimination. The inclusion of challenges arising from the diverse environment at workplace furthermore leads to lack of acceptance, rudeness, passing of offensive comments or the feelings of the prejudice. These factors in turn tends to create a negative dynamics like ethnocentrism, clashes among the different cultures, the stereotyping and other unusual behaviors at the workplace (Hoque, 2018). The practice and the presence of the negative behavior at the workplace often creates a scenario where the members or the employees who belong to the other minority group tend to feel worse or less valued than the other employees due to the context of discrimination, prejudice and context of other discrimination.
One of the major obstacles that the employees deal every day at the workplace is the creation of an inclusive environment. The challenges raising from the issues for behavior are critical towards the management of the diversity a the population at the workplace. The challenges and the issues of the behavior in connection to the diversity at the workplace exists when employees from various of the cultural backgrounds work together (Syed & Ozbilgin, 2015). One of the major issues for the diversity includes with the homogenous workforce that risk towards loosing access towards the entire group of clients or customers. The entire mix of the employees irrespective of the designation, the leaders and the staffs tends to bring a variety of the perspectives and the ideas that furthermore teds to provide business with some of the unique insights of the research of the market.
Another challenge in this scenario is the barrier in the communication which furthermore leads to the issues in the company towards ts attempt for the creation of the diverse and safe work place. The issues related to the communication gap tend to lead to various of the misunderstandings and the decrease in the productivity of the organization towards reaching its targets of business. Furthermore respecting the diverse workforce together with the non acceptance of the new ideas and information tends to develop a difficult environment at the work. There has been various scenarios where the female employees has been discriminated in case of benefits of promotion, bonus or even in appraisal due to the cultural and gender barriers at the workplace. Further diversity in the connection towards the negative attitude at the workplace among the leaders generally demotivates the working environment (Hakim, 2016). The lack of cultural competencies at the workplace among the leaders furthermore results in a negative impact among the workplace environment. Thus it can be summarized that the major reasons behind the behavioral issue at the workplace due to the lack of cultural competencies at the workplace are the lack of the acceptance and respect, the lack of the accommodations and belief (Kitchin, 2017). The differences raising from the cultural and ethnic factors , the context of the gender equality, ride behaviors and negligence towards the physical and mental disabilities at the workplace, the issue of generation gaps
In the increasingly global and the mobile world, one of the essential factors is the cultural competence. Though it is one of the most challenging skills to acquire in the retail industry where numerous of workers work together. The some essential factors for the cultural competencies that needs to be achieved as the alternative to eradicate the negative environment of the workplace due to behavioral issues are as follows:
The worldview and the beliefs – people working in the retail sector tends to have a very different view towards the world and their role in it. It is thus important to realize the significance impact on the multicultural teams.
The communication style- Different individuals have different ways towards their communication regarding the context of directness (Rao & Tilt, 2016). It is thus important to acknowledge their language and respect them and not mislead them.
The organizational behavior and its issue are one of the major issues faced by the retail companies in the current decade. It is important to respect each and every factors of diversity in the organization to promote a healthy and a comfortable working environment. Respecting the feelings of every individual irrespective of the hierarchy is important since every person in unique in their own ways. There lies lots of benefits that the organization needs to acknowledge for the promotion of the comfortable behavior free environment at the workplace. Some of the alternative approaches towards the workplace benefits are encouragement of the talents, skills and the experience irrespective of the cultural boundaries (Davis, Frolova & Callahan, 2016). Furthermore creation of the innovative workplace environment can also improve the scenario created due to the behavioral issues at workplace. Besides these, the different and diverse language skills tend to open the doors for the business. It furthermore grows the pool of talents. The help in the performance of the employee is one of the best alternatives that can initiate in eradicating the issues rising from the workplace behavioral issues.
The context of diversity is one of the essential components of thriving workplace in case of employee management and employee retention in the retail sector. The diversity at the workplace tends to encourage the innovation, the creativity and have invaluable impact on the business and the workforce. Some of the essential recommendations for this scenario are the empowerment and the education of the leaders and the managers with effective training sessions for the empowerment of the resource of the workplace. Furthermore building of the diversity friendly policies are one of the essential recommendations that tends to facilitate the diversity at the workplace (Wrench, 2016). Clear communication and the creation of the employee led task forces are some of the essential to do list or necessary things for the ensuring that the workplace policies are effective or not. The company should furthermore offer diverse opportunities for the engagement of the employee so that they can lead to deal with situations and problems in a different way which might lessen the hassle (Daya, 2014). Finally creation of the development of the correct mentorship program in necessary for all the employees of the organization because hiring of a diverse workforce in essential but the mentorship programs are the major key components of the workplace diversity programs and the negative environment rising due to the organizational behavior issues.
Conclusion
Thus it can be concluded that the challenges and the issues among the employees regarding their behavior at workplace due to the workplace diversity is hampering the work environment and the business of the company. Organizational behavior is basically the tool for the guidance of the productivity in the others and the prediction of the behavior of the human at work. In the current scenario, the challenges and the opportunities regarding the behavior at the workplace are some of the massive and the rapid changing scenario that is affecting the business goals.
References
Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. Sage publications.
Burrell, G., & Morgan, G. (2017). Sociological paradigms and organisational analysis: Elements of the sociology of corporate life. Routledge.
Chumg, H. F., Seaton, J., Cooke, L., & Ding, W. Y. (2016). Factors affecting employees’ knowledge-sharing behaviour in the virtual organisation from the perspectives of well-being and organisational behaviour. Computers in Human Behavior, 64, 432-448.
Davis, P. J., Frolova, Y., & Callahan, W. (2016). Workplace diversity management in Australia: what do managers think and what are organisations doing?. Equality, Diversity and Inclusion: An International Journal, 35(2), 81-98.
Daya, P. (2014). Diversity and inclusion in an emerging market context. Equality, Diversity and Inclusion: An International Journal, 33(3), 293-308.
Hakim, C. (2016). Key issues in women’s work: Female diversity and the polarisation of women’s employment. Routledge-Cavendish.
Hoque, Z. (2018). Methodological issues in accounting research. Spiramus Press Ltd.
Kitchin, D. (2017). An introduction to organisational behaviour for managers and engineers: A group and multicultural approach. Routledge.
Palanski, M. E., Cullen, K. L., Gentry, W. A., & Nichols, C. M. (2015). Virtuous leadership: Exploring the effects of leader courage and behavioral integrity on leader performance and image. Journal of Business Ethics, 132(2), 297-310.
Rao, K., & Tilt, C. (2016). Board composition and corporate social responsibility: The role of diversity, gender, strategy and decision making. Journal of Business Ethics, 138(2), 327-347.
Schyns, B. (2015). D ark P ersonality in the W orkplace: Introduction to the Special Issue. Applied Psychology, 64(1), 1-14.
Syed, J., & Ozbilgin, M. (Eds.). (2015). Managing diversity and inclusion: An international perspective. Sage.
Wrench, J. (2016). Diversity management and discrimination: Immigrants and ethnic minorities in the EU. Routledge.
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