In the present business scenario, diversity plays an important role in enhancing the performance of the organizations as well as effectively following the ethical principles. Diversity brings various ideas and approaches in the organizational decision making process. It helps the organization in having more options in case of any identified issues. Moreover, in the present era of globalization, diversity enables the organizations in attracting employees from different social background. It helps them in effectively dealing with the customers from different regions. This essay will discuss about the diversity in the organizations from the perspective of various journal articles. In the current business state of affairs, majority of the organizations are trying to reach out to the global audiences in order to increase their sales chart. Thus, in this case, diversity in the workforce helps them to target the diversified customer segments around the world more effectively. These articles will be critically analyzed in order to determine their effectiveness in the elaboration the concept of diversity in organizations. The shortcomings of the articles will also be discussed in this essay.
Article 1: Leslie, L.M., Manchester, C.F. and Dahm, P.C., 2017. Why and When Does the Gender Gap Reverse? Diversity Goals and the Pay Premium for High Potential Women. Academy of Management Journal, 60(2), pp.402-432.
According to this article, the common perception about the gender inequality is not always true. According to the researchers, due to the extensive implementation of the organizational diversity, female representation in the organizations is increasing. Moreover, they are receiving higher premium for their potentiality. This article puts effort on determining the implications of the diversity in meeting the gender inequality in the organizations. Methodology involves sending online surveys to the employees of the fortune 500 organizations. Moreover, secondary data including salary structure of the top executives in S&P are being identified. The information gathered from this research helps in identifying the current status of gender inequality in the global organizations. The report can also be considered as reliable due to the reason that the report is well supported by various references from other authors. However, one shortcoming being identified in this research is the left out of other sectors of diversity. In this research, gender inequality is only being given attention. Thus, other issues such as social discrimination are being ignored.
References:
Arulampalam, W., Booth, A. L., & Bryan, M. L. 2007. Is there a glass ceiling over Europe? Exploring the gender pay gap across the wage distribution. Industrial & Labor Relations Review, 60: 163–186.
Bartels, L. K., Nadler, J. T., Kufahl, K., & Pyatt, J. 2013. Fifty years after the Civil Rights Act: Diversity-management practices in the field. Industrial and Organizational Psychology: Perspectives on Science and Practice, 6: 450–457.
Belliveau, M. A. 2005. Blind ambition? The effects of social networks and institutional sex composition on the job search outcomes of elite coeducational and women’s college graduates. Organization Science, 16: 134–150.
Belliveau, M. A. 2012. Engendering inequity? How social accounts create vs. merely explain unfavorable pay outcomes for women. Organization Science, 23: 1154–1174.
Bertrand, M., & Hallock, K. 2001. The gender gap in top corporate jobs. Industrial & Labor Relations Review, 55: 3–21.
Article: 2 Hajro, A., Gibson, C.B. and Pudelko, M., 2017. Knowledge exchange processes in multicultural teams: Linking organizational diversity climates to teams’ effectiveness. Academy of Management Journal, 60(1), pp.345-372.
According to this article, there are various determinants for enhancing the effectiveness of the cultural diversity in the organizations. One of the identified determinants is the knowledge exchange process and mutual interaction among the diversified employees. It is shown in the article that the organizations having the systems of effective knowledge sharing process are gaining more productivity from the cross cultural diversity. The research is being done by interviewing and observing the team interactions in 48 teams in 11 organizations. This article enables in gaining an understanding that diversity will not be a profitable venture unless it is being managed effectively. However, there are some limitations being identified in this article. One of the key issues is the area of observation. This research is being done only on 11 organizations which is very negligible when compared with global scenario of businesses. Thus, it is difficult to consider the findings as the universal outcome. However the article is credible enough to consider due to the reason that the authors are being affiliated to Brunel University, London, University of Western Australia and Tuebingen University. Moreover, there are extensive use of external references in the article prove their authenticity.
References:
Alderfer, C. P. and Smith, K. K. 1982. Studying intergroup relations embedded in organizations. Administrative Science Quarterly, 27: 35–65.
Avery, D. R., McKay, P. F., Wilson, D. C. and Tonidandel, S., 2007. Unequal attendance: The relationships between race, organizational diversity cues, and absenteeism. Personnel Psychology, 60: 875–902.
Baba, M. L., Gluesing, J., Ratner, H. and Wagner, K. H., 2004. The contexts of knowing: Natural history of a globally distributed team. Journal of Organizational Behavior, 25: 547–587.
Bechky, B. 2006. Gaffers, gofers, and grips: Role-based coordination in temporary organizations. Organization Science, 17: 3–21.
Birkinshaw, J., Brannen, M. Y. and Tung, R. L.,, 2011. Reclaiming a place for qualitative methods in international business research. Journal of International Business Studies, 42: 573–581.
Article: 3 Lambert, J., 2016. Cultural diversity as a mechanism for innovation: Workplace diversity and the absorptive capacity framework. Journal of Organizational Culture, Communication and Conflict, 20(1), p.68.
According to this article, innovation in the organizations is directly proportional to creativity and diversity. According to the author, diversity helps the organizations to generate more creativity from the employees coming from different social background. Thus, chances of generating innovative ideas are more in the case of diversity. This is due to the reason that, more diversified ideas and opinions can be generated from the diversified workforce. This is article is helpful for understanding the concept of diversity in the workplace. It helps in understanding that creativity and innovation can be gained from the diversified workforce in the organizations. This article mainly concentrates on the generation of the innovative and creative ideas from the diversified workforce. The source of information for this article is mainly being gathered from the secondary sources and observing the workforce pattern in a few organizations. However, one shortcoming being identified is the lack of proper evidences regarding the methodology used in the article. There are no evidences in the article about the information based on which, the findings are being concluded. Thus, it is difficult to compare the findings of this article with the practical scenario.
References:
Albercht, T. L., & Hall, E. (1991). Facilitating talk about new ideas: The role of personal relationships in organizational innovation. Communication Monographs, 58, 273-288.
Barney, J. B. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17, 99- 120.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology,51, 1173- 1182.
Basset-Jones, N. (2005). The paradox of diversity management, creativity, and innovation. Creativity and Innovation Management, 14, 169- 175.
Branco, M.C., & Rodrigues, L.L. (2006). Corporate social responsibility and resource-based perspectives. Journal of Business Ethics, 69, 111-132.
Article: 4 Rawat, P.S. and Basergekar, P., 2016. Managing workplace diversity: Performance of minority employees. Indian Journal of Industrial Relations, 51(3), pp.488-502.
This article puts effort to some deeper than the above discussed ones. According to this article, one of the key aspects of diversity is providing safe and secured working environment to the employees. According to the authors, employees from the minority religions and social cultures should feel positive about their working environment. Only then, the objective of having diversified workforce will be accomplished. Thus, this article helps in understanding the requirement for having productive diversified workforce. However, the shortcoming associated with this article is the narrow area of research by the authors. This article is being based on the findings being gathered from three organizations in India. Thus, the report cannot be matched with the global scenario due to the reason that, the environment in the Indian organizations and global organizations is very different in nature. The requirement and expectation of the employees are also different in the Indian perspective and the global perspective. Moreover, the article is only concentrated on the welfare of the minority employees rather than giving a universal solutions for increasing the organizational performance. One the other hand, the article is quite reliable enough to consider for understanding the concept of diversity. The authors are being affiliated as professor in Somaiya institute of management studies and research.
References:
Bettman, James R. & Mita Sujan (1987), “Research in Consumer Information Processing,” in Review Budhwar, P. 2003. “Culture and Management in India” In M. Warner (Ed.) Culture and Management in Asia London: Routledge.
Budhwar, P., Debi S. Saini & J. Bhatnagar (2005), “Women in Management in the New Economic Environment: The Case of India.” Asia Pacific Business Review, 11(2).
Cox, T. H. Jr. (1993), Cultural Diversity in Organizations: Theory, Research & Practice, San Francisco: Berrett Koehler.
Cox, T. H. Jr. (1994), Cultural Diversity in Organizations: Theory, Research & Practice. San Francisco: Berrett Koehler.
Cox,T. (2001), Creating a Multicultural Organization: A Strategy for Capturing the Power of Diversity, San Francisco, JosseyKoehler.
Article: 5 Dorsey, J., 2017. Tap into Diversity as a Competitive Advantage. Practicing CPA, p1-4. 4p.
This article has given an overall view about the understanding of the concept of diversity. According to this article, diversity helps the organizations in gaining competitive advantages in the market. Moreover, this article also discussed about the possible measures that should be implemented in order to enhance the productivity of the diversified workforce being employed in the organizations. This article helps in gaining an understanding about the holistic approach of diversity in the organizations. One shortcoming being identified in this article is the concentration of the only the U.S based firms. The research is being done from the perspective of the U.S based firms. However, the application of diversity in the U.S based firms will be much different than that of the other organizations in other regions. The article is being supported by several references but still it has given a generalized overview regarding the concept of diversity. Thus, it lacks any specialized effort on a particular aspect of diversity. Still, it helps to gain a basic understanding regarding the advantages of diversity in the organizations. Moreover, the methodology is also not being properly mentioned which makes it difficult to determine its effectiveness in the practical scenario. The article is also not being supported by external evidences.
References:
Kulik, C.T., 2014. Working below and above the line: The research–practice gap in diversity management. Human Resource Management Journal, 24(2), pp.129-144.
Lauring, J., 2013. International diversity management: Global ideals and local responses. British Journal of Management, 24(2), pp.211-224.
Okoro, E.A. and Washington, M.C., 2012. Workforce diversity and organizational communication: Analysis of human capital performance and productivity. Journal of Diversity Management (Online), 7(1), p.57.
Olsen, J.E. and Martins, L.L., 2012. Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of Organizational Behavior, 33(8), pp.1168-1187.
Patrick, H.A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and challenges. Sage Open, 2(2), p.2158244012444615.
Thus, from the above discussion of the articles regarding the diversity in the workplace, it can be concluded that diversity helps the contemporary business organizations in gaining competitive advantages in the market. It enables the organizations in attracting employees coming from various social backgrounds and from both genders. This helps in gaining more solutions in the case of any identified issues. It is due to the fact that, employees coming from different social background will have different approaches in solving certain issue. Thus, organizations having diversified workforce will have the access to all of these ideas. In addition, diversity helps in reducing the social discrimination in the workplace and offering safe and secure working environment. Reduction in the rate of social discrimination with the employees eventually helps in reduction of the lawsuits regarding these and enhancement of the goodwill and reputation of the organizations. Another important advantage of the diversified workforce in the organizations is having more chance of effective market penetration in the new regions. Due to the presence of employees from different cultures and regions, offering personalized products and services is more convenient of the organizations. The articles above discussed speak about these characteristics of the concept of diversity. Though, majority of the articles is mainly concentrated to a particular region, but still it is relatable to the broader concept of the diversity.
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