Discuss about the Organisation for Behaviour, Structure and Process.
Organisation behaviour is the broader area that is concerned with the study of the associated people in the organisation. It determines the preferable behaviour that creates the significant impact on the organisational scenario. According to (), the organisational behaviour involves the interactive process among the formal structure. In fact, it even focuses on the behaviour of the people as well as the technological implementations to carry out the organisational functionalities. The organisational behaviour even sometimes depends on the external environment. However, it is to be indicated that the workplace diversity has the remarkable impact on the organisational behaviour and the process. The involvement of the people from diverse background and community influence the organisational functionalities in a recognizable manner. Thus, the study will focus on the broader area of the diversity management. The underlying issues with the diverse work culture within the organisation will be explored in this essay.
Multiculturalism or cultural diversity creates the significant impact on the organizational functionalities. The workplace diversity management has been evolving around to increase the efficiency of the human resource management. Huang & Rundle-Thiele (2014) implied that the diversity management is conceptualized as the means of differences between the people from diverse group or community. It may sometimes include the differences of cultures, perceptions, and genders. In either way, the impact of diversity on workplace is much significant. The Government of Australia has imposed some of the significant regulations for promoting the cultural diversity in the workplaces (Australianageingagenda.com.au, 2017). The major aim of the government is to make sure that both the employers and the employees would maintain the safety and socially diverse environment within the workplace. The workplace is need to be free from the discriminative attitude. The diversity management involves with a number of dimensions that are associated with the organisational functionalities (Garling et al., 2013). These dimensions are Gender, Religion, Literacy, Age, Ethnicity, Economic Status, Personality, Industry, Work Style, Mental or Physical Abilities, Sexual Orientation, and so on (Au.gradconnection.com, 2017). The workplace diversity brings the people together to accomplish the common objectives set for the organisation. The people from diverse background promote the innovative functionalities that improve the organisational productivity. In spite of such advantage, the cultural diversity even signifies several disadvantages as well.
The issues with the cultural diversity create the negative impacts on the organisational performance. Especially, in Australian workplaces, the racism effects are much visible that are affecting the employees’ morale in a significant way (Huang & Rundle-Thiele, 2014). It has been observed that people from diverse group or different countries have been facing the recognizable challenges due to the cultural diversity in Australian workplace. The cultural diversity is generally acknowledging the existence of the different cultural groups within the workplace at Australia. According to Garling et al., (2013) managing diversity is considered as the on-going process that has the capability of exploring the different talents and capabilities in a diverse population. The increasing number of the workplace mobility and the association of the expatriates are the major reason due to which the diversity management has become much important.
The issues with the cultural diversity are focusing on few segments. The collaboration between the individual versus the group fairness is one of the major reasons behind the emerging challenges. It is even noticed the established and developed organisations seek resistance to change. In such cases, the minorities feel insecure regarding their job retention process. In spite of initiating the Equal Employment Opportunities (EEO) by the government, it is yet to be implemented within the organisations. In fact, it is also noted that even though the cultural diversity can drive growth and greater creativity, it also lead towards the potential conflicts in the corporate scenario (Scarino, 2014). Another most significant drawback of cultural diversity is the language barrier. For example, when any Asian expatriate is working in the Australian workplace, the language barrier becomes the major challenge. Moreover, if the employees feel uncomfortable in a diverse situation, it would automatically decrease the performance level.
Racism is one of the most prevalent issues occur in the workplaces of Australia. Almost 90% responses are reporting the issues occurred due to the racist acts in Australian workplaces (Culturaldiversity.com.au, 2017). On the contrary, Huang & Rundle-Thiele (2014) argued that in spite of the high percentage shown up against the racist acts, the Australian businesses prioritize the work-life initiatives, gender diversity, and indigenous employment. However, it has been noticed that the Government of Australia has imposed some of the significant regulations for promoting the cultural diversity in the workplaces. The major aim of the government is to make sure that both the employers and the employees would maintain the safety and socially diverse environment within the workplace. The workplace is need to be free from the discriminative attitude. The Australian workplaces are committed by the legislations imposed by the government against the racial discrimination under the law of Racial Discrimination Act 1975 (Australianageingagenda.com.au, 2017).
Australian Bureau of Statistics provides the factsheet of the maintenance of workplace diversity within the workplaces in Australia. ABS provides the wide range of the economic, environmental, and social statistics that covers the matter of business, government, and community (Culturaldiversity.com.au, 2017). The report presented by ABS reflects that the Australian workplaces are much indulged with the racists acts. Australian workplace deals with numerous culturally diverse people due to which it is essential to maintain the proper cohesiveness. However, the people from different countries and cultural backgrounds have been facing the workplace bullying and discriminative attitudes in the companies. In spite of the government rules imposed for eliminating such discriminative attitudes, many of the employers in Australia us yet to initiate the anti-discrimination plan within the workplace.
Barak (2016) explained that the workplace diversity can be maintained by applying the relevant training programme. However, apart from such training session, it is necessary to grapple with the underlying racial discriminations and biasness. Abur & Spaaij (2016) pointed out that the exposure to the racial discrimination is considered as the detrimental to the performance parameter. The racial discrimination has the significant impacts on the metal and physical health, job attitudes, and organisational behaviour. In fact, it is to be stated that the racism can reduce the organisational productivity by inflicting the job stress. The cultural diversity creates the impact on the economic performance of the country. As stated by Huang & Rundle-Thiele (2014), the diversity on cultural ethnicity has the detrimental effects in the countries with a climate of economic inequality corruption, poverty, weak rule of law, and political instability.
Australian businesses have identified the necessity of understanding the different cultures for leading the diverse workplace in a significant way. The policies associated with the diversity management often considered as the major weapon for achieving success in the international and domestic ground. Racism creates the unhealthy workplace conditions that affect the mental and physical health of the associated employees (Abur & Spaaij, 2016). The organisational behaviour involves the interactive process among the formal structure. In fact, it even focuses on the behaviour of the people as well as the technological implementations to carry out the organisational functionalities. The major aim of the government is to make sure that both the employers and the employees would maintain the safety and socially diverse environment within the workplace. The workplace is needed to be free from the discriminative attitude. The policies associated with the diversity management often considered as the major weapon for achieving success in the international and domestic ground. Racism creates the unhealthy workplace conditions that affect the mental and physical health of the associated employees.
Therefore, it is necessary to eliminate the discrimination against the cultural diversity. The maintenance of the government policies and the proper training process is necessary. It is necessary for the business managers to pay the attention towards the positive sides of assimilating people from diverse background (Garling et al., 2013). Moreover, the current world is driven by the sophistication and advancements, collaborative the people from diverse education, knowledge, ethnicity, and skills would be helpful in bringing more innovations in the business. Moreover, the Australian workplaces are associated with a number of expatriates from different countries. Hence, it is necessary to eliminate the discriminative attitudes for enabling the successive actions for the future prospects.
Conclusion
The diversity management is the key factor to ensure the organisational success. Australian workplaces reflect the culturally diversified scenario. The diversity management involves with a number of dimensions that are associated with the organisational functionalities. These dimensions are Gender, Religion, Literacy, Age, Ethnicity, Economic Status, Personality, Industry, Work Style, Mental or Physical Abilities, Sexual Orientation, and so on. It has been observed that people from diverse group or different countries have been facing the recognizable challenges due to the cultural diversity in Australian workplace. The workplace diversity brings the people together to accomplish the common objectives set for the organisation. The Government of Australia has imposed some of the significant regulations for promoting the cultural diversity in the workplaces.
References
Abur, W., & Spaaij, R. (2016). Settlement and employment experiences of South Sudanese people from refugee backgrounds in Melbourne, Australia. Australasian Review of African Studies, The, 37(2), 107.
Au.gradconnection.com, (2017). Australian Bureau of Statistics – Workplace Diversity. [online] GradConnection. Available at: <https://au.gradconnection.com/employers/australian-bureau-of-statistics/workplace-diversity/> [Accessed 21 Apr. 2017].
Australianageingagenda.com.au, (2017). Managing a culturally diverse workforce – Australian Ageing Agenda. [online] Australian Ageing Agenda. Available at: <https://www.australianageingagenda.com.au/2016/04/21/managing-culturally-diverse-workforce/> [Accessed 21 Apr. 2017].
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Culturaldiversity.com.au, (2017). Census Data, Research & Reports. [online] Culturaldiversity.com.au. Available at: <https://www.culturaldiversity.com.au/resources/data-research-a-reports> [Accessed 21 Apr. 2017].
Garling, S., Hunt, J., Smith, D., & Sanders, W. (2013). Contested governance: culture, power and institutions in Indigenous Australia (p. 351). ANU Press.
Huang, Y. T., & Rundle-Thiele, S. (2014). The moderating effect of cultural congruence on the internal marketing practice and employee satisfaction relationship: An empirical examination of Australian and Taiwanese born tourism employees. Tourism Management, 42, 196-206.
Scarino, A. (2014). Situating the challenges in current languages education policy in Australia–unlearning monolingualism. International Journal of Multilingualism, 11(3), 289-306.
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