1). Article Summary
Workplace diversity benefits the organizations through fostering innovation and better decision making. The organizations can get access to large talent pools through hiring diverse set of employees having different demographic backgrounds. Guillaume et al. (2017) opined that workplace diversity set double edged nature, which can affect the organizations both positively as well as negatively. Moreover, the organizations can get diverse set of innovative ideas from the diverse employee set, but it can also lower the moral of the employees through conflict among the employees. The Categorization-Elaboration model has defined diversity as the differences among the employees that lead to different perception among the employees. As per this theory, diversity undermines the well being, social integration and performance of the employees because of intergroup biases. The most common moderators of workplace diversity are like relational diversity, work group diversity and organizational diversity. Guillaume et al. (2017) also stated that workgroup diversity deals with diverse work-relevant knowledge from different educational backgrounds, tenure and functional backgrounds. Hence, such diversity leads to share of diverse work knowledge among each other. On the other hand, relational diversity leads to interdependence of employees upon each other leading to increased employee collaboration.
Contemporary business organizations must realize the increasing importance of workforce diversity for gaining high level of competitive advantage. However, the organizational managers must ensure effective diversity practice for proper diversity management. Downey et al. (2015) pointed out that inclusion and trusted organizational climate leads to better employee engagement in diverse organizational culture. Successful diversity program should always communicate the organizational goals to the diverse employees. It fosters fair diversity climate within the organization, which enhance the organizational commitment of the employees. On other hand, effective cultural communication among the employees also reduces the cultural clashes among diverse employees leading to trusted organizational culture. The supervisors should also be supportive to the employees for helping them in overcoming the diversity challenges. In this way, the employees feel valued at their workplace that ultimately enhances the engagement level with their job roles. Furthermore, Downey et al. (2015) mentioned that inclusion of employees is highly significant for managing the diverse employees of the organization. Moreover, with proper inclusion, the employees feel valued and part of the decision making system of their organizations. Hence, the employees become engaged with the overall goals of their organization, which can even include diversity programs.
According to Triana et al. (2015), perceived racial discrimination at the workplace is directly related to the negative job attitude, psychological health and physical health of the employees. On the other hand, diversity climate is positively associated with the coping behavior and increased employee outcome of the employees. As per this article, women and minority employee groups feel more deprived at their workplace as compared with other minority group. Hence, such minority groups always want to protect themselves from the workplace discrimination through the changes in large scale employment laws. Moreover, legal changes in the employment law act the moderator of employee-level prejudice at their workplace. As per interactional model of cultural diversity (IMCD), fair treatment for diverse employees enhance of the outcome of the employees at the workplace. The changes in the political, social and legal context can influence the threshold of the employees for feeling deprived of fair treatment. Furthermore, Triana et al. (2015) pointed out that the organizations may face millions of legal expenses and irreparable damage of public image, when employees file racial discrimination lawsuits. Hence, the organizations must adhere with the changes in the laws related to employee discrimination for enhancing employee outcome.
2). Article Analysis
Guillaume et al. (2017) pointed out workplace diversity has double edged nature that can have both positive as well as negative impact on the outcome level of the employees. Diverse workgroup can foster rich and diverse information for leading organizational information. However, intergroup bias of diverse employee set undermines information elaboration among the employees. Moreover, the managers should foster workgroup diversity for shared knowledge and experience among the employees. Furthermore, this article has also focused on the relational diversity for enhancing the interdependency of diverse employees on one another. On the other hand, Downey et al. (2015) has focused on creation of trusted climate for better diversity practice and proper diversity management in organizations. Moreover, fair diversity climate enhances the organizational commitment of the employees. As per this article, the managers of organizations significantly focus on the inclusion of all employees equally for effective diversity management. This information this article is highly credible and it can be effectively applied in real work scenario because of its practical implication. Furthermore, Triana et al. (2015) stated that changes in employment law can affect the perceived racial discrimination among the employees. However, this article is not much focused on discussing the strategies to be followed by managers in managing workplace diversity. Hence, it may not be much application to real workplace scenario.
As per Guillaume et al. (2017), workplace diversity benefits the organizations through better decision making, more innovation, larger talent pool and wider customer base. Diverse and unique set of ideas from diverse employee groups leads to organizational innovation. Furthermore, Downey et al. (2015) also focused on increasing significance of workplace diversity in today’s contemporary business organizations for fostering high level of competitive advantage. However, just like the previous article, this article has also suggested that the organizations must be focused on proper diversity practice for effective utilization of workplace diversity and harnessing their advantage in organizational outcome. Both the articles have suggested several diversity practices through workgroup diversity, inclusion, trusted work climate and organizational diversity for better diversity management. Furthermore, Triana et al. (2015) has highlighted the importance of workplace diversity on organizational outcome through positively perceived racial discrimination. As per this article, the employment discrimination enhances the ability of the employees towards recruiting qualified employees, retaining top talents and improving employee performance. This article has highlighted the changes in the employment laws for better managing racial diversity in organizational settings.
The article written by Guillaume et al. (2017) has demonstrated several moderators of workplace diversity for better managing the diversity. The relational diversity enhances the interdependence of the employees among each other that minimize the distance among diverse employee set. The work group diversity leads shared knowledge and experience among the employees for maximum utilization of diversity advantage. All the diversity practices mentioned in this article is indirect on the employees for leading proper diversity management. On the other hand, Downey et al. (2015) has suggested direct practices of diversity management to the employees for effective management of employee diversity. Hence, such strategies can better be implemented in real workplace scenario towards managing diversity workgroup in organizations. Such article has suggested establishing trusted workplace climate for leading fair perception of diversity climate with the diverse workgroup of organizations. The article has also suggested direct inclusion of the diverse workgroup in the organizational decision making process. Hence, such employees feel equally valued and respected at their workplaces that lead to increased employee outcome. On the contrary, Triana et al. (2015) just focused on the changes of social, political and legal perspective for better leading workplace diversity. However, this article has not provided any direct strategy to the managers of the organization towards managing workplace diversity effectively. It is just concerned about changes in legal aspects for leading fair treat of employees at their workplaces regardless of their racial background.
The article written by Guillaume et al. (2017) has discussed the workplace diversity including the employees, who are different from each other in terms of their age, race, gender, ethnicity, religion, culture, physical structure and other factors. The relational demography moderator explained in this article has highlighted the social integration and interdependence of diverse employees on each other. However, the article written by Triana et al. (2015) is mainly focused on racial diversity, where the employees, who are different in terms of other demographic factors, are not included in the research. As per this article, racial and women minority groups mostly feel deprived at their workplace. This statement contradicts with other two articles, which are concerned with workplace diversity including all kinds of demographic factors. The research of this article is much specified to the racial discrimination and not on others. Hence, the diversity practices mentioned in this article may not be applied to real workplace scenario, which is consisted on employees, who are diverse in terms of other demographic factors.
Guillaume et al. (2017) have conducted research on 35 organizations for assessing the work group diversity at the workplaces. The primary information collected from the employees and managers has proved that social integration among the employees leads to well being and increased performance level of the employees. Downey et al. (2015) have conducted research on 4597 diverse employees of a large healthcare organization. Hence, the outcome of the article is highly authentic can be perfectly applied to the real workplace scenario. On the other hand, Triana et al. (2015) have conducted researched based on secondary information collected from different secondary sources. Hence, it may not provide actual discrimination scenario of the workplace.
3). Recommendation
3.1 Clear Communication
The managers of the organization should clearly communicate the organizational goals among the employee irrespective of their backgrounds. It will help the employees to understand the actual purpose and diversity benefits on the organization. In this way, the employees will feel highly valued at their workplace, which will lead them to accept the organizational diversity. Furthermore, clear communication of organization goals will encourage the diverse employees to work in collaboration with each other for achieving the common organizational goals.
3.2 Employee Inclusion
Employee inclusion is one of the most significant ways of managing workplace diversity at the workplace. Moreover, the managers of organizations should include the all the employee equally in the organizational decision making process. In this way, the employees will have a feel of fair treatment at their workplaces. Hence, all the employees irrespective of their demographic backgrounds will be willing to work in collaboration with each other.
3.3 Proper Corporate Governance
Proper corporate governance is extremely important for the managing workplace diversity and harness the diversity advantage in organizational outcome. Moreover, the managers of organizations should adhere with all the employee discrimination laws before making the employment policies for diverse set of employees. In this way, the adherence with the discrimination laws would lead to perception of fair treatment among the diverse set of employees.
3.4 Diversity Training
The managers of contemporary business organizations must implement diversity training programs for better managing workplace diversity. In such training, the managers will train the employees for enhancing their cultural understanding for different culture of the diverse employee set. It will ultimately encourage the employees to respect each other irrespective of their different backgrounds.
Conclusion:
While concluding the three articles, it can be said that organizations can effective harness workplace diversity for leading organizational innovation. However, the managers of the organizations must be able to manage workplace diversity through proper diversity practices. Relational demographic and inter group diversity leads to interdependence and shared knowledge among diverse set of employees. On the other hand, trusted diversity culture leads to perception of fair employee treatment irrespective of their demographic background. Proper employee inclusion also leads to effective diversity management in organization. Furthermore, changes in employment laws always foster perception of fair treatment for diverse set of employees in organizations.
Organizational behavior deals with employee behavior and employee interaction in an organization. Workplace diversity deals with understanding, accepting and valuing the differences of diverse employees employed in an organization (Downey et al., 2015). Organizations can lead to high level of organizational innovation through implementing effective diversity practice at the workplaces. This study will select three journal articles on the topic of workplace diversity and summarize the key points of all three journal articles. Furthermore, the study will also analyze the three articles by finding different similarities and differences among them. Depending on the findings of the articles, the study will also suggest some suitable recommendations for the managers of organizations towards better harnessing workplace diversity.
References:
Downey, S. N., Werff, L., Thomas, K. M., & Plaut, V. C. (2015). The role of diversity practices and inclusion in promoting trust and employee engagement. Journal of Applied Social Psychology, 45(1), 35-44.
Guillaume, Y. R., Dawson, J. F., Otaye?Ebede, L., Woods, S. A., & West, M. A. (2017). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.
Triana, M. D. C., Jayasinghe, M., & Pieper, J. R. (2015). Perceived workplace racial discrimination and its correlates: A meta?analysis. Journal of Organizational Behavior, 36(4), 491-51
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download