Diversity Policy in a Work Place for Diversity- myassignmenthelp

Question: Discuss about theDiversity Policy in a Work Place for Diversity. Answer: Advantages Diversity in an organization creates a diverse experience. Fellow employees with different cultural backgrounds come up with a new set of experiences to share with other members in their departments. Pooling the diverse knowledge and skills of culturally distinct workers together can benefit companies by strengthening teams' productivity and responsiveness to changing conditions which benefit the company (Hndlaechner 2008, p. 152). If these new ideas they bring up with them are used accordingly, it will have a positive impact on all employees within the organization and hence bringing the best out of them. Diversity in an organization promotes learning and growth. It will create an opportunity for employees' personal growth. Being involved with people who possess new ideas, cultures and perspectives can help individuals to reach out intellectually and gain a clearer view of their surroundings and their place in the world (Jager, B, and Cleland, A. 2016, 153). Spending time with culturally diverse co-workers also reduce ethnicity and make employees be well-rounded citizens in the society. Diversity also increases adaptability in an organization. To address problems of workplace diversity, an organization has to develop a variety of solutions, forcing them to adapt to a diverse workforce (Konrad 2006, p. 67). It might be a long and tire full process, but in the long run, you will realize that it is worth it. People from diverse backgrounds can provide ideas which help in dealing with the changing customer needs and fluctuating markets. It will increase the volume of sales as a result of wide customer rich. It also means that an organization has to develop a new process which brings together people with different ideas to work together as thiswill without a doubt create good interaction among employees which is very healthy for the organization (Karmann, Flatten, Brettel 2016, p. 223) One of the great advantages of diversity in a workplace is that it also increases productivity. Globalization and internalization are two of the gifts that workforce diversity brings to the table, this is why foreign executives are very successful in the corporate world in America, while citizens from Europe find their place in high-level jobs (Peters 2008, p. 22). When they combine their skills, experience believe and individual strength they can do wonders in the field of production. There is even that completion among employees that the other employees who are from another race or cultural background cannot defeat him or her in performing a particular task which in the long run leads to high level of production. As a result of high level of production the company makes big profits and return on investment. Diversity also increases the range of services. A diverse collection of people with different experiences, skills, cultural understanding, languages and other differences enables a company to provide customers services on a global basis (BendlHenttonen 2015, p. 71). It is because language barrier and cultural differences are avoided. These employees from the same race with clients will interact freely with them as they understand them much better. The customers will also be impressed finding out that the organization is not specific to the kind of people they employ hence making them like the place more. Once the management has an in-depth knowledge about a particular race, they will be in a good position of providing services that specifically suits them. A systematic study has shown that that diversity policy in a workplace is a source of organizations ideas (Karmann, Flatten, Brettel 2016, p. 234). No two people will ever think alike in everything. A company that knows how to exploit different technicalities from employees can create a large pool of ideas and experiences from them. From these ideas, the company can then come up with strategies which deal with business concerns and customer needs (Hendrix Jackson 2016, p. 246). With these advantages of diversity in an organization, it can be concluded that it is a good policy which an organization should practice, it is a pool of ideas, it increases productivity, it makes the employees grow individually, it increases a range of services and more so creates adaptability. This is something which all companies yarn for, and if they can be achieved through diversity, then it is something worth practicing. Disadvantages Even though diversity has many positive effects on an organization, it will not be right to omit its demerits as they will also help an organization to decide whether to practice it or not. It will make those organization practicing it also to be on the alert about the challenges it might also bring abroad with it. One of the challenges of diversity in a workplace is the language barrier. Effective communication is a factor for success. Unfortunately, diversity can be in the way, and can directly reduce productivity due to lack of cohesiveness (Peters 2008, p. 55). It explains why some companies catering to international customers hire multilingual or bilingual customer service representatives. Unless effective communication is achieved, workplace diversity can be a problem. Diversity also minimizes freedom of speech. In a diverse workplace, an employee must be sensitive to race, cultural background, beliefs, and other issues (Danowitz, Hanappi, Mensi-Klarbach 2012, p. 102). So you do not just crack jokes about others who are not from your race because it may not be as acceptable. People cannot freely state their opinions or tell stories whenever they want for fear of being judged as discriminating. It is not only effective communication that is a disadvantage in a diverse workplace, but also freedom of speech. Imagine working in an environment where you need to always tread carefully (Golembiewski, 2003, p. 188). It will not be a workplace which many people would like to be associated with. Another disadvantage of diversity policy in a workplace is that it leads to high cost of training. Instead of the normal training, every organization needs to invest in seminars, programs, and lectures meant to promote diversity in the workplace (Bendl, R. and Henttonen, E. 2015, 132). Such training is essential as they will teach employees how to accept thoughts, ideas, and personalities of others in the workplace. It also provides information on how to deal with prejudice and conflict in a civilized and professional manner (Bell 2012, p. 192). Since companies will always hire, it means it will continue to spend on training. Last but not least, diversity will lead to integration. Even in an environment where diversity policy is not practiced, exclusive social groups always come up but it is common in a diverse workforce. When such groups form, informal divisions can occur, which will promote social integration (Hndlaechner 2008, p. 164). It will also lead to a working environment characterized by culturally different employees who avoid each other. It hinders the effective sharing of knowledge, skills, and experience thereby resulting in low productivity and lack of business growth. Recommendations and Conclusion By looking at both disadvantages and advantages of diversity in a workplace, It is highly recommended that organizations should practice it as it will lead to high profits and return on investment. The disadvantages can be worked on by training employees on how to relate to each other and avoid unnecessary competition which may lead to low quality and reduction in productivity. Training might be expensive, but it will be a long-term benefit to the company. Diversity in the workforce is growing in all countries around the world. When an organization adopts diversity policy it can perform better. It is important for the companies to have knowledge about diversity and how to handle the negative issues relating to it. Also, the need for the diverse workforce is getting more not only because there are different people but also because they can produce better results with having different types of people working together (Jager, B, and Cleland, A. 2016, 153). It is therefore recommended th at diversity policy is one of the best a company should adopt in order to achieve its objectives. List of References Bendl, R., Bleijenbergh, I., Henttonen, E. 2015. The Oxford handbook of diversity in organizations. Oxford, Oxford Brookes University. BELL, M. P. 2012. Diversity in organizations. Mason, Ohio, South-Western College. Danowitz, M. A., Hanappi-Egger, E., Mensi-Klarbach, H. 2012. Diversity in organizations: concepts and practices. New York, Palgrave Macmillan. Golembiewski, R. T. 2003. Managing diversity in organizations. Tuscaloosa, Al, University of Alabama Press. Hendrix, K, Jackson, R 2016, 'The Contours of Progress: Parsing Diversity and Difference Studies', Communication Education, 65, 2, pp. 245-249 Hndlaechner, M. (2008). Managing cultural diversity and how to manage it within an organisation. Munich, GRIN Verlag GmbH. Jager, B, Cleland, A 2016, 'Polysemy Advantage with Abstract But Not Concrete Words', Journal Of Psycholinguistic Research, 45, 1, pp. 143-156, Communication Mass Media Complete. KONRAD, A. M. (2006). Cases in gender and diversity in organizations. Thousand Oaks, California, Sage. Karmann, T, Mauer, R, Flatten, T, Brettel, M 2016, 'Entrepreneurial Orientation and Corruption', Journal Of Business Ethics, 133, 2, pp. 223-234 Peters, B. A. (2008). Managing diversity in intergovernmental organisations. Wiesbaden, VS, Verlagfu?rSozialwissenschaften.