Cultural Diversity in the Workplace
Human resources has a big job when it comes to working with people from all backgrounds. Managing diversity is to plan and implement the organizational system and practices to manage people. Cultural diversity involves the differences in the composition of members of an organization in terms of nationality, race, color, gender, creed, religion, or age (Merchant, 2012). The organization has the responsibility to keep a positive influence when it comes to cultural diversity. Members of the company especially those in the human resource department have the responsibility to ensure that each member acknowledges each other regardless of their differences of ...view middle of the document...
The human resource department has the responsibility of hiring the best possible employee for the position and many times this will be from a diverse cultural background.
“Diversity Management is a systematic managerial process whereby a positive organizational environment, is created with their similarities and difference valued. Managing diversity programs can lead to more committed, better satisfied, better performing employees. Literature review on diversity management has mostly emphasized on organization culture, and its impact on diversity openness” (Patrick, 2011).
Many businesses today have offices all over the world where their organization has gone global so diversity has a big impact on the organizations, values, vision and mission. Cultural diversity of today is not only a legal issue but a moral issue and a business obligation. When an organization has a diverse culture it impacts the productivity and profits for if the organization has problems with diversity it affects the whole company. Legally cultural diversity in the workplace has been enforced with programs such as affirmative action and laws relating to equal employment rights. May organizations provide training and awareness of diversity in the workplace and the problems and misunderstandings that can happen (Johnston, 2009)
Taking the limitations of affirmative action into account, many organizations have changed the way in which they address diversity, following a ‘Diversity management’
approach (Kelly and Dobbin 1998). Diversity management can be defined as ‘‘a voluntary and planned program designed to make differences between employees a source of creativity, complementarily and greater effectiveness’’ (Stockdale and Crosby 2004, p. 12). Management is embracing and seeking to make sure that their organization has a diverse culture. The organizations are avoiding generalizations and stereotyping people and are taking the time to understand the differences cultural diversity can have in the workplace.
There are many issues in the workplace that have over time had to have interventions. Human resources are the key players of the company to resolve and to deal with the issues having to do with diversity. Diverse issues in the workplace are related to: race, gender, age, disabilities, religion, job title, physical appearance, sexual orientation, nationality, multiculturalism, competency, training, experience, and personal habits. All these issues are problems come from issues such as miscommunication, and bias.
Miscommunication within an organization is a major challenge that all businesses have to deal with and according to Brownell (2003) in the article “Developing Receiver-Centered Communication in Diverse Organizations.” She tells the meaning of messages can never be completely shared for no two individuals will read these messages the same way nor will they interpret them in the same context. This problem is hard to...