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MANAGING DIVERSITY AT WORKPLACE
Introduction
At present diversity, management has become imperative for an organization. The meaning of diversity emphasizes the state of being different due to different characteristics such as gender, race, age, religion, language, etc. Male and female employees are working as well as various ages people are working in an organization. It reflects there are, employees in terms of different: ages, gender, cultural background, physical abilities, disabilities, nations, ethnicity, etc. employed in a workplace. Managing Diversity at workplaceThese diverse employees in terms of age, race, religion, and gender create diversity in the workplace. Geographical location, age, caste and religion, language, and professional qualification are some factors that affect the creation of diversity in the workplace. According to that, the organization consists of a diversified workforce. Thus workforce heterogeneity is an inherent characteristic of a company. Therefore, managing diversity becomes an essential need for an organization and It is challenging. Workforce diversity is a strength of an organization. It affects for productivity and efficiency of the employees. As well as the cost and benefits have from diversity in the workplace. Researchers have interpreted diversity with several interpretations such as; Cox (2001) defined diversity as the variation of social and cultural identities among people existing together in a defined employment or marketing setting. While William and O’Reilly (1998) defined diversity as the degree of heterogeneity among team members on specified demographic dimensions. Ely and Roberts (2008) define cultural diversity as differences among team members in race, ethnicity, gender, religion, nationality, or other dimensions of social identity that are marked by a history of intergroup prejudice, discrimination, or oppression. According to my point of view, diversity is the range of differences in terms of various qualities and individualities. Although, diversity management reflects employing proper practices, behaviors, work policies, rules, and procedures to govern the differences among employees in order to achieve competitive advantages. There are various perspectives relating to diversity management in the workplace. Among those, the main consent of this report is to examine: the dimensions of diversity, the need of addressing diversity and diversity management, and methods that can be applied to manage diversity in the workplace are getting priority.
Managing Diversity at workplace
Introduction
At present diversity, management has become imperative for an organization. The meaning of diversity emphasizes the state of being different due to different characteristics such as gender, race, age, religion, language, etc. Male and female employees are working as well as various ages people are working in an organization. It reflects there are, employees in terms of different: ages, gender, cultural background, physical abilities, disabilities, nations, ethnicity, etc. employed in a workplace. Managing Diversity at workplaceThese diverse employees in terms of age, race, religion, and gender create diversity in the workplace. Geographical location, age, caste and religion, language, and professional qualification are some factors that affect the creation of diversity in the workplace. According to that, the organization consists of a diversified workforce. Thus workforce heterogeneity is an inherent characteristic of a company. Therefore, managing diversity becomes an essential need for an organization and It is challenging. Workforce diversity is a strength of an organization. It affects for productivity and efficiency of the employees. As well as the cost and benefits have from diversity in the workplace. Researchers have interpreted diversity with several interpretations such as; Cox (2001) defined diversity as the variation of social and cultural identities among people existing together in a defined employment or marketing setting. While William and O’Reilly (1998) defined diversity as the degree of heterogeneity among team members on specified demographic dimensions. Ely and Roberts (2008) define cultural diversity as differences among team members in race, ethnicity, gender, religion, nationality, or other dimensions of social identity that are marked by a history of intergroup prejudice, discrimination, or oppression. According to my point of view, diversity is the range of differences in terms of various qualities and individualities. Although, diversity management reflects employing proper practices, behaviors, work policies, rules, and procedures to govern the differences among employees in order to achieve competitive advantages. There are various perspectives relating to diversity management in the workplace. Among those, the main consent of this report is to examine: the dimensions of diversity, the need of addressing diversity and diversity management, and methods that can be applied to manage diversity in the workplace are getting priority.
Managing Diversity at workplace
