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Workplace Diversity ( Comparative Report Outline)

Workplace Diversity


Professionally,  diversity in a workplace refers to the  heterogeneity among the employees in regard of  race, ethnicity, religion and gender.  There  are always instances that a particular group is differed from the dominant group of employees.   Nevertheless,  labor law    does not allow   the differences in race, ethnicity, religion and gender  hinder the compliance of the companies to  inhibit  equal employment policies and  opportunities to the workforce.  For instance, in the United States,  the federal and state laws prohibit US employers to give any consideration  of hiring or assigning  employees on the basis of  his or her  race and ethnicity.  Furthermore, the US law also  protects the social rights of every employee  to be respected  by other employees and the management regardless of race, religion, age, sexual preference and physical ability.  The people of minority group still have the right to be  hired because they are qualified and  fit to the  job. The diversities in the workplace is already a globalized phenomenon; it reflects  on the globalized industry and economy that almost companies are practicing nowadays.  The multicultural work force where value is placed on diversity of thought, and the perspectives shared from individual standpoints are seen to benefit organizations that are savvy enough to capitalize on them.  The business case for diversity theorizes that, in a global marketplace, a company that employs a diverse workforce, is better able to understand the demographics of the workplace.

Besides, there  are other diversities in the business like the global consumer market, as well as their diversities  in   perceptions about the  products and services of the company.   The customers satisfaction really diverted by  their personal  and business preferences, experiences,  budget and performances.  On the other hand,  the employees in the organization have a strong   diversity inclusion culture  in terms of  employee performance, productivity, higher absenteeism, and higher turnover which all  result in higher costs to the  part of the company. While a company that chooses to foster an  inclusive environment for increased productivity,  has better problem solving capabilities, and increases its  market share through applying the investment  theories and concepts to diversity inclusion strategies. Keep in mind that  every   diversity concept   requires an intentional implementation  by top management in the company in order to  really  achieve  inclusion and acceptance among the majority of the workforce.

According to  Taylor Cox Jr.,   there are three types  of  organizations that mainly focus  on the employees' development and cultural diversities.  First, the monolithic organization, in here, the presence of persons from different cultural groups in a single organization is shown.  And, the male employees' privileges and opportunities are in main importance. This type of organization does not allow  women and the  marginalized members to lead and have control within the organization. Second, the plural organization is a more heterogeneous membership as to compare to the monolithic organization.  It is  more inclusive of persons from cultural backgrounds that differ from the dominant group. This type of organization allows women and the marginalized group  to be empowered within the organization. Thirdly is the  multicultural organization which composed of many different cultural groups, but it gives values  and respect to the  diversity, at the same time,  it promotes  healthy  competition  among the various groups.  Moreover,  good leadership is very essential in managing diverse group of employees in the organization.  It is  obvious that diversities in the workplace is a true challenge  for the  top leaders  and managers.  The success of  multicultural organization  can be achieve through  good leadership that evolves over time. And, the trait leadership theory implies that leadership is dependent on physical and social attributes of any individual. Additionally, theories the use of  power and authority in the business place is   autocratic, democratic and laissez-faire leadership styles.  These are all associated with  management skills  and good subordinate relationship to distributing and sharing power. Sometimes, these  powers may overlap and lead  to situational leadership; it greatly depends on the  level of relationship between the  people's behavior and  the responsibilities that are assigned to the employees.,-Challenges-and-Solutions&id=11053

In addition, there are  two types of leadership in the multicultural organization, the transformational and discursive leadership.  Foremost, the transformational leadership focuses on change agents together with the performance and  competencies of the   workforce.  By this way, the company may  see the mission, vision and goals of  the company, as well as they will have the opportunity to share it with their clients, so as they can share it with other people in the community. In the contrary, discursive leadership takes a closer examination of a leaders ability to shape the organizational talk, meaning and resulting interpretations from all discursive acts, symbols and vocabulary.  As a matter of fact,  the combination of these two kinds of leadership  leads , allows and encourages mid-level managers to shine out in the organization.,-Challenges-and-Solutions&id=11053



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