Organizational diversity refers to the disparity in the people working in an organization and encompasses race, gender, ethnic group, cognitive style, tenure, background, culture, race and much more illustrating its complexity.It is an important issue affecting the diverse organizations around the world since the world has become a global village and different people from different countries are finding themselves working in organizations across home-borders.
This paper seeks to establish the importance of understanding organizational diversity and the affiliation of strategies, systems and practices required to expand operations in to the global community Understanding organizational diversity Diversity is increasing over the years and organization managers are coming up with ways of incorporating this dynamic change in their operations .Policies are being formulated and managers are willing to use resources to manage diversity.
They deal with diversity issues of communication, adaptability and change (Greenberg, J 2006).
Incorporation of diversity policies in every aspect of an organization’s procedure is helpful because it deals with the grassroots issues, since it is employee-based and improves the adaptability of the organization as well as increase the productivity due to employee morale. A positive perception of diversity can help an organization to overcome overriding issues like conflicts among employees which inhibit progress. Cohesion among employees ensures a conducive environment, which fosters effective execution of work.
The systems and practices that deal with understanding diversity are imperative because challenges and obstacles to the organization due to diversity are recognized and proper solutions are put in place. A company must make assessing and evaluation of diversity in the workplace an integral part of its strategic plan (Greenberg J, 2006). Assessment enables the management to recognize areas where diversity is causing problems and areas where it can be used to optimize productivity. Towards this end, a survey can be an effective and accurate way of measuring employee satisfaction.
Close scrutiny of employee behavior, performance and consideration of the views of different employees in the broad-spectrum is also recommended (Tejwaney. T, n. d). Additionally, development of a plan to deal with diversity is the consequent step, and it should be comprehensive, attainable and effective. Implementation of the work plan is the hardest as the management can face resistance from the employees but utmost co-operation, commitment and effort input can produce good results.
A great connection between strategies, systems and practices must exist and integrated effort between the employees, management and external parties like suppliers, consultants and company-partners is of the essence. A synthesis of information from the top management, to the low-level tactical teams should be used in the operations and all departments should work and consult each other, in the process to increase effectiveness. According to Pinto. J (2006), the organizational system relating to global operations is similar to the collaboration between departments within a company.
An organization’s management should implement plans that take into consideration diversity, transcending beyond conventional corporate borders. Communications is a key factor and should be efficient even across time zones, borders to enable virtual teams to work effectively (Pinto. J, 2006). Conclusion Organizational diversity can be used as a tool to promote the success of an organization. Many organizations are tapping it as a resource it gives them a competitive advantage over the others.
There may be challenges but with an organization’s resources and a proper strategy, the limitations could be revolutionized into something positive. References Greenberg. J (2004) Workplace diversity: benefits, challenges and solutions. http://www. diversityworking. com/employerZone/diversityManagement/? id=9 Tejwaney. T (n. d) Understanding organizational diversity http://www. helium. com/items/1463948-organizational-diversity Pinto. J (2006) Collaboration strategies fuel growth and success. http://www. jimpinto. com/writings/collaboration1. html