Transcript lopez_presentation

THE IMPACT OF DIVERSITY IN THE
WORKFORCE AND ITS EFFECT ON
COMMUNICATION AND ETHICS
Thesis statement
Cultural diversity in a workforce will often have an
impact on the communication process and
eventually affects the workforce critical thinking
Workforce diversity
The diversity in the workforce may consist of
different genders, races, religions, lifestyles, ethnic
groups, and age groups (Bendick, 2001).
It is essential for the management of an
organization to check on the cultural diversity in
their institution, and the impacts that this diversity
is going to bring to the team.
Cont.,
Diversity in an organization is essential since
different people from diverse backgrounds bring
together many ideas to be used in problem-solving
(Kundu, 2003).
The organization’s workforce is typically mandated
to come up with a proper working environment in
which various solutions have to be determined to
the existing problems (Kochan, 2003).
Cont.,
The success of the organization will, therefore,
depend upon how well it is going to embrace the
different people with different ideologies (D’Netto,
1999).
Importance of communication
Communication in organizations is usually a
determining factor for its success (Hall, 1993).
It also has a greater influence on the workforce in
the sense that whenever diversity occurs, it is
essential to have an integration program to help the
workforce think as one and make sure everyone
feels part of the team (Pitts, 2005).
Cont.,
If communication among employees is going to be
hindered by the diversity, then the organization will
not succeed, and if communication is improved, the
organization will reap benefits as the employees
become more innovative and motivated.
Cont.,
The factor of cultural diversity exists in the sense
that an individual’s behavior and understanding
differs from that of another person, it can be how
they think, ethics, beliefs, values and even their
communication skills (Richard, 2001).
Whenever a variation emerges in the patterns of
communication due to diversity, initiatives have to
be developed to be able to improve the working
environment (Pitts, 2005).
Cont.,
The organization must engage all their staff and
ensure everyone is informed to avoid creating
differences that might hinder the workforce from
achieving its target, (Kossek, 2006).
 Everyone can have different ideas, but they must
achieve the same goals.
Managing diversity to Improve
Communication
The organizations are required to accept and
understand the differences in communication so
that they can improve the communication within
the diverse workforce.
Communication in a workplace gives strength and
helps conveys possibilities to one another.
Cont.,
 Embracing and appreciating ethical orientations of
every member of the workforce is essential in building
mutual co-existence hence foster communication at the
place of work, (Richard, 2000).
 Ethics plays a vital role in ensuring success in the
workplace ( Hall, 1993).
 The different values of the members of the workforce
should be assimilated to be integral to the wholesome
culture at the place of work for greater success, (Pitts,
2005).
Cont.,
 The organizations should, therefore, manage the
communication barrier brought about by diversity
through the adoption of policies that will bring a direct
influence and guidance on how communication has
must be conducted in the organization, (Kochan, 2003).
 Communication has an influence on an organization in
various ways in that it will involve the recruitment of
staff, style of management, procedures of decision
making, and associations within the firm, (Bendick,
2001).
Cont.,
The cultural diversity in a workforce often provides
an improvement through experiences learned from
others, (Richard, 2001).
It also brings innovative and creative ideas together
through critical thinking. It also influences the
workplace to bring about a lot of productivity,
profits, and even greater investments, (D’Netto,
1999).
Cont.,
However, diversity in the workforce may
sometimes give rise to misunderstanding and
thereby bring about less and poor communication
(Hall,1993).
But if managed correctly, the diverse workforce
will help in sharing of ideas with each other, and
the free communication created will help on
building trust and motivation from each other
(Kossek, 2006).
Cont.,
As per (Dwyer, 2012), a problem or situation that
requires a person or organization to choose between
alternatives that must be right (ethical) or wrong
(unethical).
Ethics is another important factor which fosters
teamwork and great relationships.
Conclusion
Having cultural diversity at a workplace brings
different cultural backgrounds with different ideas
and customs together to accomplish the mission.
If the diversity is managed properly, it will bring a
positive influence, enhance communication and
critical thinking skills and promote a vibrant ethical
environment making the organization successful
and profitable.
Becoming One
References
References
Bendick Jr, M., Egan, M. L., & Lofhjelm, S. M. (2001). Workforce
diversity training: From anti-discrimination compliance to
organizational development. People and Strategy, 24(2), 10.
• D’Netto, B., & Sohal, A. S. (1999). Human resource practices and
workforce diversity: an empirical assessment. International Journal of
Manpower, 20(8), 530-547.
• Hall, D. T., & Parker, V. A. (1993). The role of workplace flexibility
in managing diversity. Organizational Dynamics, 22(1), 5-18.
• Kochan, T., Bezrukova, K., Ely, R., Jackson, S., Joshi, A., Jehn, K.,
... & Thomas, D. (2003). The effects of diversity on business
performance: Report of the diversity research
network. Humanresource management, 42(1), 3-21.
Cont’
• Kossek, E. E., Lobel, S. A., & Brown, J. (2006). Human
resource strategies to manage workforce
diversity. Handbook of workplace diversity, 53-74.
• Kundu, S. C. (2003). Workforce diversity status: A study
of employees’ reactions. Industrial Management & Data
Systems, 103(4), 215-226.
• Pitts, D. W. (2005). Diversity, representation, and
performance: Evidence about race and ethnicity in public
organizations. Journal of Public Administration Research and
Theory, 15(4), 615-631.
Cont’
• Richard, O. C. (2000). Racial diversity, business strategy,
and firm performance: A resource-based view. Academy of
management journal, 43(2), 164-177.
• Richard, O. C., & Johnson, N. B. (2001). Understanding
the impact of human resource diversity practices on firm
performance. Journal of Managerial Issues, 177-195.
• Williams, M. L., & Bauer, T. N. (1994). The effect of a
managing diversity policy on organizational
attractiveness. Group & Organization Management, 19(3),
295-308.
Cont’
• Richard, O. C. (2000). Racial diversity, business strategy, and firm
performance: A resource-based view. Academy of management
journal, 43(2), 164-177.
• Richard, O. C., & Johnson, N. B. (2001). Understanding the impact
of human resource diversity practices on firm performance. Journal
of Managerial Issues, 177-195.
• Williams, M. L., & Bauer, T. N. (1994). The effect of a managing
diversity policy on organizational attractiveness. Group &
Organization Management, 19(3), 295-308.
• Ingram, D (n.d.) Advantages and disadvantages in the work place.
Retrieved from http://smallbusiness.chron.com/advantagesdisadvantages-diversity-workplace-3041.html
Cont,
• Pitts, D. W. (2005). Diversity, representation, and performance:
Evidence about race and ethnicity in public organizations. Journal of
Public Administration Research and Theory, 15(4), 615-631.
• Richard, O. C. (2000). Racial diversity, business strategy, and firm
performance: A resource-based view. Academy of management
journal, 43(2), 164-177.
• Richard, O. C., & Johnson, N. B. (2001). Understanding the impact
of human resource diversity practices on firm performance. Journal
of Managerial Issues, 177-195.
• Williams, M. L., & Bauer, T. N. (1994). The effect of a managing
diversity policy on organizational attractiveness. Group &
Organization Management, 19(3), 295-308.
• Kossek, E. E., Lobel, S. A., & Brown, J. (2006).
Human resource strategies to manage workforce
diversity. Handbook of workplace diversity, 53-74.
• Kundu, S. C. (2003). Workforce diversity status: A
study of employees’ reactions. Industrial Management
& Data Systems, 103(4), 215-226.
REMARKS/SUGGESTIONS
• Focus thesis on the more specific ideas-work on
making connections between the research ideas.
Show the reader how the ideas connect and relate to
that idea of communication being a challenge with
diversity within the workplace.
• *I think the thesis has to be rewritten