The global search for talent has led many organisations to embrace diversity in the workplace. The Organisation Behaviour course is teaching you to resist the inclination to rely on generalisations. However, managers sometimes forget that they need to recognise individual differences in their employees in order to capitalise on their unique strengths. It is pivotal that managers develop a greater awareness of these individual characteristics and manage their diverse workforce effectively to yield positive organisational outcomes. (a) Describe the concept 'workforce diversity'. Explain in detail how diversity: (i) contributes to organisational effectiveness and, (ii) undermines organisational effectiveness.

Concept of Diversity

Work diversity is the involvement of different types of people from different backgrounds such as culture, beliefs, religion, sex, age among others in one workplace.

Key points in work diversity

• Experience
• Background
• Characteristics

It has advantages such as an increase in cash flow per employee.

It is also prone to disadvantages such as discrimination.

Explain in detail how diversity: (i) contribute to organisational effectiveness

Diversity means that each individual brings to the table various skills, strengths, culture and problem solving techniques. Based on the assemblage of skills and experiences coupled with various techniques of solving problems that will lead to effectiveness and efficiency in the organization

(ii) Undermines organisational effectiveness

A diverse workforce portrays a lot of differences in skills, age, culture, beliefs and religion. Biasness and stereotyping is very apparent in a diverse workforce with some workers being discriminated because of their background. The end result is a disjointed organization that may not achieve its objectives due to myriad of cultures and opinions.

Step-by-step explanation

Concept of diversity

Work diversity is the involvement of different types of people in one workplace. There are key points that are considered about an employee when talking of representation in a workplace based on workforce diversity. Among these key points are:

Experience - A company can expand its diversity by considering a person with a more professional experience level rather than an individual that has followed a "cookie-cutter" career path.

Background- This is more than just the job experience, it explores deep into the personal life of an individual. Examples may include where an individual was raised, background education, and other skills possessed by the individual that are not strictly related to the everyday duties of a company.

Characteristic- These are characteristics that have no direct relation to an individual's professional knowledge, but those that can add variety to a workplace. These may include ethnicity, race, religion, gender, sexual orientation, ability, and many more.

Research conducted by an HR consultant Josh Bersin shows that organizations that adapt to the diverse workforce philosophy enjoy an increase of 2.3x more cash flow per subordinate over a period of three years. However, discrimination has been a threat to many organizations that practice diversity. Many do not openly proclaim diversity because they are afraid that it may leave them to messy accusations.

Explain in detail how diversity: (i) contribute to organisational effectiveness

Research has shown that diversity at workplace has often been regarded as yielding challenges, but when looked at critically, it has some benefits. A diverse workforce means that people have different likes, beliefs and way of doing things. As such, each individual has his/her own strengths and skills, which when brought together make the organization very effective. It has been shown that a diverse workforce prides itself in exceptional skills, solutions to problems and innovation. When one brings his/her own way of doing things on the table, then innovations are achieved. This is based on the assemblage of skills and experiences coupled with various techniques of solving problems that will lead to effectiveness and efficiency in the organization.

(ii) Undermines organisational effectiveness

As much as research has shown that diversity is a positive concept, and that many organizations try to achieve it, it is still a very challenging concept in many organizations. This is based on the fact that a diverse workforce portrays a lot of differences in skills, age, culture, beliefs and religion. It has further been shown that biasness and stereotyping is very apparent in a diverse workforce with some workers being discriminated because of their background. This kind of diversity often leads to poor decision making, poor communication and poor teamwork. The end result is a disjointed organization that may not achieve its objectives due to myriad of cultures and opinions.