Discussion: Workplace Diversity
Within my organization, the aspect of workplace diversity was a serious challenge that was hindering performance and productivity. Generally, the problem was defined as various differences that are available between people within the organization (Patrick & Kumar, 2012). This definition may sound simple but generally within our organization, diversity was entailing about race, gender, age, ethnic group, tenure, personality, education, background, cognitive style and organizational functions (Patrick & Kumar, 2012). Actually, diversity in the organization did not only incorporate how employees perceived themselves but how they perceived others. Having such perceptions in mind affected the employees’ interactions (Patrick & Kumar, 2012). For wider assortment of the staff to have the capacity to function efficiently as an organization, it was relevant for the managers and leaders to consider how to deal with the issue effectively. Some of the issues that were related with the problem were such as adaptability, changes and communication (Patrick & Kumar, 2012). Within our organization, we anticipate that the aspect of diversity will have to increase in the coming years. As a successful organization, we have recognized the need for taking immediate actions and we are ready and willing to utilize our resources to manage diversity within the current workplace environment (Patrick & Kumar, 2012).
In this matter within the organization, there were various skills that were necessary but they were proved to be weak by the time. Communication skills from the employees were relevant to have overcome the challenge of perpetual, language and cultural barriers. Due to the ineffective communication skills, there was confusion, lower morale and lack of teamwork. Another skill that was essential was related with how we could deal with resistance of changes (Patrick & Kumar, 2012). Some of the employees failed to have skills of dealing with resistance and they failed to accept fact that social and cultural makeup of the workplace was experiencing various changes. Some of the employees maintain the mentality that, “we have always being doing things this way” hence inhibiting new progress and ideas. As well, it was worth to have skills that would create and develop workplace policies. Failure to have such skills emerged to have overriding challenge (Patrick & Kumar, 2012). However, the skills were relevant since the organization was armed with employees’ assessments outcome and research data whereby they were expected to build and come up with customized strategies that would have maximized the effects of diversity in the organization (Patrick & Kumar, 2012).
Gaps that were identified within the organization related to lack of divert training. As a manager, I had to deal with this gap by offering sufficient training within the organization and setting diversity management plans. I created strategies and implemented them to ensure that I developed a culture of diversity that was pervaded each division and function within the organization (Patrick & Kumar, 2012).
On the other hand, people have mapped with other relevant ideas of solving the issue. Taking assessment of the workplace diversity is an essential way towards this. Many large organizations have been assessing and evaluating the diversity process as a crucial part for the management system. Making customized employee satisfaction survey offer chances of accomplishing the assessment conveniently and effectively (Patrick & Kumar, 2012). Managements are capable of finding the challenges and obstacles related with diversity within the workplace and policies required. In this case, considering the many other have skilled up to deal with diversity indicates that taking an assessment on the issue offer comprehensive report which is core to decision making (Patrick & Kumar, 2012). The start of the structure on diversity is the workplace plan. The plan needs to be comprehensive, measurable and attainable.
Patrick, H. A., & Kumar, V. R. (2012). Managing Workplace Diversity. Sage Open, 2(2), 2158244012444615.