Diversity Management: A New Organizational Paradigm
The article in review explains the concept of diversity in management versus the notion of Affirmative action. Affirmative action (AA) was formed to counter the effects of a history of discrimination. AA was formed to increase the representation of women and minorities in areas of employment, education and business from which they have been historically marginalised. However, AA has devalued the accomplishment of people who are chosen based on their social groups to which they belong rather than their qualifications. It has proven to a certain extent to have undesirable side-effects which somehow led to failing to achieve its goals. On the other hand, diversity in management is more appealing as it intends to foster a more positive environment in a workplace. It encourages employees to be more comfortable with diversity, promote and respect for individual differences among a group of employees. Unlike affirmative action, diversity management encourages the development of latent skills and talents among employees. This means that employees who feared that they can’t get promotions because of their race, gender or sexual orientation don’t have to fear anymore. They rather feel valued and more willing to step outside their comfort zones. This could greatly be beneficial to the organization. Implementation of this paradigm has proven in many cases that working in such an environment has increased quality and productivity, stimulated innovation and change and created a positive working environment amongst to name a few.
In my experience, South Africa adopted the principle of Affirmative action in order to correct the imbalances created in the Apartheid government which discriminated against the African people of country. Although this was supposed to be a positive move towards creating equality in the government, education and business sectors it rather created a bit animosity amongst people. The skilled work...
Please join StudyMode to read the full document