Organizational Behaviour the Pros and Cons.

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Elements of successful organizational diversity Management.

Why is organizational diversity important? Historically, diversity in the workplace has been

recognized as an employment equity issue. Now, however, diversity in the workplace is being

recognized as a benefit that will contribute to an organization's bottom line. Increased employee

and customer satisfaction end up as increased productivity, all of which are measurable

outcomes (Goff, 1998). Diversity goes beyond employment equity to nurturing an environment

that values the differences and maximizes the potential of all employees, one that stimulates

employee creativity and innovativeness (U.S. Merit Systems Protection Board (U.S. MSPB),

1993). To create an organizational culture that supports workforce diversity involves several

important elements. These elements include a needs analysis, administrative and management

support and commitment, education and training, culture and management systems changes and

continuous follow-up and evaluation.

Needs Analysis

In many of my resources, a needs analysis was the second crucial element after senior

management support and commitment. I feel a needs analysis should be prepared first to provide

information to senior management in sequestering their support as well as to adequately

determine workforce and organizational needs for creating a diverse workplace. First, find out

what employees are concerned about. Most often used for this are focus groups and surveys.

The needs and expectations of a diverse workforce can vary by organizational and functional

levels, location, ethnicity, and gender (Baytos and Delatte, 1993). Second, determine the needs

of the organization. By asking certain questions, an organization can determine its needs based

on its culture and resources (U.S. MSPB, 1993). Does the organization have trouble retaining

employees who would add to its diversity? In...
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