Productive Diverity
Productive Diversity
Marina Zloczower Zukin
BUS102
Professor Caroline Howard
November, 4th, 2013
I. Introduction
Diversity can be described as the many differences within a group of employees. Diversity is what differentiates one individual from another, as employees in the workplace. There are four types of diversity: the diversity of skills and abilities, the diversity of values, beliefs and attitudes, the diversity of personality behaviors, and the diversity of organizational status (McGrath at al, 1995). Those multiple types of diversity can be found in any office or organization.
According to a study made by SHRM (2009), the reasons for Diversity can be categorized as follows: 1- for fairness and justice; 2- for a larger talent pool for the future; 3- for the improvement on understanding the consumers and making decisions based on a broader palette of considerations and 4- for legal compliance. Those categories are not exclusive, and most organizations tend to encourage Diversity based on a mix of those reasons mentioned (p. 13).
The improvements generated by a well implemented Diversity are: a better image in the marketplace, a more diverse customer base and a more grounded decision-making process (SHRM, 2009, p. 16). Nevertheless, those improvements only occur once Diversity has been worked on to be productive. There are many challenges to Diversity that can stop it from been successful to the company, as will be mentioned further.
The better image in the marketplace caused by Diversity is due to the fact that nowadays Diversity is very much in fashion. There are new laws towards hiring minorities, such as women and colored people. Because of social responsibility, companies are eager to show that they care for the society and the environment. Diversity has been one of the new market values, after cost, quality and dependability.
II. Diversity and its Challenges
There are many aspects to Diversity that can
Marina Zloczower Zukin
BUS102
Professor Caroline Howard
November, 4th, 2013
I. Introduction
Diversity can be described as the many differences within a group of employees. Diversity is what differentiates one individual from another, as employees in the workplace. There are four types of diversity: the diversity of skills and abilities, the diversity of values, beliefs and attitudes, the diversity of personality behaviors, and the diversity of organizational status (McGrath at al, 1995). Those multiple types of diversity can be found in any office or organization.
According to a study made by SHRM (2009), the reasons for Diversity can be categorized as follows: 1- for fairness and justice; 2- for a larger talent pool for the future; 3- for the improvement on understanding the consumers and making decisions based on a broader palette of considerations and 4- for legal compliance. Those categories are not exclusive, and most organizations tend to encourage Diversity based on a mix of those reasons mentioned (p. 13).
The improvements generated by a well implemented Diversity are: a better image in the marketplace, a more diverse customer base and a more grounded decision-making process (SHRM, 2009, p. 16). Nevertheless, those improvements only occur once Diversity has been worked on to be productive. There are many challenges to Diversity that can stop it from been successful to the company, as will be mentioned further.
The better image in the marketplace caused by Diversity is due to the fact that nowadays Diversity is very much in fashion. There are new laws towards hiring minorities, such as women and colored people. Because of social responsibility, companies are eager to show that they care for the society and the environment. Diversity has been one of the new market values, after cost, quality and dependability.
II. Diversity and its Challenges
There are many aspects to Diversity that can
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