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Workforce Diversity is not good for an Organization

Workforce Diversity is not good for an Organization
It is entirely wrong to support the claim that diversity is not good for an organization due to the benefits of diversity such as employee motivation, learning enhancement, corporate social benefits and organizational growth among other advantages.
Colorado, G., Chrysler, D., Mae, F., Washington, S., Diego, S & Xerox (2011). Best Practices in Achieving Workforce Diversity. Washington D.C: US Department of Commerce and Vice President Al Gore, Provides a summary of the major steps that an organization can take in ensuring that its road towards effective implementation of diversity is successful. The major strategies that need to be put in place to manage diversity effectively are management’s commitment towards managing issues of diversity, employee involvement in planning and change management, and incorporation of diversity in long-term strategic planning. The publication is important, especially to the human resource managers that look forward to creating diversity within their organizations. The document is relevant to the topic since it explores into details what needs to be done to realize the benefits of diversity. The source is credible. The work has been written using great corporate partners who gives diversified information on the subject at hand. They have different geographical settings and different line and type of work. It was composed and analyzed using the benchmarked partners as the primary source of the information. The use of various setting while writing the article, the author(s) gave it a good foundation in the analysis of the diversity of the work. The year of publication of the source was on 2011 hence it is not outdated. It was published by the U.S Department of commerce, a government agency that’s main purpose is to create jobs, promote economic growth, encourage sustainable development and improve standards of living for all Americans.
Metcalfe, A. (2011). Workplace Diversity Strategy. Australia: Department of Immigration and Citizenship. In this publication, the Australian government looks into some of the benefits that organizations can realize from workforce diversity. To begin with, diversity is defined as the provision of equal employment opportunities inclusive of inherent features such as gender, race, culture, religion and other factors. The first benefit identified as a result of workforce diversity is increased acceptance by the community. Furthermore, long-term financial benefits also arise due to creativity and innovation spirit of the employees. A case study is given of this department of the Australian department and the benefits associated with it. Being a government publication, the source provides real-life illustrations of the entire issue of workforce diversity. It is very relevant to the topic since it is in support of the thesis statement that workforce diversity is beneficial. Metcalfe is a renowned Australian author especially on business management topics. Having served as a consultant in this field, Metcalfe has had lots of knowledge in human resource management as a section within the business society, some of which he shares through publications as this. His contribution towards this topic is indeed relevant and effective since this is just one of the areas he is specialized on.
Green, A.K., Lopez, M., Wysocki, A. & Kepner, K. (2012). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. Florida: University of Florida. The authors in this academic source look into the benefits and challenge that business organizations face in putting in place diversity at the workplace. The benefits are discussed both from the associates and employers’ perspectives. For instance, diversity can reduce the number of lawsuits that an organization is faced with. Among the challenges is discrimination of minority groups within the organizations, high cost of training and increase in the number of complaints that slows down the rate of progress in an organization. Consequently, managers need to have certain tools such as full understanding of diversity and its requirements, identification of personal biases and prejudice and be ready to deal with issues irrespective of such biases. The publication, in spite of portraying the negative side of diversity, provides appropriate solutions to the major challenges identified hence relevant to the topic. Green and Lopez served in the University of Florida as part-time instructors in human resource management courses. Their participation in University activities such as provision of support towards effective human resource management within the university qualifies them to be peer-reviewed article authors. As a result, this is just what they are specialized in, a reason as to why their publications are often cited by researchers.
Ernst, E., Sharon, A.L. & Brown, J. (2005). Human Resources Strategies to Manage Workforce Diversity. Illinois: Konrad. The reference gives more advanced strategies that human resource managers must put in place to manage diversity. The managers are required to carry out regular research and development to learn more about different culture and come up with an appropriate approach to managing diversity. Hypothetical cases are used to illustrate some of the research actions that were carried out in the past to determine the effectiveness of some of the most common managerial initiatives towards managing diversity. The authors are also interested in the benefits that come as a result of diversity within organization. Employee sourcing is should come from a variety of areas and be unbiased of the various traits that the employees possess. The literature is essential to the readers since it uses real-life illustrations of research findings on the value and approaches towards diversity. In support of the thesis statement in this case, the source encourages managers to increase the rates of diversity in their organizations. Ernst has published several books on human resource management that have been borrowed by universities all over the world for example “Acceptance of Human Resource Innovation” in which issues such as diversity is also explored.
Ehimare. O. A. & Ogaga-Oghene, J. (2011). Impact of Workforce Diversity on Organizational Effectiveness: A Study of a Nigerian Bank. Ogun State: University of Petrosani. This is case-guided illustration of the pros and cons associated with workforce diversity. In this case, research was carried out on a Nigerian bank to collect both primary and secondary data for analysis. The Independent variables used in the research included cultural diversity, growth strategy and control variables while the dependent variables used included performance measures and data analysis issues. The results from the research had more proofs in support of implementation of workforce diversity. Using the techniques of correlation and regression analyses, the research concluded that there is reason for financial institutions to put in place diversity so as to realize maximum gains from investments. Through the case study, the source credibly looks into diversity from a more professional perspective. The major pillars of diversity such as culture, gender and race that are of major considerations in this discussion are the same cases used by their authors in their data collection and analysis. As far as organizational behavior is concerned, Ehimare has been a critical point of reference both by students and lecturers due to the manner in which her publications make the subject simple to understand.
Dike, P. (2013). The Impact of Workplace diversity on Organizations. London: ARCADA. This source provides a general overview of the short-term and long-term implications of workforce diversity. In order to put in place effective diversity in the organizations, the authors advises managers to take into account variables such as company size, company location and organizational culture. The organizational culture has to be in line with the individual cultures of its employees. The risks associated with diversity such as increased turnover rates are also looked into. Most of the employees discriminated against will find it very challenging to fit into the organizations. Though the source is more onto the dangers that organizations may encounter if they were to implement diversity culture, the managers are portrayed as important success or failure indicators. In relation to the topic, diversity implementation can be dangerous to a business entity but it is important to take cautionary measures before full implementation. Dike is a long-serving lecturer at Arcada University in Business Management and Administration courses.
Ministry of Manpower. (2013). Managing Workplace Diversity: A toolkit for Organizations. Singapore: National Integration Working Groups for Workplaces. This publication provides a full guide to organizations in proper management and utilization of diversity in order to realize maximum benefits from such initiatives. Managers are advised to participate in team formation processes to ensure that workgroups are not developed from a discriminatory approach. The teams need to be motivated regularly to ensure that they take part in the activities of the organization as a unit and not as individuals. In addition, the source provides employee inclusiveness as a way to realize the advantages of workplace diversity. Here, managers need to delegate duties fairly to all employees to make them feel part of the organization. This source provides a roadmap to the managers in effectively ensuring that their employees feel recognized and appreciated. It is relevant to the debate in this case since in addition to providing the approaches that managers need to take, it provides a list of consequences that organizations may face if these strategies are not put in place. The Ministry of Manpower in Singapore is in charge of setting all the labor laws of the country. Through consultation with human resource managers, the ministry has been successful in coming up with appropriate workforce management policies to guide organizations and companies in Singapore.
Shore, L.M., Chung-Herrera, B.G., Dean, M.A., Ehrhart, K.H., Jung, D.I., Randel, A.E. & Singh, G. (2009). Diversity in Organizations: Where are we now and where are we going? Human Resource Management Review: Elsevier. As a way to look into the current future trends in workplace diversity application, the authors provide comprehensive information on the history of diversity and all the developments that have taken place in organizations with respect to diversity. For instance, in the case of ethnic and racial diversity, the source puts into use the case of multinational corporations. Most of the expanding global organizations are slowly realizing the long-term benefits that are associated with workplace diversity. Therefore, with more businesses expecting to expand their operations to international levels, diversity will keep expanding and employers have to be prepared to diversify their workplaces. The source is very relevant in that it takes sides against the topic of the essay and provides substantial claims based on current and future trends. L.M Shore is a popular online peer-reviewed articles’ author that most online researchers borrow ideas from, especially in change management in organizations.
Bergen, C.W., Soper, B. & Teresa, F. (2002). Unintended Negative Effects of Diversity Management. Journal of Public Personnel Management. Vol. 31 No. 2. This journal explores the importance of diversity to an organization and the unplanned negative effects that it is likely to bring to the organization. For example, most of the resources available to the organization may only be available for use by a given fraction of the employees. Due to differences in knowledge level, some of the employees may be advantaged and managers can do very little to control this. The other unplanned effect is that at the time of change implementation in organizations, groups may collaborate to resist change at all costs. This limits the rate of organizational development. The source is credible enough through the links it provides between the effects and the long-term implications associated with term. It fits into the theme of the discussion in this case since it has arguments both against and in support of the topic. Bergen has been an author of the Journal of Public Personnel Management all seasons and his publications are easily located from the search engines.
Parker, C.S., Guinee, L.N. & Nagel, A. (2007). Leveraging Diversity and Building Power. Ireland: Interaction Institute of Social Change. This is a summary of the techniques that an organization can put alongside diversity to increase its competitive power in the market. Equal opportunities to all employees within an organization are a way to motivate all the workers. The managers have to focus on the interests of each of the employees in order to make diversity lead to growth of the organization and to strengthen its competitive strength. The source provides a step-by-step analysis into the entire concept of diversity. All the issues it addresses are very relevant to the thematic issue in this essay. The authors Parker, Guinee and Nagel, all long-serving employees at Interaction Institute for Social Change, have had sufficient experience in diversity management and their ideas through this source are out of professional backgrounds.
In conclusion, therefore, the benefits of workforce diversity are very numerous. However, to achieve them, managers must be informed of the impending challenge and risks associated with it. Consequently, they have to put in place measures to regulate or prevent the negative effects of diversity to their organizations.

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