Sample Essay On Organizational Behavior

Type of paper: Essay

Topic: Diversity, Workforce, Organization, Workplace, Company, Management, Business, Employee

Pages: 2

Words: 550

Published: 2021/02/08

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Introduction
Workforce diversity can be defined as how diverse is the workforce working in a company. There are people belonging to different backgrounds, age, race, and cultures working in a company. The workplace diversity is basically concerned with the differences and similarities in many characteristics of the workforce, such as their physical abilities, sexual orientation, race and ethnicity, gender, age, heritage etc.among the employees within the company. With the 21st century and the rising scope of globalization, the workforce diversity has become of utmost importance and is a vital business concern now. In the age of globalization and information technology, the workforce diversity is a growing concern, and there is a critical talent war that is already raging. There is no company in the world that would want to miss out on an opportunity to gratuitously restrict the retention and attraction of the best workforce in the world. The workforce diversity involves management and implications of workforce diversity in organization behavior and involves how the practices and policies are applied to encourage workforce diversity (Allen, p.22). In this paper, workforce diversity is discussed with diversity management and implications of workforce diversity in organizational behavior will be discussed.

Workforce diversity management at workplace

The workforce diversity and its implications in organizational behavior is the major issue of concern in today’s workplace setup. With the 21st century and the rising scope of globalization, the workforce diversity has become of utmost importance and is a vital business concern now. In the age of globalization and information technology, the workforce diversity is a growing concern, and there is a critical talent war that is already raging. There are many implications of workforce diversity that can dramatically impact the performance of an organization. If the workforce diversity is managed well in an organization, it can result in long-term benefits for a company. An employee potential is enhanced; the organization is able to improve its productivity and performance with growth in business. Once the employees are satisfied, the overall performance of an organization improves with excellent customer services. The workforce, which is culturally diverse helps in creative problem-solving skills (Elmuti, p.10).

Implications of workforce diversity

It is imperative to realize that there are many inevitable transformations that are taking place in the workplace today due to rising trend of globalization, changing scenario of workplace culture. The rise in a diverse workforce and the changing trends is due to two main reasons – first is the structure of the population of every country is changing. In some countries, the old age population is increasing which is resulting in rising needs of the foreign workplace which increases diverse workforce in an organization. The second major reason is that due to globalization and the companies expanding internationally, the trend in the diverse workforce has increased significantly (Kochan, p.21).
According to an article published by Glenn, the rise in trend in a diverse workforce in an organization is increasing across the globe due to changing dynamics of population and globalization (Glenn, p.1). The changing nature of the population has resulted in an immigration which further results in growth in population of minority population, which is also clearly reflected in the diverse workforce trends within a company(Kochan, p.21). With globalization, every company is facing competition from international companies no matter what their size is. These foreign companies are expanding into the home countries of other organization which results in rising competition both locally and internationally. It is significant that organizations must find out ways to succeed in international markets as well maintain their market share in the home market. This can be achieved through culturally diverse workforce, which helps in understanding the local market and culture of an organization to succeed in a foreign country. Every organization must compete and try its level best to retain and attract the best talent available and identify the successful employees. This will involve the development of virtual teams with incorporating information technology into work to synergize the teams. Hence, the management of a diverse workforce is crucial for a business success (Glenn, p.1).
There are many implications of workforce diversity in organizational behavior. Once appropriately manage there are many positive implications that a diverse workforce can develop for an organization. A diverse workforce helps in adding value to the products and services offered by an organization and provide a competitive advantage over other competitors who do not take advantage to adjust to changing business dynamics. Another major implication of a diverse workforce is that if they are given their due importance within an organization, regardless of their ethnic background they help in improving the performance level of the company, develop confidence in workplace culture, increase their commitments towards the company with a higher retention level (Al Lamki, p.568).
With the help of workforce diversity, an organization is able to improve their future trends and establish business growth with satisfied employees and excellent customer services. This can only be achieved if workforce diversity is managed well. This would significantly involve that an organization utilizes the full capabilities of its diverse employees abilities such as knowledge and awareness of local culture, business practices and ethics, language skills, market-related information and business norms within the home country. This phenomenon positively impacts an organization’s behavior and improve performance (Kochan, p.21).
On the other hand, if an organization is unable to manage the workforce diversity in an appropriate way it can negatively impact the organization’s behavior and can create innumerable challenges for the management. One of the most obvious challenges is the high turnover rate that can result in a high financial cost to the company. If employees are not satisfied, level of absenteeism will increase as employees are major assets for an organization. This will create an environment of dissatisfaction which will negatively impact organizational behavior. Mostly employees tend to leave their companies at learning stage which results in high financial cost for the company. Another negative implication is lawsuits that an organization might have to face for religious and racial discrimination against employees, which can result in an added financial stress for the business (Seyed Mahmoud, p.521).

Conclusion

Workforce diversity can be defined as how diverse is the workforce working in a company. There are people belonging to different backgrounds, age, race, and cultures working in a company. The workplace diversity is basically concerned with the differences and similarities in many characteristics of the workforce, such as their physical abilities, sexual orientation, race and ethnicity, gender, age, heritage etc.among the employees within the company. There are many implications of workforce diversity in organizational behavior. Once appropriately manage there are many positive implications that a diverse workforce can develop for an organization.

Work Cited

Al Lamki. Orientation: The essential ingredient in cross-cultural management, International Journal of Management, (2002), 19, p.568.
Allen, R., Dawson, G., Wheatley, K. & White, C., Perceived diversity and organizational performance. Employee Relations, (2008), 30 (1), p.22.
Elmuti, Dean. Preliminary analysis of the relationship between cultural diversity and technology in corporate America’, Equal Opportunities International, (2001), Vol.20, Iss. 8, p.10.
Glenn L. Diversity Management Is the Key to Growth: Make It Authentic, Forbes, (2011), p.1, http://www.forbes.com/sites/glennllopis/2011/06/13/diversity-management-is-the-key-to-growth-make-it-authentic/
Kochan, T., Bezruova, K, Ely, R., Jackson, S., Joshi, A., Jehn, K., Leonard, D., Levine, D. & Thomas, D., The effects of diversity on business performance: Report of a feasibility study of the diversity research network. Human Resource Management, (2003), 42, p.21.
Seyed Mahmoud Aghazadeh. Managing workforce diversity as an essential resource for improving organizational performance, International Journal of Productivity and Performance Management, (2004) Vol. 53 Iss: 6, p.521.

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