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1)Introduction: –

are becoming more diverse within the organizations day by day. The CEO of
fortune 500 believed that workforce diversity is basically a vital business
imperative (Gilbert and Ivancevich,2000). Since diversity indicate admittance
of all the groups at different levels in an esteemed organization. Therefore,
handling diversity expertly has become a day to day issue and utmost
challenging task for all the organization throughout the entire world
regardless about the structure of the organization. Hence, efficiently managing
diversity issues and other necessity activities such as recruitment, selecting
the right person for the right job and training of the employees is very much
essential for an organizations growth and development. The cultural diversity
can add value and if it can be effectively used in the proper context can
contribute in an organization competitive advantage (Orlando,2000). But then most
of the organization do not pay much attention to the diversity at the
workplace. So, its implications for useful administration, use of workers,
individuals and groups (Stone,2002). Workplace diversity indicates to the amount
to which an organization is culturally diverse. It is an array of differences
between an organization, these diversities encompass race, gender, ethnic
group, age, personality, tenure, education, organizational function, background
and more. There is no decisive definition of diversity. However (Cox,2001)
define diversity as” the variation of social and cultural identities among people
existing together in a defined employment or market setting”. Through this
article the author tries to define that diversity in a workplace or in an
esteemed business organization exist through social such as different religion
and cultural such as their own language, dressing, food habits
etc.(Thomas,1995) agreed that diversity does not related directly to “Race and
Gender” describes diversity as not synonymous with differences but encompasses
differences and similarities.

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2)Types of Diversity in a workplace-

are some certain categories that can impact in our work culture are age,
gender, Sexual orientation, religion, cultural differences and individual
capacity to do the work through the performance (Langton, Robbins &
Judge,2013). However (Griggs,1995) offers another classification of Diversity.
The author classified diversity into Primary and secondary dimensions. Primary
dimensions are basically those which are hard to change, these are basically
the human differences which are inborn, or which is having an important impact
on our socialization and crucial ongoing impact throughout our lives. Primary
diversity sets our basic self-image and has great influence on how we view the
world. The secondary dimensions of diversity are those that can be changed, but
are not limited to such as educational background, geographic location, income,
marital status, religious beliefs, and work experience. (Norton and Fox,1997)
argue that diversity in employees and changes within the organization are
heavily linked with each other and these two elements have rarely been
integrated adequately to meet the need of today`s fast paced economy worldwide.

2.1) Cultural Diversity-

diversity indicates to the individuals from different cultures or societies may
also refers to different factors such as race, language, religion and sexual
orientation (Langton, Robbins & Judge,2013).

2.2) Gender Diversity-

The word
gender diversity can be defined as the combination of men and women and the
dynamics generated when they work as a team (Diaz-Garcia, Gonzalez-Moreno,
&Saez-Maortinez,2013). These helps in developing management skills and the
decision-making process boost creativity and innovation.

2.3) Age or Generational Diversity-

differences in a work place may have up to three generations all whom have very
different life experiences, values and traditions (Langton, Robbins &

2.4) Diversity in Personality-

refers to a set of distinctive personal characteristics including motives, emotions,
values, interests, attitudes and competency. Personalities can influence the
organizational culture of a work place. Employees can be defined according to
their individual characteristics besides gender, race and age. An individual`s
personality influences their job performance (Harrison, price, Gavin &

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