Unit 3 Managing Diversity in Organization

Assessment of findings in Miami office, Florida.

Fig Technologies has a work force comprising women. The culture has promoted development of subjective sexual relationships in its call service center based at Miami office. These two offices have witnessed rising tension among staff members who are pro biased associations championed by their colleagues. Some of the issues found bewildering these offices include: personal prejudice towards their seniors which has led to declining marketability of the company’s products like Futbal. Equally, the excursion found out that due to dominance of women workforce from cross cultural and social orientations, same sex- relationships are developing. The influence of university graduates working in the call centers has immensely influenced the professional practices. Lately, it has become common practice among employees to withdraw from their duty posts and engage in gossiping and fist fighting. In addition, the employee conflicts have been rising and cross-manipulation due to transfers between offices in Miami and those at Kansas City.

The present organizational culture at the Miami offices have thwarted growth of Fig Technologies. This has been demonstrated by the poor taste towards their products as revealed by the international employees working in these offices. The employees have noted low morale and zeal to use the utility provided by the Fig Technologies. Indeed, the markets in South Africa and Brazil has frustrated the sales of the utility because of poorly constructed organizational culture. Diversity, both in principle and policy is one solution to the currently dwindling business environment. It is in the interest of the company that it maintains growth, though the existing gender composition of employees is derogative and out for malicious fall of the firm. With such a tendency, impropriety in management of organizational affairs and large scale dysfunctional social relationships will continuously limit its success, (Ostroff & Schulte 2014).

Assessment of findings in Kansas City offices, Missouri

The situation at Kansas office is worse. Lack of sexual diversity at Fig Technologies have indicated increasing same sex relationships developing. At the office, it was found that all staffs, including gate attendants and the senior management officers were predominantly ladies. The office had limited time for social activities which encompassed opposite sex in the cadre. The culture of the organization also barred socializing with men at workplace, as a result, most of the ladies appeared secluded from their social system. They stayed long hours at work place which significantly influenced their desire for opposite sex. In addition, it was established that the employees, mostly women having been indulging in heterosexual practices. Sexual connections have initiated with the liberalized within the social systems of employees. As workers continue to redefine their attachments with their colleagues, there has been diminishing output and creativity. Fig technologies have become the hood for heterosexual people. Ladies with homosexual cravings have found the Kansas office satisfying.

There has been declining interest on their clients. Consequently, the management has opted to counter the tendency. The only sure way is to adopt diversity both at recruitment, job allocation, and social attachments. Lack of organizational diversity at the Kansas City office has worked at the detriment of the organizational growth. So is the need to ban it. Diversity is important in fostering growth through enhanced creativity and problem-solving skills. Presence of highly integrated workforce, characterized by culturally composed gender orientation fosters inclusive engagement towards realization of economic objectives of the organization. Besides, it is noteworthy to highlight the social impacts of diverse culturally composed workforce in effecting change and taste for testing new undertakings, (Ostroff & Schulte 2014).

Recommendation

The relevance of analyzing organizational culture is in finding the best practices that will in the long run enhance output in the organization. As an organization absorbed in delivery of technologies to the market, the management will be interested on practical ways of enhancing diversity, especially, if it is certified as impeccable in profit maximization.

One such way of enhancing organizational diversity at Fig Technologies is improving workplace engagement and associations. This is achieved through improved systems of recruitment, enhanced employee engagement, and composure for retention. Also, it is only through on such benchmark that the management can spearhead establishment of both formal and informal activities in order to enhance interactions between the employees located at different levels of the organization, department and social profiles. This will help in colonizing roaming employees who seldom fight peace at their work stations due to volatile memories, (Alvesson 2016).

The executive committee should consider adopting a functioning work design that facilitates interaction between employees as well as an improved scheme of recruitment where new employees are introduced into the firm in order to strengthen existing employees. A functional system of organizational diversity enhances progress and achievement. This is actualized through open forums for consultative decision making, and has a long-term impact in institutionalizing the organization for social growth, (Gerhart & Fang 2014).

The employees have been commonly seeking their own schemes of adjusting to both informal and formal work challenges. The Executive council should consider establishing as well as improving existing formal and informal channels through which they can express their grievance. It should be complementing these channels with awards and recognition systems is one way of boosting morale of employees. The long-term impact is rising growth in product admissibility and creativity, (Mora 2013).

References

Alvesson, M. (Ed.). (2016). Organizational culture. Sage.

Mora, C. (2013). Cultures and Organizations: Software of the Mind Intercultural Cooperation and Its Importance for Survival. Journal of Media Research, 6(1), 65.

Ostroff, C., & Schulte, M. (2014). A configural approach to the study of organizational culture and climate.

Gerhart, B., & Fang, M. (2014). Pay for (individual) performance: Issues, claims, evidence and the role of sorting effects. Human Resource Management Review, 24(1), 41-52.