Diversity in Industrail/Organizational Psychology

DIVERSITY IN ORGANIZATIONAL PSYCHOLOGY 8

Diversity in Organizational Psychology

Timothy Weaver

Southern New Hampshire University

Industrial / Organizational Psychology

Professor Hanna

June 9, 2021

Diversity in Organizational Psychology ??

 Leadership and Motivation I am confused with your headers. Are you doing Diversity or Motivation?

Introduction

Motivating employees in any given organization is one of the most crucial aspect of leadership as it determines the level of performance and direction undertaken by the staff members. Leadership in the organizational setting entails the ability of the top management to utilize the available workforce as well as the readily available resources to attain the objectives and the goals of the organization. Researchers and scholars have identified that leaders play a vital role in directing the efforts and intensity of the workers through the empowering the employees (Hays-Thomas, 2016). Motivation is one of the best tools that the leaders in successful organizations utilize to maintain a higher level of productivity in each season. Leaders have a huge responsibility in the organization in regardless of either being a supervisor, manager or the CEO of the company. These headers are centered, in APA.

Literature Review

The key terms vital in understanding, the discussion in the paper consists of leadership Style, Motivation and organization behavior, which will further become the subtopics of the literature review in the paper. This should be a minimum of 3 paragraphs. You should be telling me about at least 3 peer reviewed articles. Tell me a little about the three chosen articles. I’m really confused, most of your references are about diversity and you are writing about leadership, motivation and organizational behavior?

Ashikali and Groeneveld (2018) looked into ….

Guillaume et al., (2019) investigated…

Inegbedion et al., (2020) researched…Or whatever are your three articles.

Literature Review

Jin, Lee, and Lee, (2017) argue that there has been very little research on diversity and the role of diversity management. Jin et al., (2017) also argue that what few studies have been done have been flawed. Jin et al., (2017) found that minorities are less likely to feel positive about their jobs. According to Jin et al., (2017), sometimes the confusion about diversity lies with whose actual responsibility it is to manage diversity. Previous studies on diversity have looked at diversity activities promoting diversity and without investigating who should be implementing diversity policies (Jin et al., 2017). Jin et al., (2017), believes that leaders who practice inclusivity will have people that have a more positive outlook, as well as more group cohesiveness. In fact, Jin et al., (2017) believe that an inclusive leader will predict high job satisfaction in marginalized groups as opposed to whites.

Key Subtopics include: Diversity Management, (all three of your peer reviewed articles-any subtopics belong here)

Diversity Management. Diversity management, is defined as a an organizational process in which programs are created to generate inclusion written by formal company policies (Gilbert et al. (1999, as cited in Jin et al., 2017)

Methods

Jin et al., (2017) used a large sample size of n=415,696 of federal employees working in 2012. They used a regression statistical analysis. They used a likert-scale asking such questions as, how you would rate the overall quality of your workgroup. Jin et al., (2017), points out that it was important to acknowledge this was a subjective measurement. Variable’s measured were diversity policies and inclusive leadership.

You should have a minimum of 3 methods for 3 articles.

Results

Jin et al., (2017) found that strong diversity policies were important but with a caveat. Strong inclusive leadership must be at the center of diversity policies (Jin et al., 2017). Jin et al., (2017) concludes that while organizations need to have policies in place, leaders must take an active role in implementing diversity policies. Researchers did not find that minorities reported more job satisfaction but inclusive leadership did find higher reports of work group performance (Jin et al., 2017).

You should have 2 more results

Leadership styles

Leadership style consists of the methods that supervisors, manager or CEO in any organization utilize to provide directions to the staff members and execute plans through motivating employees to attain set objectives and goals of the organization. According to Herring & Henderson (2019), senior level management have numerous leadership styles that they might utilize to offer direction and guidance to the staff members. Some of the leadership styles consists of physical presence of the leaders while some consists of absence of the leader in the work environment. Jin, Lee & Lee, (2017) further denotes that some of the leadership styles require intensive intellectual capacity, which helps to train the employees and offer mentorship in the workplaces. The research conducted by Hays-Thomas (2016) identified that the main form of leadership styles entails; transformational, delegative, transactional, participative and authoritarian leadership that work depending on the personality of the leader. Before selecting the leadership styles, managers, supervisors and CEO ought to understand the job environment and the nature of the staff members. How does this relate to diversity?

Motivation

Motivation simply refers to the process undertaken by leaders in the organization to stimulate the employees to behave in specific manner with the main purpose of attaining a set of objectives and goals. According to Jin Lee & Lee, (2017), leaders in different organization will utilize diverse motivational techniques to ensure that the lower staff members behave in a certain manner. Makhdoomi & Nika (2017) further identifies that the goal of the leaders in the company is to utilize motivation to develop influence and willingness of the employees to behave in a particular manner. According to a study conducted by Joubert (2016), it is evident that the sole responsibility of an effective leader to arouse the interest in the employees to perform at a higher level utilizing the various readily available motivational techniques in the organization. Some of the most common motivational techniques that organizations have applied and worked in the previous decades consists of awarding best performing employees, empowering staff members, offer work-life balance, investing in development of employees, creating a mission-driven environment as the workplace and paying attention and listening to employees Guillaume et al. (2019). Leaders that motivate employees to perform in a given direction in the organization will always become successful in attaining the objectives and goals of the firm. How is this related to diversity?

Organizational behavior

Organizational behavior for the purpose of this study refers to the ability of the leader to understand, control and predict the behavior of the employees in the organization. Herring & Henderson, (2019), identifies that the essence of organizational behavior in the organizational setting is to ensure that the employees improve performance both at the individual level as well as at the group level. Roberson (2019) further demonstrates that leaders in the organization ought to examine the behavior of staff members in the organization and have the ability to assign duties and tasks in accordance to performance, motivation and communication of the employees. The research and study conducted by Ashikali & Groeneveld (2018) argued that successful leaders ought to have the capability to transform the organizational behavior to bring about change, which is vital in attaining objectives and goals set in line with the mission and values of the organization. The best ways in which the leaders ought to reinforce conducive and effective behavior of the employees to attain goals and objectives consists of selecting employees with high productivity, finding right candidates to work in the organization, develop a good team and offering job satisfaction. How are these related to diversity?

Method of research

According to Guillaume et al. (2019), research study conducted an information retrieved from the Scopus database; the study consisted of 671 employees retrieved from different organization using the surveys and questionnaires to collect the information from the employees. The questionnaires consisted of questions concerning the leadership styles and level of motivation in the organization. The Likert scale played an essential role in measuring the results obtained from both the opened and close questionnaire used during the study. During the collection of data, the participate had the option to select from 1 to 5 which 1 being strongly disagree to 5 being strongly agree (Inegbedion, et al. 2020). The study conducted played a vital role in the collection of the opinion of the employees in regards to the leadership style as well as the level of motivation.

Results

According to Inegbedion et al. (2020), it is evident from the research study that leaders that utilize the participative leadership provide better working environment for the employees unlike any other leadership.

The sample consisted of 76 online respondents as well as 102 MBA alumni of the University of Benin, consistent with Inegbedion and Obadiaru (2018), Inegbedion (2018), and Inegbedion et al. (2016).

Out of the 671 employees that participated in the study, more than half of the employees agreed that participative leadership is better especially in the modern business world. Participative leadership styles consists of the supervisor, manager and CEO involving the other staff members in making appropriate decisions. The other half of the group alluded that delegative leadership and transformational leadership function better in implementing change in the organization. I do not see where they talk about this. Make sure you are actually reading the articles. I’m seeing many holes in many places. If I see them on the final paper, I will check your referfences. See my example above. According to Makhdoomi & Nika (2017), the employees that took part in the study further revealed participative leadership also plays a critical role in motivating the employees to perform in a higher level. Similarly, the study revealed that participative style of leadership would also allow the leader to instill behavioral change in the employees through the leader offering expectations from each worker during face-to-face focus meetings. Basing on the results obtained from the research, it is evident that leadership styles will work in accordance to the nature employees and culture of the organization hence each worker might have varying viewpoints on the best style that leaders ought to utilize.

Discussion (including your views, opinions, and observations) 

According to the results and views obtained from the various research study conducted from the articles it is evident that leadership style, motivation and organizational behavior play an important role in the success of any given organization. Majority of the study conducted in the articles indicate that participative leadership styles is one of the most vital tool that leaders all over the world ought to utilize to ensure that employees work together and execute assigned duties for the organization to attain desired objectives as well as goals. Consequently, some studies indicate that delegative and transformational leadership styles would still influence the employees to behave and perform better (Inegbedion, et al. 2020). The research further provides the evidence that in some specific organizational environment, the supervisor, manager and CEO might be forced to incorporate two or more leadership style to ensure employees offer higher performance to make the company successful. According to the research, my personal opinion in regarding to leadership styles as well as motivation of employees is that participative leadership styles is the best in ensuring employees perform better Makhdoomi & Nika (2017). Participative style will involve other members of the firm as well as play a critical role in behavioral change.

Conclusion

The mandate of majority of the leaders in the organization is to motivate and influence the followers into delivering in accordance to the standards of the company. The leaders ought to have the capability to bring out the best in each of the employees and enforce them to perform as the very best of their abilities. The information learned changes the perception in that top-notch leaders have the ability to utilize the concepts of motivation to attain goal-orientated strategies formulated to attain the objective of the organization in accordance to the visions and missions. Concluding Remarks. Personally, I will use the information learned to motivation to ensure staff members work extra hard in attaining set goals and objectives.

References

Ashikali, T., & Groeneveld, S. (2018). Diversity management for all? An empirical analysis of diversity management outcomes across groups. Emerald Personnel Review, 44 (5), 757- 780.

Guillaume, Y., Dawson, J., Otaye-Ebede, L., Woods, S. & West, M. (2019). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity? Journal of Organizational Behaviour, J. Organiz. Behav, 38, 276–303.

Hays-Thomas, R. (2016). Managing Workplace Diversity and Inclusion: A Psychological Perspective. Taylor & Francis,

Herring, C. & Henderson, L. (2019). Diversity in Organizations: A Critical Examination. Routledge

Inegbedion, H., Sunday, E., Asaleye, A., Lawal, A., & Adebanji, A. (2020). Managing Diversity for Organizational Efficiency. SAGE Open. https://doi.org/10.1177/2158244019900173

Jin, M., Lee, J., & Lee, M. (2017). Does leadership matter in diversity management? Assessing the relative impact of diversity policy and inclusive leadership in the public sector. Leadership & Organization Development Journal, 38(2), 303-319.

Joubert, Y. (2016). Diversity management content model based on organizational team sport intervention. African Journal of Hospitality, Tourism and Leisure, 5 (2), ISSN: 2223- 814X.

Makhdoomi, U., & Nika, F. (2017). Workforce diversity and employee performance-an empirical study of telecom organizations. Amity Global Business Review, 108-115.

Roberson, M. Q. (2019). Diversity in the Workplace: A Review, Synthesis, and Future Research Agenda. Annual Review of Organizational Psychology and Organizational Behavior 2019 6:1, 69-88