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THE IMPACT OF DIVERSITY IN THE WORKFORCE AND ITS EFFECT ON COMMUNICATION AND ETHICS

Thesis statement

Cultural diversity in a workforce will often have an impact on the communication process and eventually affects the workforce critical thinking

Workforce diversity

The diversity in the workforce may consist of different genders, races, religions, lifestyles, ethnic groups, and age groups (Bendick, 2001).

It is essential for the management of an organization to check on the cultural diversity in their institution, and the impacts that this diversity is going to bring to the team.

Cont.,

Diversity in an organization is essential since different people from diverse backgrounds bring together many ideas to be used in problem-solving (Kundu, 2003).

The organization’s workforce is typically mandated to come up with a proper working environment in which various solutions have to be determined to the existing problems (Kochan, 2003).

Cont.,

The success of the organization will, therefore, depend upon how well it is going to embrace the different people with different ideologies (D’Netto, 1999).

Importance of communication

Communication in organizations is usually a determining factor for its success (Hall, 1993).

It also has a greater influence on the workforce in the sense that whenever diversity occurs, it is essential to have an integration program to help the workforce think as one and make sure everyone feels part of the team (Pitts, 2005).

Cont.,

If communication among employees is going to be hindered by the diversity, then the organization will not succeed, and if communication is improved, the organization will reap benefits as the employees become more innovative and motivated.

Cont.,

The factor of cultural diversity exists in the sense that an individual’s behavior and understanding differs from that of another person, it can be how they think, ethics, beliefs, values and even their communication skills (Richard, 2001).

Whenever a variation emerges in the patterns of communication due to diversity, initiatives have to be developed to be able to improve the working environment (Pitts, 2005).

Cont.,

The organization must engage all their staff and ensure everyone is informed to avoid creating differences that might hinder the workforce from achieving its target, (Kossek, 2006).

Everyone can have different ideas, but they must achieve the same goals.

Managing diversity to Improve Communication

The organizations are required to accept and understand the differences in communication so that they can improve the communication within the diverse workforce.

Communication in a workplace gives strength and helps conveys possibilities to one another.

Cont.,

Embracing and appreciating ethical orientations of every member of the workforce is essential in building mutual co-existence hence foster communication at the place of work, (Richard, 2000).

Ethics plays a vital role in ensuring success in the workplace ( Hall, 1993).

The different values of the members of the workforce should be assimilated to be integral to the wholesome culture at the place of work for greater success, (Pitts, 2005).

Cont.,

The organizations should, therefore, manage the communication barrier brought about by diversity through the adoption of policies that will bring a direct influence and guidance on how communication has must be conducted in the organization, (Kochan, 2003).

Communication has an influence on an organization in various ways in that it will involve the recruitment of staff, style of management, procedures of decision making, and associations within the firm, (Bendick, 2001).

Cont.,

The cultural diversity in a workforce often provides an improvement through experiences learned from others, (Richard, 2001).

It also brings innovative and creative ideas together through critical thinking. It also influences the workplace to bring about a lot of productivity, profits, and even greater investments, (D’Netto, 1999).

Cont.,

However, diversity in the workforce may sometimes give rise to misunderstanding and thereby bring about less and poor communication (Hall,1993).

But if managed correctly, the diverse workforce will help in sharing of ideas with each other, and the free communication created will help on building trust and motivation from each other (Kossek, 2006).

Cont.,

As per (Dwyer, 2012), a problem or situation that requires a person or organization to choose between alternatives that must be right (ethical) or wrong (unethical).

Ethics is another important factor which fosters teamwork and great relationships.

Conclusion

Having cultural diversity at a workplace brings different cultural backgrounds with different ideas and customs together to accomplish the mission.

If the diversity is managed properly, it will bring a positive influence, enhance communication and critical thinking skills and promote a vibrant ethical environment making the organization successful and profitable.

Becoming One

References

Bendick Jr, M., Egan, M. L., & Lofhjelm, S. M. (2001). Workforce diversity training: From anti-discrimination compliance to organizational development. People and Strategy, 24(2), 10.

D’Netto, B., & Sohal, A. S. (1999). Human resource practices and workforce diversity: an empirical assessment. International Journal of Manpower, 20(8), 530-547.
Hall, D. T., & Parker, V. A. (1993). The role of workplace flexibility in managing diversity. Organizational Dynamics, 22(1), 5-18.
Kochan, T., Bezrukova, K., Ely, R., Jackson, S., Joshi, A., Jehn, K., ... & Thomas, D. (2003). The effects of diversity on business performance: Report of the diversity research network. Humanresource management, 42(1), 3-21.

Cont’

Kossek, E. E., Lobel, S. A., & Brown, J. (2006). Human resource strategies to manage workforce diversity. Handbook of workplace diversity, 53-74.
Kundu, S. C. (2003). Workforce diversity status: A study of employees’ reactions. Industrial Management & Data Systems, 103(4), 215-226.
Pitts, D. W. (2005). Diversity, representation, and performance: Evidence about race and ethnicity in public organizations. Journal of Public Administration Research and Theory, 15(4), 615-631.

Cont’

Richard, O. C. (2000). Racial diversity, business strategy, and firm performance: A resource-based view. Academy of management journal, 43(2), 164-177.
Richard, O. C., & Johnson, N. B. (2001). Understanding the impact of human resource diversity practices on firm performance. Journal of Managerial Issues, 177-195.
Williams, M. L., & Bauer, T. N. (1994). The effect of a managing diversity policy on organizational attractiveness. Group & Organization Management, 19(3), 295-308.

Cont’

Richard, O. C. (2000). Racial diversity, business strategy, and firm performance: A resource-based view. Academy of management journal, 43(2), 164-177.
Richard, O. C., & Johnson, N. B. (2001). Understanding the impact of human resource diversity practices on firm performance. Journal of Managerial Issues, 177-195.
Williams, M. L., & Bauer, T. N. (1994). The effect of a managing diversity policy on organizational attractiveness. Group & Organization Management, 19(3), 295-308.
Ingram, D (n.d.) Advantages and disadvantages in the work place. Retrieved from http://smallbusiness.chron.com/advantages-disadvantages-diversity-workplace-3041.html

Cont,

Pitts, D. W. (2005). Diversity, representation, and performance: Evidence about race and ethnicity in public organizations. Journal of Public Administration Research and Theory, 15(4), 615-631.
Richard, O. C. (2000). Racial diversity, business strategy, and firm performance: A resource-based view. Academy of management journal, 43(2), 164-177.
Richard, O. C., & Johnson, N. B. (2001). Understanding the impact of human resource diversity practices on firm performance. Journal of Managerial Issues, 177-195.
Williams, M. L., & Bauer, T. N. (1994). The effect of a managing diversity policy on organizational attractiveness. Group & Organization Management, 19(3), 295-308.

Kossek, E. E., Lobel, S. A., & Brown, J. (2006). Human resource strategies to manage workforce diversity. Handbook of workplace diversity, 53-74.
Kundu, S. C. (2003). Workforce diversity status: A study of employees’ reactions. Industrial Management & Data Systems, 103(4), 215-226.

REMARKS/SUGGESTIONS

Focus thesis on the more specific ideas-work on making connections between the research ideas. Show the reader how the ideas connect and relate to that idea of communication being a challenge with diversity within the workplace.
*I think the thesis has to be rewritten