I. INTRODUCTIONOrganizationalbehavior is a field of study that investigates the impact individuals, groups,and structure have on behavior within organizations, for the purpose ofapplying such knowledge toward improving an organization’s effectiveness(Robbins & Judge, 2016, pg 3). The study of organizational behavior notonly benefits the employees, but employers as well. A company’s long-term andshort-term financial strengths are determined by their ability to deliversought-after products, and this can only be carried out by the people and theorganizational culture and structure.
Managersmust make it a priority to understand behavior, and in doing so they mustunderstand how the culture of an organization influences the behavior of theiremployees and vice versa. The creation of organizational culture also helpshold a company together by setting behavior standards either verbally or orallyto guide behavior in the workplace. In this modern world, organizationalbehavior has proven to be very important for managing effective teams, and itserves as a somewhat reliable predictor of human behavior in an organization. Due to the rapidly changing business culturesand competitive business markets, I believe organizational behavior has becomemore significant in recent times.Businessleaders must make it their mission to be knowledgably on how to motivate theiremployees, promote job satisfaction, and effective team functionality. In orderto promote development in an organization, I believe it is imperative to pushfor heterogeneity of teams in to produce more effective outcomes because thetime that employees spend with one another also allows for them to share moreinformation, whereby their work attitudes become more important in theirrelationships than surface-level traits. Organizations may be influenced by notonly policies but also structure, which is why diversit practies within anorganization has a signigicfant effect on innovation, creativity andmotivateion.
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II. ORGANIZATIONALCONCEPTS ANALYSISDiversityis a concept that encompasses respect and acceptance to promote individualityand uniqueness. Organizations that consist of different people from differentbackgrounds tend to be more financially profitable and innovative. I believe that inclusion i.e. a perfectrepresentation of all ethnicity, genders, and varying age and religious groups inthe workplace, is very important. Every single person in the workplace mustfeel welcome and comfortable enough to be themselves in workplace so that theycan be motivated to perform better thus increasing their contributions to theorganization.
I consider that a win-win situation for both parties i.e. theorganization and employee. Organizationshave become more inclusive and tolerant of diversity including enacting formalpolicies against workplace discrimination. However, research suggests thatdiscrimination in organizations remains pervasive and that policies are oftenunenforced (Miner and Cortina, 2016).
Ensuring diversity in organizationsstarts from the top of the hierarchy i.e. the leadership level. At this level,business leaders can strive to provide their employees with the tools needed toshine by reassuring and setting a mandate that it is okay to be yourself. Organizations ought to encourage a sense ofbelonging in the workplace by having a desire and goal to build a diverseculture and thus hire individuals who are open to working with people of alldifferent nationalities, skin colors, genders and sexual orientations.
Iforganizations can set this tone at the workplace, it is inevitable for thatattitude to spread throughout the workplace. Inthe United States of America, women continue to be underrepresented at everylevel in businesses. Women are also more likely to be supporters of diversitymanagement in the workplace because of this gender bias. In a male-dominatedcontext, male workers, members of the numerical majority group, have higherpositions and more resources than female workers because of their higher statusand power; thus, female workers, members of the numerical minority group, are discriminatedagainst by the numerical majority group with regard to sharing information andresources. (Kim et al, 2015). Evidently, men make up majority of the workforceand they also take up most of the higher ranked positions in organization dueto the fact that we are still living in a patriarchy system, where men havemore authority than women! Additionally, these women who hope to rise in ranksat the workplace are deemed hysterical and too forceful. There is a great dealof gender bias regarding how society views strong and opinionated women, andare thus punished for this. Religiousdiscrimination in the workplace is an issue that continues to rise due tominority faiths like Muslims, Sikhs and Seventh-day Adventists.
I believe this is so because of the blatantignorance in this country, and the religious and cultural hostility demonstratedby the leader of this free world. Even though there are laws and guidelines putin place for religious discrimination i.e. Title VII of the Civil RightsAct of 1964 which prohibits, among other things, religious discrimination inany facet of employment, I am sure discrimination still happens. This rightalso prohibits employers from refusing to accommodate employees’ religiousbeliefs or practices. Due to the recent turn of events in America, I believethis religious discrimination has risen significantly because of the veryevident xenophobia in this country. III.
DIVERSITYMANAGEMENT OUTCOMESDiversitymanagement is the key to growth in today’s fiercely competitive globalmarketplace. Organizations that seek dominance on a global scale mustembrace diversity – in how they think, act and innovate. Diversity canno longer just be about making the “diverse quota”, but ratherhow an organization treats its employees. A system of diverse groups has the potentialto spawn creative ideas and solutions. Although a creative process can beproduced by groups independently, organizations that apply theintegration-and-learning perspective may motivate group members tointra-communicate thereby developing a collective of creativity. In otherwords, group creativity has the potential to aggregate to firm level creativityin preparation for innovation to flourish (Lambert, 2016). Companies that are committedto diverse leadership are generally more successful because millennials, whomake up majority of the workforce, consider diversity to be a priority in apotential employer.
The more diverse a company is, the better they are able towin top talent and improve their customer orientation, employee satisfaction,and decision making, and all that leads to a cycle of increasing profits. IV. CONCLUSIONDiversityis much more than just a multicultural issue; it is about embracing manydifferent types of people, who stand for different things and representdifferent cultures, generations, ideas, and thinking.
If business owners wanttheir organizations to grow and develop for the better, they must be proactivein breaking down these barriers and allow diversity to flourish inorganizations by educating more and more people about the benefits of inclusion.