Managing Workforce Diversity Principles of Management

Managing workforce diversity: Principles of management Workforce diversity can be an organizations greatest strength provided it is managed correctly. Diversity can generate organizational value. Workers of diverse backgrounds can provide input to management about how to cope with the challenges of the global marketplace. A Japanese-American employee can provide advice about to deal with a client from the Far East; a female employee can offer her input about how to market a new product to spark womens interest; an employee with a different educational or vocational background than the majority of participants of a work team can provide an out of the box perspective. Diversity refers to: the variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage, age, gender, sexual orientation, gender identity and other characteristics (Chapter 12: Managing Diversity in the Workplace, 2012, UCF). These various experiences in both large and small organizations can foster creativity and healthy dialogue, enabling the organization to grow and to avoid the traps of groupthink. However, as positive as diversity may be, by and large, it can also have some downsides, if not managed correctly. A diverse workplace may initially lack the unspoken connections and subtext that enable people to communicate quickly. Appropriate orientation is required for all members of the workplace, so they can learn to see theShow MoreRelatedManagement : Management Careers And Diversity Essay1744 Words   |  7 PagesManagement Careers and Diversity Introduction Ongori and Agolla (2007) state that managing workforce diversity in an organization is a complex phenomenon. They suggest that with the current organizational transformations being implemented across the globe, management of workforce diversity cannot be downplayed. 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