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The present essay discusses whether administrations should put resources on pull offing diverseness or non. It includes a figure of statements about the advantages and disadvantages of diverseness direction within the workplace and presents points of unfavorable judgment. In add-on, it presents two research documents, Herring ‘s ( 2009 ) and Kochan ‘s et Al. ( 2003 ) , in order to supply groundss about the relationship between diverseness in race and gender, and administrations ‘ concern public presentation. The findings of the two research documents agree to the fact that diverseness can lend to the sweetening of their concern public presentation. However, harmonizing to Kochan ‘s et Al. ( 2003 ) survey, this can be achieved under specific fortunes such as the strong organizational committedness to diverseness and its systematic application as a human resource pattern. It is deduced that administrations in order to take advantage of the benefits of diverseness, should take into consideration its potency for bettering organizational and concern public presentation through its proper direction ; therefore, the investing on diverseness direction can germinate into competitory advantage for the administration and worth ‘s the devotedness of resources.

Keywords: concern public presentation, human resource pattern, diverseness direction

Paper type: Essay


Since the labour mobility and minorities ‘ battle for equal rights and just intervention in the workplace took great dimensions, workplace diverseness evolved into controversial issue ( Henry & A ; Evans, 2007 ) . Bing a multidimensional issue, because of the figure of differences traced in persons, i.e. gender, ethnicity, race, faith and others, there is confusion and ambiguity around its part to organizational and concern public presentation. However, the execution of diverseness as a human resource pattern has shown that it could be utilised by administrations to accomplish better public presentation if it is decently managed and can germinate into a competitory advantage ( Jayne & A ; Dipboye, 2004 ) .

The present essay argues if it worth ‘s devoting resources to direction diverseness or non. Its chief organic structure is distinguished in three parts. The first portion defines diverseness, outlines the advantages and disadvantages and provides points of unfavorable judgment that derive from diverseness direction within the organizational workplace. The 2nd portion focuses on the research that has been conducted in the purpose of look intoing the correlativity between diverseness in gender, diverseness in race and administrations ‘ concern public presentation. The 3rd portion provides recommendations related to how the diverseness direction as human resource pattern can turn out to be for the benefit of the administrations. Finally, it is concluded that administrations worth giving resources to diversity direction. It is indispensable to foreground that even though diverseness embraces latent and non – latent types of “ differences ” , the grounds provided via the research portion, concern merely the diverseness in race and gender in the concern instance.

2. What is Diversity?

Harmonizing to Kathy Daniels and Lynda MacDonald, diverseness in an organizational environment is the recognition of persons ‘ differences sing the gender, the race, ethnicity and other ( Daniels & A ; MacDonald, 2005 ) . “ It is besides about suiting differences wherever possible so that an person can play a full portion in the working environment ” ( Daniels & A ; MacDonald, 2005, pp1 ) .

Its doctrine is based on the kineticss it provides to administrations for taking advantage of the differences in the available labour ( Henry & A ; Evans, 2007 ) . It is defined as organizational scheme for keeping and pull offing a broad scope of differences in labour in an effort to accomplish effectivity ( Henry & A ; Evans, 2007 ) . Harmonizing to Torres and Bruxelles ( 1992 ) , effectual diverseness direction means that all employees have the same chance to accomplish calling development and execute expeditiously in the workplace without being advantaged or disadvantaged ( Henry & A ; Evans, 2007 ) .

2.1 Why Diversity?

Harmonizing to Corporate Leadership Council ( 2003 ) , administrations invest resources in diverseness direction by implementing a figure of related plans in an effort to profit from diverseness in work force ( Jayne & A ; Dipboye, 2004 ) . Konrad ( 2003 ) in his article has underlined a figure of grounds why diverseness is good for administrations ‘ concern public presentation ( Jayne & A ; Dipboye, 2004 ) . The first ground is that diverseness contributes to the attractive force of a assortment of endowments and campaigners. This stems from the organizational demand to engage people with diverse accomplishments and abilities in order to go more competitory. The 2nd ground has to make with the fact that diverseness in the work force enables administrations to run into the diverse demands of consumers and clients and accordingly lend to the market wideness. The 3rd ground involves diverseness ‘s part to the facilitation of creativeness and invention ( Jayne & A ; Dipboye, 2004 ) . The last statement will be discussed farther below.

Besides, Wentling and Palma-Rivas ( 2000 ) support that “ the new signifier of economic system and concern ” is based on service bringing, which lies to individual ‘s ability to organize common relationships in order to execute concern ( Henry & A ; Evans, 2007 ) . Interestingly, harmonizing to Mueller ( 1998 ) the impact of diverseness is beyond concern ; enrolling members of minorities and underrepresented groups, diverseness direction develops societal dimensions with considerable impact on the community ( Henry & A ; Evans, 2007 ) . He has besides added that diverseness should be considered as a societal necessity ( Henry & A ; Evans, 2007 ) .

Furthermore, diverseness complies with the statute law for advancing equal employment chances ; it contributes significantly to the riddance of illegal favoritism within the workplace in an effort to protect human rights ( Henry & A ; Evans, 2007 ) .

Harmonizing to Cox and Blake ( 1991 ) , diversity direction can ensue in the sweetening of determination devising procedure and in the accomplishment of creativeness, productiveness and invention ( Henry & A ; Evans, 2007 ) . Watson et Al ( 1993 ) in their survey concluded that groups that consist of persons with different civilizations are more effectual, advanced, originative and execute better than the homogenous groups after their carbon monoxide – being for a period of clip ( Henry & A ; Evans, 2007 ) . Hence, diverseness is important for heightening overall public presentation that can non be achieved with homogeneousness ( Henry & A ; Evans, 2007 ) . Besides, Cox and Blake ( 1991 ) claim that diverseness direction when is efficaciously applied can rise organizational flexibleness towards assorted alterations that take topographic point at the external and internal organizational environment ( Orlando & A ; Johnson, 2001 ) . Under these fortunes, the administration enhances its ability to cover with environmental insecurity, taking to overall better public presentation ( Orlando & A ; Johnson, 2001 ) .

Therefore, diverseness maps like a flicker that ignites organizational fight ( Jayne & A ; Dipboye, 2004 ) .

However, Jayne and Dipboye ( 2004 ) in their article argue that there is a figure of factors that can find the success of diverseness enterprises.

Suffice to state, that the benefits of diverseness are situational. In other words, if diverseness can take to effectual organizational public presentation depends on a broad scope of factors such as organizational environment, civilization and other ( Jayne & A ; Dipboye, 2004 ) .

Yet, the effectivity and success of diverseness enterprises are determined by the accomplishment of the ends that address to, and the feedback provided for their successful execution. It is required to underscore that the accomplishment of ends should be strongly linked to its comparative results. Furthermore, the end is indispensable to aline with the legal frame for employment issues. But, in an effort to take advantage of the end puting procedure, administrations should take into consideration the existent result so as to heighten their scheme consequently. Therefore, administrations that set executable ends sing diverseness issues and measure the feedback can accomplish effectivity in diverseness plans application ( Jayne & A ; Dipboye, 2004 ) .

However, the success of diverseness enterprises is determined by the manner it is communicated and supported. This entails that the manner of construing them is correlated with their possible success e.g. diverseness in managerial places indicates supportive attitude towards diverseness and could be considered as an effectual manner to advance it within organizational workplace ( Jayne & A ; Dipboye, 2004 ) .

Gaertner, Rust, Dovidio, Bachman and Anastasio ( 1994 ) note that the effectual application of diverseness within the workplace needs clip, forbearance and interaction. However, this is non equal ( Jayne & A ; Dipboye, 2004 ) . Jayne and Dipboye ( 2004 ) in their article suggest that puting undertakings and the wages provided for their successful accomplishment within the workplace, map as a sound motive for interaction and coaction among persons. Therefore, employees focus more on the successful accomplishment of undertakings than on the “ differences ” among them. But, this sort of organizational strategic maneuver might ensue in being considered as a mode of accomplishing success disregarding the good function of diverseness ( Jayne & A ; Dipboye, 2004 ) .

2.2 Why No Diverseness?

Except for the confining factors of diverseness ‘s success, others claim that it besides amplifies the feeling of menace among employees with different gender, race, educational background, ensuing in struggle. White ( 1999 ) notes that sometimes people fail to accept the “ different ” due to the bias and the attitude of high quality towards “ different ” persons that can take to conflict ( Henry & A ; Evans, 2007 ) . However, harmonizing to Watson et Al. ( 1993 ) there are grounds which show that the communicating spreads that might happen from struggle, evaporated as clip flows ( Orlando & A ; Johnson, 2001 ) .

Another disadvantage of diverseness for administrations is the cost required for preparation ( Henry & A ; Evans, 2007 ) . Training involves a figure of seminars and programmes which are addressed to employees of all degrees of hierarchy in an administration. Even though these plans teach to employees how to act and collaborate with different people with different personalities and values, the cost related to these plans prevents the administrations from implementing them within the workplace ( Henry & A ; Evans, 2007 ) .

However, “ absenteeism and addition in the labour turnover ” are considered to be considerable disadvantages of diverseness ( Henry & A ; Evans, 2007 ) . Harmonizing to research, since the turnover rate for adult females in professional occupations has been doubled from 1980 until 1987 in US, a 58 % of greater absenteeism was noted ( Henry & A ; Evans, 2007 ) . White ( 1999 ) states that “ absenteeism and turnover can be a US company up to $ 3 million yearly… ” ( Henry & A ; Evans, 2007 ) .

Furthermore, many organizational psychologists claim that the diverseness as a direction pattern does non ever have a positive consequence on organizational public presentation ( Jayne & A ; Dipboye, 2004 ) . This is reasoned by the fact that the addition of diverseness in appliers does non vouch the attractive force of endowments. Research has shown when the attempt for pulling adept campaigners is followed and determined by the appropriate “ appraisal tools ” is more likely to take to positive results ( Jayne & A ; Dipboye, 2004 ) . Harmonizing to Michele E. A. Jayne and Robert L. Dipboye ( 2004 ) , the term “ assessment tools ” involves “ the effectual measuring of cognition, accomplishments, abilities, experiences and other features… ” These tools are in place to move as an index of occupation public presentation. In order to accomplish the desirable result, is indispensable to take into consideration the interaction of the appraisal tools and diverseness ‘s possible ( Jayne & A ; Dipboye, 2004 ) .

Yet, research has shown that sometimes diverseness holds the duty for the addition of demotivation and dissatisfaction among co-workers with diverse features. Harmonizing to Riordan ( 2000 ) , Williams & A ; O’Reilly ( 1998 ) , increased heterogeneousness in the workplace consequences in the visual aspect of favoritism and in lower committedness, which spoils group coherence ( Jayne & A ; Dipboye, 2004 ) .

However, harmonizing to Goetz ( 2001 ) , most of diverseness disadvantages such as struggle and demotivation, derive from administrations ‘ attitude towards the diverse work force ; the ignorance for diverseness ‘s function within the workplace leads to its misdirection and this in bend to hapless public presentation both for employees and administrations ( Henry & A ; Evans, 2007 ) . Consequently, diverseness misdirection is considered to be the “ nucleus ” of most disadvantages, as allow to stereotypes and bias for persons ‘ differences to project a shadow over diverseness ‘s significance within the workplace.

3. Research on diverseness in race and gender and administrations ‘ concern public presentation

3.1 Herring ‘s ( 2009 ) research on diverseness deductions on concern public presentation

Cedric Herring ( 2009 ) in his research paper, explores the relationship between racial, gender diverseness and concern public presentation. For this intent, he made usage of informations from 1996 to 1997 of the National Organisational Survey, which is a national sample for-profit-business U.S. administrations. The informations derived from 506 administrations affecting information about the composing of their work force, the organizational construction and their concern public presentation. Besides, he had at his disposal important information about the administrations ‘ “ individuality ” given by the “ Dun and Bradstreet ‘s Market Identifiers Plus service ” . He tested eight different hypotheses in footings of gross revenues gross, figure of consumers, market portion and profitableness. Furthermore, he took into consideration and other factors that might impact his research consequences such as the size of the administration, its legal type and others ( Herring, 2009 ) . For mensurating diverseness he used the index RID ( Racial Index of Diversity ) and AID ( Asymmetrical Index of Diversity ) . Business public presentation was measured via the usage of qualitative methods i.e. questionnaires ( Herring, 2009 ) .

He suggests that diverseness is positively correlated to better organizational public presentations every bit far as the concern administrations are concerned ; advancing diverseness policy entails greater profitableness and add fiscal value to the concern administrations. Cedric Herring ( 2009 ) notes a figure of paradoxes that emerged from his research. The first concerns the fact that diverseness can take to greater profitableness while the struggle among members of heterogenous groups additions. The 2nd paradox is referred to the fact that the greater grade in diverseness, the greater organizational public presentation. These paradoxes are reasoned by the fact that struggle unleashes people ‘s creativeness ; this means that the development of competition among members of a group generates more advanced thoughts and flexibleness than the complacence developed by coherence among “ similar ” people. He found that diverseness allows to the administrations to be more advanced by incarnating to their work force people from minorities groups. What is more, he underlines that even though diverseness can imply a figure of negative deductions such as struggle among the members of the groups within the administration, the overall “ cyberspace ” result is wholly positive. Interestingly, the nexus between successful concern public presentation to diverseness stems from the fact that successful administrations invest on diverseness direction field ( Herring, 2009 ) .

3.2 Kochan ‘s et Al. ( 2003 ) research on diverseness deductions on administrations ‘ concern public presentation

From another point of position, Kochan et Al. ( 2003 ) in their survey found that the positive correlativity between concern public presentation and diverseness in gender and race in the work force is equivocal in footings of profitableness ( Jayne & A ; Dipboye, 2004 ) .

Drawn by this ambiguity, they applied the “ Diversity Research Network ” . Their survey concerns the probe of the relationship between racial and gender diverseness and concern public presentation ; it was applied to four big administrations with strong committedness to implementing diverseness enterprises i.e. two information processing companies, fiscal services company and a big retail company. The theoretical account they developed is associated with group maps and implies that the influence of diverseness on concern public presentation is followed by organizational civilization and patterns ; specifically, whether the result of diverseness is positive or non for the organizational public presentation, depends on the organizational attitude towards diverseness. Furthermore, the theoretical account takes into consideration the hypothesis that the greater diverseness in the work force, the more likely to run into successfully the diversified consumers ‘ demands ( Kochen & A ; al. , 2003 ) .

Through this survey, Kochen et Al. ( 2003 ) attempted to add stronger empirical value to this hypothesis. It was found that the organizational patterns followed by methodical attack to diverseness are likely to impact positively group public presentation and later organizational public presentation, call offing partially its negative impact. Furthermore, they underline that the results of their research due to the limited sample in malice of their cogency, it is wise non to be generalised as the nature of the effects depends on many variables ( Kochen & A ; al. , 2003 ) .

Their research acknowledges the good facet of diverseness ; nevertheless, they suggest that it worth ‘s investing resources on it, merely if administrations maintain a strong committedness to diverseness value aligned with organizational end for effectivity. Under these fortunes, diverseness could turn out to be a sound competitory advantage ( Kochen & A ; al. , 2003 ) .

4. Pull offing Diverseness: Diverseness as a Human Resource Practice

In order to extinguish the disadvantages of diverseness as mentioned above, it is necessary the administration ‘s “ defense mechanism system ” be reinforced through its proper direction so as to profit from it.

A company that needs to acquire the most of diverseness benefits and pull off it efficaciously, it is indispensable to be after a diverseness scheme which will be complied with organizational ends and civilization. This program will let to the administration to accomplish enduring efficaciousness of diverseness enterprises with the purpose of better direction of human resources ( Friday & A ; Friday, 2003 ) . Harmonizing to CIPD, deriving value from diverseness is non an easy instance ( Emmott & A ; Worman, 2008 ) . This is reasoned by the fact that pull offing diverseness requires a sequence of drastic steps and stairss implemented within the workplace by employers who get managerial places ( Emmott & A ; Worman, 2008 ) .

The execution of preparation plans will help in advancing diverseness as a cardinal map for easing creativeness and invention, particularly through group procedures ( Kochen & A ; al. , 2003 ) . Diversity developing plans involve a figure of human resource patterns and policies that are proactively implemented in the work force of an administration to increase committedness and consciousness about diverseness ‘s importance ( Jayne & A ; Dipboye, 2004 ) . These concern the reconstitution of active work force through enlisting, keeping and development plans i.e. mentoring plans ( Jayne & A ; Dipboye, 2004 ) . Harmonizing to Orlando & A ; Johnson ( 2001 ) , developing and development plans compose the “ Diversity Orientation ” . This term is referred to the interaction of human resources patterns and how it is driven towards diverseness direction within the organizational environment ( Orlando & A ; Johnson, 2001 ) . In order to belie oppositions ‘ point of position about their cost, it is indispensable to foreground that the benefits gained from their execution are beyond cost.

Other patterns involve the development of external partnerships with minority groups, comparative publications on their official web pages to diverseness plans, the attempt of increasing diverseness consciousness among employees and by and large the constitution of positive attitude towards diverseness effects in the workplace ( Jayne & A ; Dipboye, 2004 ) .

Kochen et Al ( 2003 ) in their research paper, promote executives to analyze and look into more exhaustively the nexus between diverseness and public presentation within their ain administration in an effort to accomplish more valid and accurate consequences. What matters most, is the development of those human resource patterns, that will let to different civilizations, genders and by and large heterogenous groups to interact within the workplace in the name of effectual coaction and organizational public presentation ( Kochen & A ; al. , 2003 ) .

5. Decision

This essay presented statements about diverseness ‘s part to the organizational public presentation by foregrounding the two sides of the “ dual – edged blade ” as Milliken and Martins ( 1996 ) named diverseness ( Jayne & A ; Dipboye, 2004 ) . Drawn by the research consequences on the relationship between diverseness in gender and race and administrations ‘ concern public presentation, it is concluded that diverseness is in place to heighten their public presentation but does non vouch that this can take topographic point without the part of a figure of factors. Increased consciousness about diverseness, strong committedness and efforts for incarnating diverseness enterprises in human resource patterns can set up it as a “ dynamic tool ” for accomplishing organizational fight. This alteration is indispensable to be driven by the top of the grapevine, by implementing the appropriate human resource direction patterns, so as administrations can profit from diverseness ‘s advantages and cancel the negative impact of its disadvantages. Under these fortunes, it worth ‘s puting on pull offing diverseness as its benefits are beyond clip and fiscal cost.

Word count: 3,177

Dimitra Gkiontsi

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