Work Diversity - Paper Example

Work diversity can be described as the variety of differences among people in a firm. Diversity in organization encompasses several aspects which include ethnic group, tenure, personality, cognitive style, education, background, organizational function, race, gender, and age among other factors.

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Thesis statement

Diversity management in an organization is the process that is aimed a sustaining and building positive work environment in a firm. Primarily, the similarities and differences of the individuals in an organization are determined to identify to help the company reach its potential and for the people to contribute to the goals and objectives of the enterprise. The range of the ethnic group, tenure, personality, cognitive style, education, background, organizational function, race, gender, and age are the main areas of concern in any work diversification. Not only, does diversity regards on how individuals perceive themselves but also how other people see them. Primarily, peoples interaction is affected by such perceptions.

Methodology

The researchers in their study use both the qualitative and quantitative approach in completing their study. It is evident that qualitative approach in the three studies is aimed at understanding the human behavior from the informants perspective. Moreover, most of the data or information is collected through interviews and participants observation. On the quantitative approach, the data is mainly concerned with identifying and discovering facts about work diversity. Spaaij et al. (2016) in their study used both quantitative and qualitative approach to determine the diversity work in community sports organization. The study involves 31 amateur diversity work in local community sports clubs in Australia. The 31 groups participating in the study volunteer and their membership varied from 80 to 450 of the games included. Similarly, the study involved mass participation to maximize variation of the participants that might be gender, disability, age, and race.

Additionally, Stahl et al. (2010), in their research they used a quantitative approach that involved aggregation of effect sizes in all studies they were involved in, statistical information, required in the calculation of the effect of the scale of the relationship between cultural diversity and another outcome that they include. Moreover, their research involved computerized and manual searches if any relevant information published or unpublished. Importantly, the electronic research performed extensive databases using the keywords such as team, group, international, diversity, and culture. This narrowed down the research for the research helping the get the information they were looking for their study. Moreover, from the 112 studies that were identified through the search process, most of the provided more statistical data that the ones that had no substantial information were eliminated. The studies with missing information, the researchers used to send emails to the writer requesting for information that is more complete. They resulted from using 108 studies that had a sample size of 10,632 terms.

Shore et al. (2011) in their study they used relied heavily on other researchers information and data to draw their conclusion. From their study, there was the possibility if inclusion in all groups. The data from other included 102 studies conducted between 1999 and 2003. The researchers also used some questioners on their study to determine how work diversity influenced in collusion in a company or organization. The study showed that group positivity provides evidence on inclusion supporting the view. Moreover, groups retain their values but also maintained contact with other groups for the purpose of inclusion. Moreover, with distinct group members will support positive views for their group but hold both active and differences of opinion about other groups. This indicated that issues with age, sex, race, and personality among other factors do not affect work diversity.

Limitation and delimitation of the research

The restriction of the study included financial constraints, time, and some of the participant were not collaborative. Some of the respondents did not receive a response to an email that was sent to them making the collection of the data and information tiresome. However, I am glad to indicate the information collected was adequate to complete the study. Similarly, the financial constraints were evident, as I could not make to attend all the interviews. Similarly, some companies restricted their employees from participating in the study citing that it the study might expose the organization. This made it hard, as some of the employees could not reveal valuable information regarding work diversity in their firm.

Conclusion

Before, embarking on any analysis of diversity in any workplace, understanding or race, gender, class, internal conflict it is important to understand the chauvinism. Moreover, it is important to view the issues of workplace diversity at all levels to identify the understanding of education, health care, socialization, and the role of the community and the company in diversity projects and the possibility of more variety shortly of the enterprise. Additionally, to understand the many issues that affect diversity in an organization it is important that the individual gets adequate information on the basics concepts of diversity such as sex, age, and personality among others.

ReferenceShore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Holcombe Ehrhart, K., & Singh, G. (2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37(4), 1262-1289.

Spaaij, R., Magee, J., Farquharson, K., Gorman, S., Jeanes, R., Lusher, D., & Storr, R. (2016). Diversity work in community sport organizations: Commitment, resistance and institutional change. International Review for the Sociology of Sport, 1012690216654296.

Stahl, G. K., Maznevski, M. L., Voigt, A., & Jonsen, K. (2010). Unraveling the effects of cultural diversity in teams: A meta-analysis of research on multicultural work groups. Journal of international business studies, 41(4), 690-709.