Organization behavior is considered the study of factors that have an impact on how people and groups act, think, feel, and respond to work and organizations, and how organizations respond to their environments. Managers face a tremendous load of responsibility in today’s companies and organizations due to the constantly change in the workplace, such as diversity and ways to motivate its employees to keep the flow on its organization.
Diversity in the Workplace
The situation in which companies and organizations are found nowadays is very different and is a constant changing environment which can be very challenging and complicated in many different aspects for managers to deal with. Therefore for managers to be successful in ways of managing they must be willing to keep up with people’s needs and also with the changes around the working environments. Since companies and organizations are usually composed of a diverse group of workers there are many different aspects that managers have to be aware of. As you look around at different companies and organizations today, it’s obviously the diversity in the workforce, which is a reflection of the population with a significant mix of genders, race, religion, age, sexual orientation, socioeconomic background and other factors. The different aspects of diversity are divided into “surface-level diversity” also called “primary dimension” and “deep-level diversity” also called “secondary dimension” as it shows (Pic.1). The surface-level diversity or primary dimensions are the basic aspects such as sexual orientation, age, national background, ethnicity, gender, and health which are the aspects that cannot be changed by the person. The deep-level diversity or secondary dimensions are the aspects which can be influenced more easily by the person such as work experience, income, marital status, political preference, religion, geographic region, education and the fact of having or not having children.
Pic.1 Primary and Secondary dimensions of Workforce Diversity. “Diversity presents both opportunities and challenges in organizations. In some circumstances and to some degree, diversity can become a competitive advantage by improving decision making and team performance on complex tasks. For many businesses a diverse workforce also provides better customer service in a diverse society.” “A disadvantage of diversity could be seen as source of conflict, which can be lead to lack of information sharing and, in extreme cases, morale problems and higher turnover”. In relation to the responses of the PIAV and the DISC report I have found some characteristics that would certainly match an organization with a very diverse workforce, there’s one characteristic that gets my attention the most which is on “ways of approaching” problems and ways of “seeing and understanding” problems. I was born and raised outside of the U.S and sometimes from the experiences of other places makes me look at things and approach to problems in different ways that some of my colleagues do here sometimes. Therefore from my own experiences I believe that it would be an advantage for organizations and companies to adopt diversity in the workplace. From having diversity in its workplace the business is more exposed to employees with different backgrounds, ideas, perspectives, abilities and points of view which these qualities can have great outcomes when put together. Another important fact that managers of companies and organizations have to be aware of is to the globalization of markets on how the company can suffer from not adapting to globalization, which by having diversity within its workforce the firm will have a foot in the door when it comes to dealing with global markets. Therefore, nowadays diversity in the workforce of a company becomes an essential fact for a firm to keep up with its demanded market among other firms. Motivation in the Workplace
Motivation is a very important topic that...
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Fig. 1: Primary and secondary dimensions of diversity (After Kreitner, R. en Kinicki, A. (1995) Organizational Behaviour, Chicago: R.D. Irwin Inc.)
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