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Diversity in the Workplace
With globalization, different people ascribing to different cultures have crossed national borders in search of greener pastures. Similarly, multinational companies have expanded their operations across different countries bring about issues of cultural diversity in the workplace. While diversity brings about increased efficiency due to the expertise and varied methods of pursuing tasks, diversity may result into numerous challenges such as culture shock and disagreements. The following study endeavors to discuss how diversity in the workplace is related to and might be promoted to democracy.
Estlund (2003) posits that the workplace is an important site for the creation and maintenance of social capital and networks of trust and norms that aid people to pursue shared objectives. The workplace is an essential avenue establishing social connections across typical divisions of gender and race. With increased emigration, different people from different family, cultural, and religious backgrounds are increasingly working together in organizations bringing about issues of diversity. The term diversity in the workplace largely revolves around the dimensions which influence the perspectives and identities that people bring such as education, profession...
Workplace diversity entails the act of learning from others on the concept of respecting others and dignity. It also extends to include the creation of workplace practices and environments that encourage learning from others and appreciation of diversity. Estlund (2003) holds that the workplace, though considered as an undemocratic institution, contains the seeds to reinforce democracy. She further adds that the workplace provides the most promising platform for racial integration.
According to Levine (2003), organizational commitment to diversity can be understood from two themes. Levine argues that the denial of hatred that expresses the operation of a fantasy of the organization. The fantasy envisions the company as a home for those with strong unique group identifications while failing to reflect on how attachment to group identity can promote exclusion and hate. The second argument equates the useful knowledge in the company with life experience connected to group identity. Diversity can be understood from three theoretical paradigms namely access-and-legitimacy, learning-and-effectiveness and discrimination-and-effectiveness.
Cheney (1995) posits that a democracy hardly ever extends to the workplace. He further…
References
Levine, D. (2003). "The Ideal of Diversity in Organizations." The American Review of Public Administration, 33 (3): 278-294
Selden, S. And Selden, F. (2001). "Rethinking diversity in public organizations for the 21st Century: Moving toward a multicultural model." Administration & Society, 33 (3): 303-329
Cheney, G. (1995). "Democracy in the Workplace: Theory and Practice from the Perspective of Communication." Journal of Applied Communication, vol. 23: 167-200
Estlund, C. (2003). "Working together: How workplace bonds strengthen a diverse democracy." New York: Oxford University Press Inc.
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