Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Organizational Behavior
Diversity as the key towards achieving a highly-cohesive and high performance teams in business organizations
Increasing diversity and cultural differences among individuals in the society has affected the manner in which the business sector has dealt with the issue of multiculturalism in its social environment. Where before, organization members are dominated by one race, nationality, and culture, the influx of new cultures in American society has made it possible for people from various cultures and societies to be integrated with the dominantly white American culture of the country.
Diversity presents a challenge to the business sector at present. On one hand, diversity is detrimental to establishing easier social ties and relationships among members of an organization, primarily because these differences are, more often than not, contradictory in nature. On the other hand, diversity can also be an opportunity that organizations should take advantage of, mainly because increased diversity means there is also an increased opportunity for the organization to generate new ideas and propositions that will prove to be beneficial to the performance and productivity of the organization.
It is in this note that this paper posits that demographic differences and cultural diversity in the organizational setting and level are advantages and factors that contribute to the creation...
In the texts that follow, examples of these demographic differences and cultural diversity are given, with an analysis of how these factors serve as catalysts for the development of high performance within a (business) team.
Demographic differences, primarily in terms of race and nationality, age, gender, and educational attainment are ultimate determinants that increase an organization's diversity. Differences in terms of demographic characteristics are generally considered detrimental, and in fact, a hindrance towards achieving cohesion and high performance in teams. Differences are detrimental especially if opposing groups want to assume control within the team. A senior member of the team would, naturally, want to assert control and leadership within a team composed of new and younger members of the organization. A female team member may also assert control to her team if she feels that resolutions and decisions formulated benefit only the male members of the team. Furthermore, members of different races and nationalities may clash with each other as they try to introduce ideas that are unique and sometimes, understandable only to their culture and society.
Despite these inherent conflicts within a team that is highly diverse, Kreitner (1995) asserts that this kind of team has the potential to become high-performing. Demographic differences should be treated…
Bibliography
Kreitner, R. (1995). Organizational behavior. Chicago: Richard D. Irwin, Inc.
Schermerhorn, J. et. al. (1995). Basic organizational behavior. NY: JohnWiley & Sons, Inc.
Kizilos and others showed that diverse organizations portrayed reduced pro-social organizational behavior compared to homogenous groups, and Pelled and others, showed proof that increased standards of ethnic diversity are linked to more emotional contradiction in organizations. Riordan and Shore showed that in diverse organizations, employees are less considered to be committed or view that they are prone to grow in the organization. (Pitts; Jarry, 2005) With this contextual understanding we
Organizational Behavior Terminology and Concepts Organizational Culture An organization's cultural composition encompasses a wide array of structural variables, all of which comprise the ultimate operational atmosphere of the company. Productive capacities and efficiency levels are almost always determined by the effectiveness and receptiveness of an organization's culture. The culture within an organization is also a key determinant of why and how leadership bodies will integrate strategic decisions. Depending of the various specificities
Communication Communication in the organizations cover all the means and modes, be they formal or informal, by which information finds its ways down, up or even across the organizational network of employees and the management in a given business setting. These modes of communication may contain important information for instance between employees and the managers, to more trivial issues like passing rumors or hearsay from one employee to another as noted
Organizational Behavior The Transformation of JC Penny for the New Century Organizational behavior is the study of how the actions of individuals, groups, and structures influence the behavior of an organization. Organizational culture refers to the characteristics that define the organization and make them unique. Organizational culture refers to communication styles, management styles, interaction styles, policies and procedures, as well as the manner of dress within the organization. Organizational culture influences organizational
Organization Behavior People Resourcing and Development -- Case Study Report People Resourcing and Development People Resourcing and Development -- Case Study Report Organizations need to implement effective HR policies at their workplace in order to manage their human capital in an effective an efficient fashion. These policies are designed in the light of local laws and regulations on different industrial relation issues like anti-discrimination and equality, cultural diversity management, recruitment of right individuals at
Organization Behavior Competitive Advantage through Human Resource Management Practices Human Resource Management Practices Competitive Advantage through Human Resource Management Practices HUMAN RESOURCE Management Human Resource Management involves all those activities which are related to the management of workforce or employees of an organization. It is also one of the core functions which managers perform at the workplace. Human Resource Management entails activities like recruitment and selection, training and development, performance assessment, compensation, leadership, and motivation