Diversity
Introduction
Communication plays an important role in business. In the recent past, however, globalization has impacted on business, especially with regard to work place diversity in cultural integration. Today, therefore, communication in the business context has to be not only culturally diverse, but also inclusive. For that matter, therefore, diversity has and will continue to greatly affect workplace communication given that words, gestures, and expressions have different meaning and implications for different communities and cultures.
Bleijenbergh, I. et al. (2010). Diversity management beyond the business case. Equality, Diversity and Inclusion: An International Journal, 29(5), 413-421.
This article presents findings on the management of diversity within labor groups and the effect of the increased diversity on the performance of work groups. Through a review of literature, the article presents its findings that include the complexity and difficulty in diversity management. The paper, therefore, helps in bringing a divergent view of diversity as not beneficial to organizations, but rather one that is not only risky but also contingent on numerous factors.
Buttner, E. H., & Lowe, K. B. (2010). Diversity climate impact on employee of color outcomes: does justice matter? Career Development International, 15(3), 239-258.
This article set outs a research into the effect of diversity on employee outcomes, specifically employees of color, the interrelation present between the diversity climate and employee performance, and finally “to explore the interactive effect of racial awareness and diversity climate on reported psychological contract violation” (Buttner & Lowe, 2010, p. 239). Through a survey of 182 professionals, the article therefore gives valuable information the effects of diversity climate on performance, and therefore the need for proper management and creation of a positive environment for people color.
Frigotto, M. L., & Rossi, A. (2012). Diversity and Communication in Teams: Improving Problem Solving or Creating Confusion? Group Decis Negot, 21, 791-820.
The article presents findings on the importance of diversity and diverse communication within organizations, especially within teams. It affirms the need for a change in communication approach, particularly in culturally diverse organizations. The article also warns of the dangers of inconsiderate communication in a culturally diverse organizational environment.
Nkansah, N. T. et al. (2009). Fostering and Managing Diversity in Schools of Pharmacy. American Journal of Pharmaceutical Education, 73(8), 1-10.
This article presents the benefits of diversity on the workplace, specifically on the health sector. It further goes into the definition of diversity and lament on the scarcity of data on benefits of diversity for pharmacies. The article also “discusses the issues administrators and faculty members must consider when developing programs, and provides guidance on best practices in fostering and managing diversity” (Nkansah et al., 2009, p. 1).
Strachan, G. et al. (2004). Affirmative action or managing diversity: What is the future of equal opportunity policies in organization? Women in Management Review, 19(4), 196-204.
This article traces the genesis of diversity in Australia, especially with regard to women and the disadvantaged. It affirms the establishment of affirmative action by law, and the progress made so far in addressing equal opportunity for both males and females in the workplace. It is therefore important in informing about the strides made so far by the legislation, and the changes within organizations to accepting diversity.
Treven, S. & Mulej, M. (2007). The systemic approach to the encouragement of innovativeness through employee diversity management. Kybernetes, 36(2), 144-156.
This article presents diversity as a problem that requires solving, especially with regard to Employee Diversity Management. It also looks at “the impact of EDM on competitive advantage; the innovativeness of employees as an outcome of EDM” (Treven & Mulei, 2007, p. 144). Through a literature review research, the paper evaluates information on EDM, with findings indicating that proper management of EDM allows companies to gain competitive advantage. The paper is therefore instrumental in presenting information on EDM.
Given the eccentrics of the current workplace in diversity and the effect of globalization, workplace communication has undergone adverse changes. Much of these changes are attempts by business to accommodate cultural diversity, given the continually globalized and culturally diverse business environment.
References
Bleijenbergh, I. et al. (2010). Diversity management beyond the business case. Equality, Diversity and Inclusion: An International Journal, 29(5), 413-421.
Buttner, E. H., & Lowe, K. B. (2010). Diversity climate impact on employee of color outcomes: does justice matter? Career Development International, 15(3), 239-258.
Frigotto, M. L., & Rossi, A. (2012). Diversity and Communication in Teams: Improving Problem Solving or Creating Confusion? Group Decis Negot, 21,791-820.
Nkansah, N. T. et al. (2009). Fostering and Managing Diversity in Schools of Pharmacy. American Journal of Pharmaceutical Education, 73(8), 1-10.
Strachan, G. et al. (2004). Affirmative action or managing diversity: What is the future of equal opportunity policies in organization? Women in Management Review, 19(4), 196-204.
Treven, S., & Mulej, M. (2007). The systemic approach to the encouragement of innovativeness through employee diversity management. Kybernetes, 36(2), 144-156.