Diversity Judge,2017) such as black and Hispanic
in organization can aid to evolve the alertness about the sexual, racial and
ethnical characteristics as well as help to handle the diverse organization in
a proper way (Robins and Judge,2017). The first article discusses about
diversity along with it having its benefits in itself, certainly is sometimes
hard to handle. Being hired in some companies should be dependent upon one’s
performance and ability to do anything rather than being a part of some group.
However, still people are judged impartially and being stereotyped. Hence,
stereotypes are the most obvious way to guide the interviewers (Burrell,2016).
You might face the stereotype threat if you are at minority in a certain
situation (Robins and Judge,2017) such as black and Hispanic men were rejected
from an interview stating that they lacked communication skill though their
performances in other areas were brilliant. In the same case, white men who
lacked communication skills were considered to be mentor able. Finally, it is
quite hard to reconstruct the mind of people on how it is going on but rather
their existing environment can be modified where they make a decision. Such
process is known as choice architecture (Burrell,2016). The article tends to
end with the notion of an expression stating how can anyone award the
substantial performance of the individual when they are in a diversified group?
So, correspondingly, someone can be awarded for their performance by being understood
about their contradictions so that the employee’s morale will be boosted
therefore they will accomplish their task properly. Likewise, other way to do
that is setting an intellectual test where their mathematical, communicational,
speed, ability of reasoning, capability to judge as well as memory power are judged
(Robins and Judge,2017). The article rather raised the existing problems of diverse
environment and also stated why these complications are still existing but provided
less ways to solve those problems. In addition to what is included here we can use
various other initiatives to manage the problems in recruitment by forming a diversified
hiring team, focusing university and colleges for hiring and targeting certain groups
who otherwise are discriminated (Jayne & Dipboye, 2004)
article talks about the liaison between diversity in the organization and the
achievement that the employees can get because of that. Further, it also
discusses about the rational ways that the organization can take so as to
administer the drive of diversity in the proper way (Jayne & Dipboye,
2004). Nowadays the organization’s workforce has become a heterogenous mix of
groups because of the trend of hiring employees of different gender, age and
race which is known as diversity (Robbins &
Judge, 2017). However, focusing in diversity programs have been one of
the hot topics in all the organizations nowadays. Thus, diversity programs
include three major factors those are very essential to maintain the balance
between the employees. Those factors are: hiring an employee, containing them,
and creating them from less known groups. Furthermore, it provides various ways
for the management of workforce such as: making commitment for the management,
conducting the need assessment, making proper strategies and team building. Finally,
the article ends with the note of enhancement of the diversity in the workplace
might also lead to some problems of conflict and only diversity cannot
guarantee sudden improvement in the performance of the employees (Jayne &
Dipboye, 2004). This article really provided a good base on the diversity
management. It also has provided various steps that Human Resource managers can
abide by so as to bring out positive result out of the diverse environment.
Ashkanasy, N. M., Härtel, C. E., & Daus, C. S. (2002).
Diversity and emotion: The new frontiers in organizational behavior
research. Journal of management, 28(3), 307-338.
Burrell, L. (2016). We Just Can’t Handle Diversity. (cover
story). Harvard Business Review, 94(7/8), 70-74.
Jayne, M. E., & Dipboye, R. L. (2004). Leveraging
diversity to improve business performance: Research findings and
recommendations for organizations. Human resource management, 43(4),
Robbins, S.P. & Judge, T.A. (2017). Organizational
behavior (17th ed.) Upper Saddle River, NJ: Prentice Hall.