Diversity and Work Performance

Paper Summary:

The paper considers how diversity can be used by the Alpha healthcare organization to improve performance. The paper provides a literature review and highlights the need for the organization to define diversity, develop a plan and actively manage diversity. The paper concludes with the author's personal reflection on the impact of finding a solution to the company's current situation.

Outline:
Introduction
Problem
Literature Review
Analysis
Solutions
Reflection

From the Paper:

"Performance in the organization is an essential element that is critical to overall success. Without a high level of performance, the organization faces considerable challenges in terms of developing its workforce, culture and operations. Despite the importance of performance in the organization, efforts to improve performance often do not focus on the diversity as a key issue to improve outcomes in this area. Rather, organizations are often more concerned with more concrete metrics which will allow for the quantitative development of the workforce along lines that have clear benefit for the bottom line. What happens in an organization that has exhausted clear quantitative metrics for the development of its operations? Answering this question appears to require a more integral understanding of "soft" variables which contribute to the organization's overall success."

Sample of Sources Used:

• Harrison, D.A, & Klein, K.J. (2007). What's the difference? Diversity constructs as separation, variety or disparity in organizations Academy of Management Review, 32(4), 1199-1228.
• Holden, D. (2006). Diversity unraveled: Open secrets to building high performance , inclusive teams. Diversity Factor, 14(4), 34-41.
• Homan, A.C. (2007). Bridging faultlines by valuing diversity: Diversity beliefs, information elaboration and performance in diverse work groups. Journal of Applied Psychology, 92(5), 1189-1199.
• Price, K.H., Shumate, K.M., Rowe, N.A., et al., (2007). The complementary effects of relational dissimilarity and group faultlines: A multilevel analysis of diversity. Academy of Management Proceedings, 1-6.
• Puck, J., Rygl, D., & Kittler, M. (2006). Cultural antecedents and performance consequences of open community and knowledge transfer in multicultural process innovation teams. Journal of Organizational Transformation & Social Change, 3(2), 223-241.

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