Examines the literature regarding the effect diversity has on organizational behaviors.
Written in 2008; 4,200 words; 13 sources; MLA; $ 112.95
Paper Summary:
This paper describes studies that enable the understanding of the elements of cultural diversity, the factors that lead to a successful organization, the dilemmas confronted by organizations desiring to acquire and maintain organizational diversity and how diversity influences the operations of organizations. The paper also discusses some studies and theories such as 'social identification and categorization theory' and 'similarity/attraction theory', which show a negative link between diversity and organizational behaviors. The paper states that even though there have been studies and theories showing a negative relationship between diversity and organizational performance, there have been several studies and theories which show a positive link. These studies and theories are discussed at length in the paper, which attempts to show that diversity influences organizational behavior and is essential for positive organizational performances. Finally, the paper discusses the elements required to bring about positive organizational performances as a result of the efforts of diversity.
Table of Contents:
Abstract
Introduction
Discussion
Conclusion
From the Paper:
"When HR practices agree with the generation of a workforce that has the talents required to transform diversity into a benefit, diversity is considered to give rise to positive performance results. In other organizations, but HR practices might unintentionally lead to teams which are different, however not dexterous with regard to diversity management. Such organizations are considered to have negative experience, like disruptive conflict as well as enhanced turnover that could inhibit the performance outcome."
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