Diversity and the Changing Organizational Paradigm Term Paper by scribbler

Diversity and the Changing Organizational Paradigm
Looks at how the increase of company diversity through globalization has changed organizational behavior and structure.
# 153471 | 4,550 words | 21 sources | APA | 2013 | US
Published on Jun 04, 2013 in Business (Companies) , Business (International) , Business (Management)

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This paper explains that globalization, a process by which the barriers in international operations are lifted, creates a context in which people, merchandise and immaterial values also transcend boundaries to impact the corresponding elements in other countries. Next, the author explains that this creation of diversity in the workplace can be capitalized upon with the development and implementation of adequate strategies that require the shifting of organizational paradigms of corporate behavior. The paper relates how Wal-Mart and Malaysian companies have adjust to this changing paradigm. Charts and quotations are included.

Table of Contents:
Executive Summary
Table of Contents
Globalization and Diversity
Impacts of Diversity
Diversity Impacts on the 21st Century Workforce
Diversity Impacts on Leadership Style
Organizational Impact of Diversity
Diversity, Productivity and the Bottom Line Organization
The Case of Wal-Mart
Shifting Organizational Paradigms
Different Paradigms
The Case of Malaysian Companies
Change in Structure in Malaysia
Organizational Culture
Changes in Diversity and Changes in Organizational Paradigms
Strategic Strengthening of Organizational Culture

From the Paper:

"In this order of ideas, in the context of increasing competition between firms, the market place becomes saturated and the customers are presented with a wider product and service selection. This in essence means that the buyers are better able to purchase only those items which best fit their requirements. In such a scenario then, economic agents no longer treat the customers as the force buying whatever items the company produces, but recognize them as the force setting the trend of the products to be manufactured and the services to be delivered.
"At the level of the employees, these were traditionally perceived as the force operating the machines and equipments and also silently implementing whatever decisions were made at the level of top management. Today however, the employees are perceived as the force best able to accomplish organizational objectives. They no longer only operate the machines, but they interact with customers, with the public, they seek solutions and they possess valuable intellectual capital.
"Aside from the employees and the customers, new paradigms also evolve at the level of the environment, the public, the technology or change processes. In the case of the environment and the general public, it is no longer acceptable to operate in a means in which these two are neglected."

Sample of Sources Used:

  • Barak, M.E.M., 2010, Managing diversity: toward a globally inclusive workplace, SAGE
  • Brooks, M.B., 2009, Diversity is about the bottom line, Major Ben's Consulting, http://majorben.com/resources/diversity-is-about-the-bottom-line/ last accessed on May 4, 2011
  • Greenwald, R., 2005, Wal-Mart: the high cost of low price, Documentary
  • Jaya, P., Pinang, P., Bahru, J., Marketing the key too success in Malaysian business development, Malaysian Institute of Management, http://mgv.mim.edu.my/MMR/8708/870802.Htm last accessed on May 4, 2011
  • Maier, R., 2007, Knowledge management systems: information and communication technologies for knowledge management, 3rd edition, Spinger

Cite this Term Paper:

APA Format

Diversity and the Changing Organizational Paradigm (2013, June 04) Retrieved March 22, 2023, from https://www.academon.com/term-paper/diversity-and-the-changing-organizational-paradigm-153471/

MLA Format

"Diversity and the Changing Organizational Paradigm" 04 June 2013. Web. 22 March. 2023. <https://www.academon.com/term-paper/diversity-and-the-changing-organizational-paradigm-153471/>