Category: Future of Workplace

Future of Workplace | Entrepreneurship!

Understanding of Future of Workplace; Managers are challenge to develop strategically flexible organizations in response to increasingly competitive marketplaces. Fortunately, a new generation of information and telecommunications technology provides. The foundation for resilient new organizational forms that would have not feasible only a decade ago.

One of the most exciting of these new forms. The virtual team, will enable organizations to become more flexible by providing the impressive productivity of team-based designs in environments where teamwork would have once been impossible.

Virtual teams, which are link primarily through advance computer and telecommunications technologies, provide a potent response to the challenges associate with today’s downsized and lean organizations, and to the resulting geographical dispersion of essential employees.

Virtual teams also address new workforce demographics, where the best employees may be locate anywhere the world. Where workers demand increasing technological sophistication and personal flexibility.

With virtual teams, organizations can build teams with optimum membership while retaining the advantages of flat organizational structure. Additionally, firms benefit from virtual teams through access to previously unavailable expertise, enhanced cross-functional interaction. The use of systems that improve the quality of the virtual team’s work.

Least Used Intelligence Skill Learn Your Paradoxical Thinking

Intelligence Skill Learn; Since every organization emphasizes the importance of creating a work environment that is conducive. Comprises of competing people who have high intelligence skills. Such organizations encounter problems when implementing the paradoxical thinking framework. The basics of paradoxical thinking imply considering irrational aspects. As well so that innovation is encouraged throughout the organization. It has found that the paradoxical thinking is one of the eight skills that are related to the intelligence framework. The eight skills that are linked to the intelligence are judgment, perception, reason, intuition, imagination, logic, memory and paradox.

How to Use Intelligence Skill Learn Your Paradoxical Thinking?

Among all the skills mention, the least commonly use one is the paradoxical thinking. Because people are reluctant to get involved in illogical thinking. The traditional specialists still show resistance to apply the concept of paradoxical thinking within the business environment. Because they feel that it is not appropriate for a business to get involved in such irrational activities. However, the trend is now shifting to the paradox paradigm. When the company’s management has realized that the customers are looking for both functional and creative solutions.

The reason that paradoxical thinking is link to intelligence is that it allows. The people to apply their thinking skills to modify the idea into something feasible that will be appealing for the end-consumers. IBM has ensured that it allows its employees to give any kinds of practical suggestions to the company that can help it in increasing its proficiency. Eliminate the drawbacks that are prevalent within the firm. USA Today was the first one to introduce the concept of Online newspaper. So, customers can read the paper on the Internet.

When the owner wanted to launch this idea, majority of the people felt that it will have to encounter problems. People prefer to enhance their knowledge about the latest happenings through paper newspapers. However, the paper is considered to the top-selling newspaper in the region that has successfully met the needs of the customers especially. Who is looking for previous issues to get access to a particular article or piece of information?

The Power of the Implications of Paradoxical Thinking By James P. Krehbiel.

A different way of viewing problems called paradoxical thinking. The power of paradox involves doing the opposite of what may be considered a natural reaction to events. This is called the law of reversed effort. Many people do not understand paradoxical thinking and consequently, end up behaving in ways that appear reasonable but are actually self-defeating.

How we think about issues determines the kinds of assumptions that we make, and affects our behavior for better or for worse. Paradoxical thinking turns our normal manner of viewing problems upside-down. Common sense may seem to be discounted as we reflect on choices and behaviors that impact our life.

How does paradoxical thinking affect our everyday manner of behaving? William Glasser, noted psychiatrist, tells his audiences of teachers that they need to radically alter their thinking if what they are doing with children is not working. “Don’t stay stuck in worn out patterns of behaving, try a totally different approach to what you are doing,” he asserts. This is the very nature of paradoxical thinking.

Consider the mother who was overindulged as a child. Does she continue to over-function as a parent to her own child or is she aware of the need to let go, thus permitting her child to learn to develop a sense of independence? Often, doing the opposite of the way in which you were parented is beneficial to the child. I call this redeeming the intergenerational cycle of dysfunction.

How does paradoxical thinking affect those who suffer from anxiety? Highly anxious people tend to fight with their symptoms. They become “anxious over their anxiety.” They browbeat themselves for what they perceive as defective thinking and behavior. Their pattern of self-blame only exacerbates the symptoms and a cycle of self-defeating behavior ensues.

The goal of paradoxical thinking is to teach the anxious individual how to accept and embrace their symptoms. This involves teaching them that most people suffer from anxiety and that having anxiety is not abnormal. Trying to get rid of one’s symptoms only causes them to rear their ugly head. Paradoxically, making friends with one’s symptoms will minimize their impact.

Another idea associate with paradoxical thinking involves the concept of surrender. Mean’s learning to let go rather than fighting or giving up on oneself. This notion is applicable to those seeking addictions treatment as well as individuals with anger management problems. In AA groups, the idea of surrendering to a Higher Power is a foundation for healing. Letting go, rather than fighting with the problem allows a community of supporters to assist the recovering addict and creates the conditions for the addict to share his addiction history and emotional concerns with those in recovery. Surrendering promotes a sense of need for humility.

Those who are affect by anger management issues embrace several basic assumptions about life that run counter to paradoxical thinking. Those who rage believe, “I must be in control of all situations, circumstances and events governing my life; if I’m not allow control of every situation it would be awful and somebody is going to pay!”

Second, those who inflict rage believe, “People must always the way I want them to or else I will make their life miserable.” Paradoxically, people who fight to stay in control invariably feel out of control. Those who manifest rage and anger are unable to maintain control at all times.

Due to the unpredictable nature of life, the perpetrator of violence is doom because he is unable to control all aspects of his environment. Such vulnerability is translate into abusive behavior. Paradoxically, the healthiest individuals tend to those who are able to experience the confidence of control and yet can accept their vulnerability as an asset rather than a liability.

Paradoxically, those who try to fix their partner in a relationship end up pushing their love one away. Pursuers continue to over-function in a relationship, because it keeps them from having to focus on their own issues. In the process of trying to control their partner, they end up driving them away.

An example is the husband who needlessly checks on the whereabouts of his wife due to his insecurity. Jealousy, he may check cell phone bills or computer sites to make sure she is not connecting with another man. He may continuously over-play his affection through gifts and love notes. His over-anxious pursuing may interpret by his wife as a sign of weakness and may create resentment.

Anxiety intensifies the cycle of pursuing, creates more polarity and the problem intensifies. The pursuer tries to fix others but paradoxically is unable to understand the nature of his personal problems, Care-taking is done at the expense of his own emotional well-being, a sense of emptiness, fill with confusion, hopelessness and paranoia may the central theme for the pursuer.

Teaching the pursuer to distance in a relationship is a wise use of a therapist’s time. Paradoxically, the therapist must make a list of the ways that the wife uses to distance and teach the husband to change his style of relating. The distancing wife will invariably view this approach to treatment with a sigh of relief!

On occasion, a therapist may use what are consider to paradoxical techniques as a way of altering the behavior of a family system. Cloe’ Madanes, in her strategic family therapy work, gives an example of a model of paradoxical treatment. She offers the example of a child who displays a pattern of pyromania. All efforts, including fire education and prior Therapy, prove fruitless. Mandanes views the child’s behavior as a metaphor regarding the lack of bonding between the mother and child. She prescribes to the mother and child that they spend thirty minutes a day for a week doing controlled “experiments” which involve the use of striking matches with various materials. The other children in the family are not invite to a part of the ritual. This compliance-based directive diffuses the fire-setting and creates the needed bond between the mother and child.

Paradoxical thinking and behavior involves “going against the grain” of what would normally consider a common sense approach to solving problems. It might seem common sense to give your child a lecture on the value of getting a college education during a time when he lacks motivation. However, asking the child probing questions about the quality of his education, What he believes his future will look like empowers the child and gives him a sense of ownership regarding his future, this is the nature of paradoxical thinking.

Paradoxical thinking involves a paradigm shift in how we perceive ways of thinking and behaving. It calls for a more “open” and flexible way of creating a world-view. It leads to a more effortless and simplistic manner of solving life’s problems.

December 3, 2017
Can You Learn Something or Not by Paradoxical Thinking?

Do you want to learn Something? The proponents of paradoxical thinking state that the people have to think out of the box and do an in-depth analysis of any contradictory thought because it can give rise to something new that is not present in the market. There is no science involved in learning the paradoxical thinking as the learners just have to change their thinking patterns. Sometimes, a solution or invention may appear not to make any sense but it might appeal to the target audience. For instance, when sports cars were introduced, people were skeptically about it whether it will be accepted in the market or not; now it is the leading choice in the sports world.

“Paradoxical Thinking” Whether it can be Learn or Not? Learn Something New!

Similarly, when solar cars were launched by Saturn, it had to face huge amount of criticism but it was successful in meeting the demands of its customers and providing them an energy efficient car that is beneficial for the environment. The key requirements of developing paradoxical thinking are Open-mindedness, courage to take risks and experimenting with new ideas. It is important to remain alert about the absurd ideas that are present all the time in minds; they have to note down and then dwelt.

The employees of an organization need to encourage to play with even vague ideas because there are chances that a unique proposition gets click in the mind that can Beneficial for the company’s enhanced performance. For this form of thinking, openness is crucial because it allows the individuals to learn new subjects that might not have any linkages to the profession. Be The Change You Want to See in The World. It is vital to extend the learning boundaries so that unleashed features can address; therefore, increase exploration is the basic requirement of paradoxical thinking.

The basic foundation of the paradoxical thinking is being sceptically all the time; meaning looking at the things from varying perspectives. For instance, when looking at a product, a person can think about making changes in it that can make it look more attractive or changing the style or ingredients that can appeal to other markets. Hence, paradoxical thinking can be learned easily by changing the way of looking and observing things in the surroundings so that a new perspective is a highlight.

“Learn Something” Understanding The Power of Paradoxical Thinking By James P. Krehbiel.

Paradoxical thinking is a different way of contemplating and resolving problems. Often, doing the very opposite of what would consider the natural reaction to events is essential to personal growth and development. This, according to the Chinese sages, is call the law of reversed effort. Paradoxical thinking may play a role in shaping the way we respond to spiritual and psychological issues, personal values, and general behavior.

For the reader, the order of things may seem to turn upside down. Most religious traditions, however, are guided by metaphors and parables that clarify truths that are paradoxical in nature. This calls to mind the New Testament saying of Jesus who proclaims, “If you cling to your life, you will lose it; but if you give it up for me, you will find it.” The Types of Kotter’s Eight Steps Change Model.

Paradoxical thinking goes against the flow of the generally accepted ways of viewing life’s problems. Those who see life as a rigid, linear process, have a difficult time comprehending the backward-like implications of paradoxical thinking. Features of Controlling Functions, Common sense appears to have discarded.

Theologians and philosophers have paved the way to our thinking about the power of paradox. James Fowler, theologian, and author of Stages of Faith explores the parallels between psychological and spiritual growth and development. Fowler explores the personal evolution of human behavior as it relates to faith.

If one chooses to move down the path of faith development, the power of paradox becomes a more prominent aspect of one’s spiritual journey. Fowler claims that beliefs as oppose to faith are polar perspectives. Paradoxically, those who tightly cling to their beliefs or dogma rather than open themselves up to the possibilities of new truth may never experience the wonder of spiritual reality.

Another author and philosopher, Alan Watts, explores the nature of paradox in his classic, The Wisdom of Insecurity. According to Watts, holding onto security is like trying to grasp water in your hands — it is futile. Like it or not, life is a fluid experience, not a fixed entity. Life is continually changing, and it is only when we understand this truth, that we can navigate life in a more meaningful manner. Trying to understand life by clinging to the illusion that it is predictable is self-defeating. It is only when we are able to “wrap our arms” around the unpredictable nature of life that we eventually learn to experience the well-being associated with security.

Watts also alludes to the paradox of pain. He maintains that fighting with pain only makes the pain more painful. Trying to get rid of pain only causes it to rear its ugly head. Paradoxically, accepting our physical and psychological pain actually reduces its intensity and re-focuses our attention away from it.

Often, people have a tendency to wrestle with problems in order to rid themselves of symptoms. Fighting or striving, rather than employing passive volition — the power of letting things be – is a self-defeating endeavor. This pattern is like a cat trying to chase its own tail. “Trying” actually digs us deeper into a quagmire of our own making.

Picture a man hanging on a tree limb as a rushing current of river water flows beneath him. If or when the man lets go, he has two obvious options — he can fight the currents or he can let go and allow the river to wash him downstream. He fights the currents, he will surely sink in-spite of his efforts to stay afloat. He lets go, and allows the river to carry him, he has a better chance of surviving the ordeal.

The paradoxical process of letting go of life rather than holding on is what the Eastern sages refer to as mindfulness. All of us could benefit from cultivating the practice of mindfulness. Rather than regretting the past or anticipating the future. Those who are mindful choose to stay focused on present awareness. How simple and profound and yet how difficult it is to stay focused in the here-and-now.

It can say that life consists of a series of polarities — surrendering rather than maintaining control. Developing mature faith rather than clinging to archaic beliefs. Embracing our pain rather than fighting to manage it. Emptying one’s mind of clutter rather than flooding it with extraneous thoughts. Letting relationships evolve rather than straining to make them work.

Paradoxical thinking requires that we fight the urge to fix, control, pursue, manipulate and strive to make things right. When we are stress, our natural instinct involves the urge to try to control our environment. Ironically, those who fight to stay in control typically feel more out of control.

Letting go may be difficult. It may turn one’s world upside-down. It may involve mourning. Grieving everything that has kept us wound tightly and neatly intact. All of the negative energy must begin to empties. We are no longer like the marionette tie to a series of strings. In its place, one finds a sense of peace and serenity as we begin to release our personal baggage. In this manner we finally start to re-create our life in the process of giving up our archaic ways of thinking, feeling, and behaving. We must learn the wisdom of thinking in an unconventional fashion. When we do, we are on the road toward the process of becoming whole.

Can You Learn Something or Not by Paradoxical Thinking?

December 3, 2017
What is Paradoxical Thinking? Meaning and Definition

Paradoxical Thinking? A process in which you identify and define contrasting personal characteristics in order to bring about their positive aspects. By following their steps and guidelines you will be able to apply. The positive aspect of your personal characteristics to make more positive choices that lead to successful outcomes. “Paradox ….involves contradictory, mutually exclusive elements that are present and operate equally at the same time.” We all have contradictory characteristics, the key is to find ways. That our core characteristics complement one another and use them to improve our performance in challenging situations.

Explanation of Paradoxical Thinking; Meaning and Definition.

Personal paradoxes can use to explain successes by athletes, executive business leaders or company CEO’s, political leaders, educational administrators, etc. Fletcher and Olwyler share examples in the first chapter of their book proving that people. Who use their contradictory characteristics can bring about positive leadership and success. Failure is Not an Option!

“Sprinters actually run faster if they can remain relaxed while sprinting… sprinters need to develop an ability to simultaneously engage. The exact opposite quality of what their sport seems to demand: calmness and relaxation.”

The sprinter cannot have a balance between the two states of relaxation and muscle engagement. But must work as hard as they can at the same time as maintaining relaxation in their muscles and mind.

“Charming and capable of huge fits of anger, humble and arrogant. Bill Gates doesn’t make any pretense of being “consistent” in any narrow sense of that word.” Start and Run your Own Business with Successful Entrepreneurs.
“…Particular paradoxes and apparent contradictions are responsible for the success of certain people. Bill Clinton – boldness and cowardice, sincerity and calculation, loyalty and infidelity.” Why To Be a Best Leader become First to Be a Great Follower?

Paradoxical Thinking in Business Management:

For decades, the management theorists have focus their attention on three types of thinking i.e. magical thinking, modern thinking and postmodern thinking. The latest inclusion is the paradoxical thinking. Positive Relationships with Individual and Organization Outside. The main reason that paradoxical thinking has gained importance in the business world is that there were some buzz phrases that were being used by the employees of the organizations such as controlled chaos, getting outside the box, breaking the frame of reference, creative destruction, fuzzy logic and etc.

All of these terminologies show that a business can develop something impossible by going beyond the imaginative framework. These old models have less importance in the contemporary world. The primary crux of the paradoxical thinking is that the openness can be anything but it is indecisive. Lacks principle convictions and is sometimes passionless as well. Paradoxical thinking implies that problems should look from different angles rather than one perspective so that it can resolve effectively.

The term ‘paradox’ is describe as a range or group of statements that are contradictory and challenge the conventional thinking parameters. Likewise, the paradoxical thinking is state as the way of looking at a situation or a problem form a various range of perspectives and carrying out in-depth analysis to understand the problem completely. One of the best examples of the application of paradoxical thinking is evident in the work perform by Far day in about 1830s.

Far day observed that when the electricity current is pass through a wire it can cause a magnetize needle to move. That is locate adjacent to the wire to move in a direction which is rotational; it form the basis of the electric motor invention. In order to extend his learning and thinking capabilities. He increase his efforts and found that even the moving magnets can ease the flow of electricity in the system. He challenge the ways in which the conventional theorists of physics were working so that he could make a valuable contribution to the field .

It has been found that the companies that encourage paradoxical thinking within their culture are able to make successful progression and their success is evident from the robust performance in the industry. The paradoxical thinking is found in abundance in leading corporations especially technology relate firms such as Microsoft, IBM, Apple, Dell, Google, Sony, Wal-Mart, Coca-Cola and many more.

Definition of Paradoxical:

Seemingly contradictory but nonetheless possibly true “it is paradoxical that standing is more tiring than walking”.

“You have to spend money to make money.” That’s a paradoxical statement used by people in the business. It seems to say two opposite things that contradict each other. But if you think about it, it’s actually kind of true.

Paradoxical is an adjective that describes a paradox, something with two meanings that don’t make sense together. Its Greek roots translate to “contrary opinion,” and when two different opinions collide in one statement or action, that’s paradoxical. In Shakespeare’s play “Hamlet,” Hamlet’s mother marries the man who kill Hamlet’s father, but she doesn’t know it. As Hamlet plots to kill the murderer to protect his mother. He says this paradoxical phrase: “I must be cruel to be kind.”

December 2, 2017
What is Need? The Do and Don’t in Diversity Management

Really want? The Do and Don’t in Diversity Management

What is a Diversity Management? As we have discussed above, there are perceive advantages and disadvantages of embracing diversity in workplace. It seems that there are evidences and cases indicating that diversity are possible source of competitive advantage and superior performance for businesses. But, the implementation and the management of diversity is not an easy one. Apparently, the mismanagement of diversity or inability of the leader. Or, manager to outline and execute and effective diversity management program will cause troubles to the organization with diverse workforce. In fact, for inexperience mangers, diversity indeed looks more like a curse than a blessing.

If the presence of diversity is well-manage, it can create synergy and improve organizational performances. It is believe that diversity is a powerful strategy as managers can leverage on the strengths of some people in the team while making the weaknesses of some others irrelevant. The strengths in a person can compensate for the weaknesses of others. While his weaknesses are cover by others’ strengths, and this is essential for a high performing team. Consistent with such a view, this section will outline some do and don’t for practitioners to follow. It may serve as a general guideline for managers to refer to in applying the concept of diversity management to daily management tasks.

The first thing the manager should perform in managing diversity is that to ensure effectiveness of the diversity management program. The managers should communicate constantly to employees, managers, customers, shareholders, and other stakeholders at all stages of the program. It is vital to keep people inform as their support is necessary for the successful implementation of a diversity management program. The execution should involve everyone; as such a program is not an issue for only the personnel department or a responsibility of senior managers.

Besides, it is also critically important to apply a change management processes to implement the program. The leader driving the changes should aware that a long term perspective is require in implementation. A diversity management program (i.e., changes involves attitudes and don’t happen overnight. And leaders have to expect that the program will last for years rather than a few weeks or months). Last but not least, the leaders must also have the correct expectations that resources are require for the program. Leaders must prepare to invest money, time and resources to achieve successful diversity management program.

On the other hand, there are two general don’t rules to aware of by managers. Firstly, managers should not confuse equal opportunities with diversity management. The equal opportunity approach can be part of any diversity initiative. But a successful diversity management program should go far beyond traditional equal opportunity issues. Secondly, managers should not design the diversity goals and policies for “them” (i.e., referring to the minorities). But they should instead think of “us” (i.e., everyone involve in the organization).

The Do’s & Don’ts of Workplace Diversity Initiatives (Diversity Management)

Within the S&P 100, 96 companies now maintain some type of internal diversity initiative. And with diversity issues now grabbing national headlines, it’s never been more important for employers to take a stance.

If you’ve yet to develop diversity training, mentoring, recruiting, and other such programs, this post will help you learn from the lessons of companies before you.

Keep reading for the do’s and don’ts of workplace diversity initiatives.

Do emphasize inclusion

Though often used when discussing diversity, inclusion is not the same thing. The Society for Human Resources Management (SHRM) defines inclusion as, “The achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.” Make sure your organization is one where employees feel they can contribute to the success of your company, regardless of race, gender, creed, sexual orientation, or physical ability.

Do survey employees for feedback on diversity and inclusion

An annual engagement survey is the perfect time to ask your employees about diversity and inclusion. Surveying your employees will help you establish a baseline and allow you to gauge employees’ views on existing initiatives. This data can also be used when forming additional diversity and inclusions efforts. As Boris Groysberg and Katherine Connolly said in a Harvard Business Review article about workplace diversity, “metrics are key because, as we know, what gets measured gets done.”

Do use benchmarks

Speaking of engagement surveys, make sure yours includes industry benchmarks. Industry benchmarks can help shape your diversity and inclusion efforts because they provide an opportunity to know where you stand relative to other organizations in your industry, size category, or region. It’s like a built-in competitor analysis.

Don’t treat diversity as an internal, “HR issue”

Diversity is an issue that affects the entire company, and attitudes toward it start at the top and funnel down. Make sure your organization incorporates diversity into every aspect of its purpose and function.

Don’t neglect any employee group

Diversifying your workplace takes more than hiring a few people who aren’t the same race as the majority of your employees. Too often, diversity and inclusion efforts center around employees of color and neglect other aspects that make organizations diverse, like gender and sexual orientation, religious beliefs, physical ability, economic status, and creed. For example, the Center for American Progress reports that anywhere from 25 to 43 percent of gay people have experienced some form of discrimination in the workplace, and 90 percent of trans-gender employees have experienced some form of harassment or mistreatment at work. Make sure your diversity and inclusion efforts encourage an attitude of openness toward all employees in your organization. Your employees should feel freedom to express their opinions and ideas with equal weight given to all.

Don’t overlook senior leadership and board representation as areas that need improvement

Even if your organization has some phenomenal diversity initiatives in play, they’re not going to matter if the board of directors is made up of a homogeneous group. The same goes for company leaders. A diverse board and leadership team helps manifest the benefits of diversity in the workplace.

In an article about diversity in the workplace, Paul Block, CEO of the U.S. sweetener manufacturer Merisant Company, had this to say about diversity: “People with different lifestyles and different backgrounds challenge each other more. Diversity creates dissent, and you need that. Without it, you’re not going to get any deep inquiry or breakthroughs.”

How are your organization’s diversity and inclusion initiatives working? Don’t put it off any longer. Survey your employees today to find out how your organization is fairing with workplace diversity and where it needs to improve.

November 28, 2017
Difference of Advantages and Disadvantages of Diversity Management
What is Difference of Advantages and Disadvantages of Diversity Management?

What is a Diversity Management? In recent years, diversity is increasingly perceived as an important issue in the context of business management. This is due to the increasing differences in the population, globalization process, increasing of international business and cross borders business dealing activities. In the business community, companies have also tend to pay more focus on diversity and look for ways to reap the opportunities offered by diversity as they acknowledge that diversity has the potential of yielding greater productivity and competitive advantages. Apparently, managing and valuing diversity is a key component of effective people management, which not only can improve workplace productivity, but also contribute significantly to the strategic objectives of human resource management.

Advantages of Diversity Management in Workplace

Diversity can be a sort of strategy which enables organization to gain competitive advantage in the market competitive landscape. Managing cultural diversity is one of the key factors differentiating a particular company at factors such as (1) efficient work practices or procedures, (2) technological innovation or change, (3) product or services related innovation and lastly, (4) client or consumers related services. What is Need? The Do and Don’t in Diversity Management!

However, there are more contributions of managing diversity to the strategic objectives of a company.
- Improved and enhanced competencies in terms of customer services. As a matter of fact, diverse workforce will often means diverse expertise, talent, experience and capabilities in the employees. If a manager understands the intricacies and complexity of how to manage diversity effective, he will be able to put the right person into the correct position, by minimizing his weaknesses while enhancing the particular employee’s strength. From this perspective, a diverse workforce enables a manager to choose the correct candidate for a particular position in the organization.
- Able to compile and improve the strength of customer intelligence. As we employ diverse workforce, we can indirectly tap into the knowledge and experience of these workforce. In the era of information, we understand that marketing intelligence or customer intelligence has becoming more and more important. Diversity in workforce in this picture can help a company to compile and collect more relevant and effective data on the market place.
- Ability to operate effectively as well as efficiently in a global context. As a well known fact, the entire world is a colorful depiction of diversity. Thus, to go global, a diverse workforce is some sort a basis requirement. We simply need the local experts to assist us in managing business units at foreign countries or simply to expand market share in the other countries. Thus, it is not hard for us to understand that a diverse workforce will enable a company to operate more effectively and efficiently.
- Able to produce more satisfied workforce, and thus leading to more productive workforce. If a company can manage diversity in a proper way, then the individual employee will no longer need to clone or purposely changed himself to adaption of the corporate culture. This can often leads to a more satisfied workforce. A more satisfied workforce, will in turn, leads to more productive workforce.
- Effective managing of diversity enables reduction in industrial disputes. Of course, proper management of diversity can also ensure less industrial dispute or court case arises from employees’ issues.
- Diverse workforce can lead to increased creativity and innovation. Diversity can produce synergy and creativity and innovative as well. A group of different people is better than a results produced by a single person. The combined efforts are always much outstanding.
- Having better chance to attract higher quality employees from a larger pool of employees. As a company prepare or has already adopted the mindset of having diversity is beneficial. Then the company automatically access to a diverse pool of human talents. Which means that the company can choose the employees from a larger pool of workforce. As now the choices are enlarged, then we can have access to better talents around the world. Or in other words, we can access to the world class talents around the globe.
Disadvantages of Diversity Management in Workplace

Poorly integrated heterogeneous groups can be as damaging to the organization as overly integrated homogeneous groups. Apparently, managing diversity is an art. While although the contribution to a company strategic management picture is bright, the execution is nothing easy. Besides, unfortunately, there are also evidences that diversity can bring disadvantages to companies as well.

For example, it is found that teams with diverse employees usually take longer to perform effectively. Besides, diversity also brings numerous communication problems as well as “faultiness” in informal group dynamics. At some serious cases, diversity can also be a source of conflict. That can cause issues such as reluctant to share information among workforce. Employee morale deterioration problems, and higher turnover due to degradation of job satisfaction.

Not only that, it is also mention that there can be various drawbacks due to implementation of diversity management program in the short term. Case Study of “Starbucks Entry to China” with Marketing Strategy.

For example, if handled insensitively, a diversity management program may invade employee privacy. Also, implementation of the diversity management program may be expensive in the short term. Apart from that, during the implementation process, deep seated prejudices within employees may be brought into the open, causing short-term tension. Particularly for a poorly handled program, conflicts and ill-feeling may be the end results for managers to handle.
November 27, 2017
Diversity Management

What is a Diversity Management? Definition and Meaning!

“Diversity management is the strategy of using best practices with proven results to find and create a diverse and inclusive workplace. Successful strategies link diversity progress directly to business results. Best practices include effective use of executive diversity councils, mentoring and sponsorship programs and employee resource groups to achieve desired results in recruitment, retention and management of diverse talent.” How Do You Know Your Company Wants Help From The Outside?

What is Need? The Do and Don’t in Diversity Management! The world’s increasing globalization trend demands more interaction. Between people from a vast diverse of cultures, beliefs, and backgrounds than the past. Today, people no longer live and work in an insulate marketplace. The reality is they are now part of a worldwide (or commonly mention as flatten) economy with competition coming from nearly every angle of the globe. For this reason, businesses need to open change. Accept the concept of diversity to become more creative.

In daily conversation, the word of “diversity” has the meaning of differences or variety. However, in the business world and in the business textbook. Diversity often refers to the many differences present among people. Today in workplace as well as marketplace. That were not aware of by most people in the past. Are Entrepreneurs Made or Born! Explanation Why? Diversity management is often referrer as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status for better workplace performance. The term diversity management indicates the implementation of strategies or policies to knit a network of varied individuals together into a dynamic work force.

What is a DM? By Wikipedia

Diversity management is the “recognition and valorization of individual differences”. “The concept of diversity encompasses acceptance and respect.

It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socioeconomic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.

It is the exploration of these differences in a safe, positive, and nurturing environment. Moreover, it is about understanding each other. And moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity in each individual”(Patrick and Kumar, 2012).

As seen from a US perspective, ‘Diversity management’ is supposed to represent. A break from legislated equality concepts. Such as equal opportunity and affirmative action (Thomas, 1990 ; Thomas and Ely, 1996).

Definitions of Diversity Management

The practice of addressing and supporting multiple lifestyles and personal characteristics within a define group. Management activities includes educating the group and providing support for the acceptance of and respect for various racial, cultural, societal, geographic, economic and political backgrounds. Definition of Organizational Climate.

November 27, 2017