Dynamics of Diversity in an Organisational Environment
Read Online

Dynamics of Diversity in an Organisational Environment

  • 110 Want to read
  • ·
  • 40 Currently reading

Published by Unisa Press .
Written in English


  • Organization & management of education,
  • Labor,
  • Business / Economics / Finance

Book details:

The Physical Object
Number of Pages177
ID Numbers
Open LibraryOL12066843M
ISBN 101868882772
ISBN 109781868882779

Download Dynamics of Diversity in an Organisational Environment


Dynamics of Diversity in Organisations. The unit introduces students to the importance of fostering an inclusive workplace that manages and leverages diversity in all its forms. It focuses on how people management policies and practices facilitate organisational effectiveness through recognising, valuing and accommodating employee diversity. Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools 2 advantages. Stephen Butler, co-chair of the Business-Higher Education Forum, believes diversity is an invaluable competitive asset (Robinson ). Managing diversity is a key component of effective people management in the workplace (Black Enterprise ).File Size: KB. no straightforward association between diversity and team dynamics, as many factors influence this association. Nevertheless, this paper investigates how leaders/managers of multicultural can make the best of a diverse team based on the insights of this review. Keywords: diversity, heterogeneity, teams, workgroups, review, qualitative analysis Size: KB. opinion towards the workplace environment and its impact on performance. WORKPLACE OF TODAY Interestingly, the workplace of today is characterized by two opposing trends. On the one hand, employees are given leeway in the way they dress and act. On the other hand, the management’s tendency to micromanage has increased.

  In the context of today’s rapidly changing organizational environment, it is more important than ever to understand diversity in organizational contexts and make progressive strides toward a more inclusive, equitable, and representative workforce. Three kinds of diversity exist in the workplace (see).Author: Stewart Black, Donald G. Gardner, Jon L. Pierce, Richard Steers. The Dynamics of Managing Diversity discusses diversity as recognition of the differences and similarities between and among social groups, and how resulting policies must reflect these. This new edition has been extensively revised and up-dated to incorporate new conceptual, theoretical and empirical work now available in this growing subject area. About Diversity Dynamics Ltd Diversity Dynamics is a niche consultancy specialising in delivering quality interventions to support organisations in identifying and implementing their diversity strategies. From our head office in Central Scotland we work with organisations across the UK and Europe. Organisational Behaviour – Meaning and Definitions: According to K Aswathappa, Stephen P. Robbins, L. M. Prasad, Newstram and a Few Others In words of K Aswathappa, “OB is the study of human behaviour in organisational setting, of the interface between human behaviour and organisation and of the organisation itself.”.

ognized as nonlinear dynamics of organiza-tional change. ‘Given the pace of events and the turbulent environment, organizations confront tremendous problems’ and ‘[e]ssen-tially, this means that organizational systems must renew themselves continuously if they are . diversity and stir” approach, limiting their diversity initiatives to recruitment and selection. The telecom company used an approach to actively foster diversity, circulating brochures, intranet sites, and posters to cultivate diversity awareness. It also included diversity in its mission statement and held annual diversity training seminars. 6 Background of the study During the s and s, the United States for the first time saw the need to promote workplace diversity. President John F. Kennedy in recognised a . Managing organisational equality and diversity can be a very complex task but an effort to good practice is possible if all are motivated to be involved and engaged. This paper is limited in scope in many aspects for it does not document detail accounts of the necessary processes as regards specific aspects of equality and diversity.